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Australian Office of Financial Management (AOFM) - Enterprise Agreement 2015-2018_updated pay rates.txt252overtimeovertime rates; (iii) penalty rates; (iv) allowances; (v) remuneration; and/or (vi) leave; and (b) the arrangement meets the genuine needs of the employer and employee in relation to one or more of the matters mentioned in paragraph (a); and (c) the arrangement is genuinely agreed to by the ceo and employee. 1.5.2 the ceo must ensure that the terms of the individual flexibility arrangement: (a)
Australian Office of Financial Management (AOFM) - Enterprise Agreement 2015-2018_updated pay rates.txt347flextimethe aofm does not operate a flextime or overtime pay scheme. however managers can agree time off in lieu in circumstances where the employee is required to work longer hours than would reasonably be expected. section 65(1a) of the fair work act 2009 sets out the circumstances in which employees may request a change of working arrangements. such a request should be made in writing and will only be refused on reasonable business grounds. all such arrangements are to be approved by the ceo. 2.2 public holidays aofm employees will observe public holidays as prescribed by the national employment standards under section 115 of the fair work act 2009. aofm enterprise agreement 2015-2018 page 7 of 20 except as provided in clause 7.2 below, the public holidays to be observed by aofm employees employed in overseas posts or missions will be determined by the head of mission. an employee and the ceo may agree to substitute a cultural or religious day of significance to that employee for a public holiday. payment for public holidays will be at the rate that would have been paid to an employee as if that day or part day were a normal working day, unless the employee would have been absent on that day. where a public holiday falls during a period when an employee is absent on leave (other than annual or paid personal or carer’s leave) there is no entitlement to receive payment as a public holiday. payment for such a day will be in accordance with the rate that applies to the form of leave being taken.
Australian Office of Financial Management (AOFM) - Enterprise Agreement 2015-2018_updated pay rates.txt347overtimethe aofm does not operate a flextime or overtime pay scheme. however managers can agree time off in lieu in circumstances where the employee is required to work longer hours than would reasonably be expected. section 65(1a) of the fair work act 2009 sets out the circumstances in which employees may request a change of working arrangements. such a request should be made in writing and will only be refused on reasonable business grounds. all such arrangements are to be approved by the ceo. 2.2 public holidays aofm employees will observe public holidays as prescribed by the national employment standards under section 115 of the fair work act 2009. aofm enterprise agreement 2015-2018 page 7 of 20 except as provided in clause 7.2 below, the public holidays to be observed by aofm employees employed in overseas posts or missions will be determined by the head of mission. an employee and the ceo may agree to substitute a cultural or religious day of significance to that employee for a public holiday. payment for public holidays will be at the rate that would have been paid to an employee as if that day or part day were a normal working day, unless the employee would have been absent on that day. where a public holiday falls during a period when an employee is absent on leave (other than annual or paid personal or carer’s leave) there is no entitlement to receive payment as a public holiday. payment for such a day will be in accordance with the rate that applies to the form of leave being taken.
Australian Office of Financial Management (AOFM) - Enterprise Agreement 2015-2018_updated pay rates.txt416study assistancestudy assistance the aofm will consider applications for assistance from employees who are planning to undertake programs of tertiary study that will contribute to their professional development and the work of the aofm. study assistance in the form of financial support or leave is at the discretion of the aofm. further information on administration of study assistance may be found in the aofm’s employment policies and procedures as varied from time to time. part 3 3.1 – performance management and remuneration principles salary rates as at the commencement of this agreement are shown at schedule 1, which references a continuation of the existing aofm broadband structure. the application of salary rates to individual employees will be subject to performance as appraised under the aofm’s performance management system (section 3.3). 3.2 salary rates notwithstanding clauses 3.3 and 3.4, the salary rates under this agreement will be as follows: 3.2.1 on commencement of this agreement as shown in schedule 1 (which represents a 2.5% increase over the salary rates in effect just prior to commencement of this agreement); 3.2.2 a further 1.0% increase will apply from the first pay after the first anniversary of this agreement; and
Australian Office of Financial Management (AOFM) - Enterprise Agreement 2015-2018_updated pay rates.txt419professional developmentundertake programs of tertiary study that will contribute to their professional development and the work of the aofm. study assistance in the form of financial support or leave is at the discretion of the aofm. further information on administration of study assistance may be found in the aofm’s employment policies and procedures as varied from time to time. part 3 3.1 – performance management and remuneration principles salary rates as at the commencement of this agreement are shown at schedule 1, which references a continuation of the existing aofm broadband structure. the application of salary rates to individual employees will be subject to performance as appraised under the aofm’s performance management system (section 3.3). 3.2 salary rates notwithstanding clauses 3.3 and 3.4, the salary rates under this agreement will be as follows: 3.2.1 on commencement of this agreement as shown in schedule 1 (which represents a 2.5% increase over the salary rates in effect just prior to commencement of this agreement); 3.2.2 a further 1.0% increase will apply from the first pay after the first anniversary of this agreement; and 3.2.3 a further 1.0% increase will apply from the first pay after the second anniversary of this agreement. 3.3
Australian Office of Financial Management (AOFM) - Enterprise Agreement 2015-2018_updated pay rates.txt420study assistanceand the work of the aofm. study assistance in the form of financial support or leave is at the discretion of the aofm. further information on administration of study assistance may be found in the aofm’s employment policies and procedures as varied from time to time. part 3 3.1 – performance management and remuneration principles salary rates as at the commencement of this agreement are shown at schedule 1, which references a continuation of the existing aofm broadband structure. the application of salary rates to individual employees will be subject to performance as appraised under the aofm’s performance management system (section 3.3). 3.2 salary rates notwithstanding clauses 3.3 and 3.4, the salary rates under this agreement will be as follows: 3.2.1 on commencement of this agreement as shown in schedule 1 (which represents a 2.5% increase over the salary rates in effect just prior to commencement of this agreement); 3.2.2 a further 1.0% increase will apply from the first pay after the first anniversary of this agreement; and 3.2.3 a further 1.0% increase will apply from the first pay after the second anniversary of this agreement. 3.3
Australian Office of Financial Management (AOFM) - Enterprise Agreement 2015-2018_updated pay rates.txt421study assistancethe discretion of the aofm. further information on administration of study assistance may be found in the aofm’s employment policies and procedures as varied from time to time. part 3 3.1 – performance management and remuneration principles salary rates as at the commencement of this agreement are shown at schedule 1, which references a continuation of the existing aofm broadband structure. the application of salary rates to individual employees will be subject to performance as appraised under the aofm’s performance management system (section 3.3). 3.2 salary rates notwithstanding clauses 3.3 and 3.4, the salary rates under this agreement will be as follows: 3.2.1 on commencement of this agreement as shown in schedule 1 (which represents a 2.5% increase over the salary rates in effect just prior to commencement of this agreement); 3.2.2 a further 1.0% increase will apply from the first pay after the first anniversary of this agreement; and 3.2.3 a further 1.0% increase will apply from the first pay after the second anniversary of this agreement. 3.3 performance management
Australian Office of Financial Management (AOFM) - Enterprise Agreement 2015-2018_updated pay rates.txt461salary advancementsalary advancement through a classification can only occur where an employee’s performance is satisfactory and consistently meets the relevant standard. an employee can only advance through the broadband where sufficient work is available at the higher classification level, the employee has gained the necessary skill and proficiencies to perform the more complex work and performance is satisfactory. aofm enterprise agreement 2015-2018 page 9 of 20 the ceo has the discretion to determine remuneration having regard to special skills and experience, and/or recruitment and retention. this discretion includes the ability to make reversible salary increases in conjunction with the usual performance appraisal assessment cycle. 3.4 salary on recruitment or promotion the salary of an employee recruited to the aofm, or promoted within it, will be determined by the ceo taking into account the employee’s relevant experience and skills, and the aofm’s recruitment needs. 3.5 payment of salary employees will be paid in arrears fortnightly (fortnightly pay = annual salary x 12 / 313). salaries will be paid by electronic funds transfer into a financial institution account of the employee’s choice, unless otherwise agreed with the ceo. part-time employees will be paid pro-rata. the parties agree that, where an overpayment of salary or allowances occurs, a deduction
Australian Office of Financial Management (AOFM) - Enterprise Agreement 2015-2018_updated pay rates.txt533traveltravel expenses in relation to all business travel for transport, accommodation, meals and incidentals will either be incurred directly by aofm, or covered by way of a travel allowance. domestic travel allowance rates are those determined from time to time by the commissioner of taxation as reasonable allowance amounts, given an employee’s remuneration, for the relevant tax year. international travel allowance rates will be determined with reference to those used by the department of the treasury. 4.3 relocation an employee required by aofm to move within australia to take up a position with aofm may be assisted with the expense of relocation. the ceo may approve payments to assist with reasonable relocation expenses. if an employee leaves the aofm through resignation, voluntary move, promotion or termination for misconduct within two years of receiving a benefit under this clause, that employee will be required to pay back pro-rata (on a monthly basis to the nearest completed month), any relocation benefits received. employees acknowledge that such prorata amounts can be treated as an overpayment of salary under clause 3.5. 4.4 overseas conditions part 7 of this agreement covers terms and conditions for long-term postings (more than six months) to foreign countries under australian government-funded programs. except where covered by part 7, the conditions of service and additional allowances for aofm employees serving in overseas posts will be established by the ceo for the employee prior to deployment and will depend on the country and the government program applying to the overseas service.
Australian Office of Financial Management (AOFM) - Enterprise Agreement 2015-2018_updated pay rates.txt535travelexpenses in relation to all business travel for transport, accommodation, meals and incidentals will either be incurred directly by aofm, or covered by way of a travel allowance. domestic travel allowance rates are those determined from time to time by the commissioner of taxation as reasonable allowance amounts, given an employee’s remuneration, for the relevant tax year. international travel allowance rates will be determined with reference to those used by the department of the treasury. 4.3 relocation an employee required by aofm to move within australia to take up a position with aofm may be assisted with the expense of relocation. the ceo may approve payments to assist with reasonable relocation expenses. if an employee leaves the aofm through resignation, voluntary move, promotion or termination for misconduct within two years of receiving a benefit under this clause, that employee will be required to pay back pro-rata (on a monthly basis to the nearest completed month), any relocation benefits received. employees acknowledge that such prorata amounts can be treated as an overpayment of salary under clause 3.5. 4.4 overseas conditions part 7 of this agreement covers terms and conditions for long-term postings (more than six months) to foreign countries under australian government-funded programs. except where covered by part 7, the conditions of service and additional allowances for aofm employees serving in overseas posts will be established by the ceo for the employee prior to deployment and will depend on the country and the government program applying to the overseas service. for the period of overseas work, aofm will ensure that employees are appropriately insured commensurate with the political and social environment of the country to which
Australian Office of Financial Management (AOFM) - Enterprise Agreement 2015-2018_updated pay rates.txt536travelincidentals will either be incurred directly by aofm, or covered by way of a travel allowance. domestic travel allowance rates are those determined from time to time by the commissioner of taxation as reasonable allowance amounts, given an employee’s remuneration, for the relevant tax year. international travel allowance rates will be determined with reference to those used by the department of the treasury. 4.3 relocation an employee required by aofm to move within australia to take up a position with aofm may be assisted with the expense of relocation. the ceo may approve payments to assist with reasonable relocation expenses. if an employee leaves the aofm through resignation, voluntary move, promotion or termination for misconduct within two years of receiving a benefit under this clause, that employee will be required to pay back pro-rata (on a monthly basis to the nearest completed month), any relocation benefits received. employees acknowledge that such prorata amounts can be treated as an overpayment of salary under clause 3.5. 4.4 overseas conditions part 7 of this agreement covers terms and conditions for long-term postings (more than six months) to foreign countries under australian government-funded programs. except where covered by part 7, the conditions of service and additional allowances for aofm employees serving in overseas posts will be established by the ceo for the employee prior to deployment and will depend on the country and the government program applying to the overseas service. for the period of overseas work, aofm will ensure that employees are appropriately insured commensurate with the political and social environment of the country to which they are deployed.
Australian Office of Financial Management (AOFM) - Enterprise Agreement 2015-2018_updated pay rates.txt537travelallowance. domestic travel allowance rates are those determined from time to time by the commissioner of taxation as reasonable allowance amounts, given an employee’s remuneration, for the relevant tax year. international travel allowance rates will be determined with reference to those used by the department of the treasury. 4.3 relocation an employee required by aofm to move within australia to take up a position with aofm may be assisted with the expense of relocation. the ceo may approve payments to assist with reasonable relocation expenses. if an employee leaves the aofm through resignation, voluntary move, promotion or termination for misconduct within two years of receiving a benefit under this clause, that employee will be required to pay back pro-rata (on a monthly basis to the nearest completed month), any relocation benefits received. employees acknowledge that such prorata amounts can be treated as an overpayment of salary under clause 3.5. 4.4 overseas conditions part 7 of this agreement covers terms and conditions for long-term postings (more than six months) to foreign countries under australian government-funded programs. except where covered by part 7, the conditions of service and additional allowances for aofm employees serving in overseas posts will be established by the ceo for the employee prior to deployment and will depend on the country and the government program applying to the overseas service. for the period of overseas work, aofm will ensure that employees are appropriately insured commensurate with the political and social environment of the country to which they are deployed. whilst on deployment the employee will be entitled to conditions and allowances on those
Australian Office of Financial Management (AOFM) - Enterprise Agreement 2015-2018_updated pay rates.txt537travel allowanceallowance. domestic travel allowance rates are those determined from time to time by the commissioner of taxation as reasonable allowance amounts, given an employee’s remuneration, for the relevant tax year. international travel allowance rates will be determined with reference to those used by the department of the treasury. 4.3 relocation an employee required by aofm to move within australia to take up a position with aofm may be assisted with the expense of relocation. the ceo may approve payments to assist with reasonable relocation expenses. if an employee leaves the aofm through resignation, voluntary move, promotion or termination for misconduct within two years of receiving a benefit under this clause, that employee will be required to pay back pro-rata (on a monthly basis to the nearest completed month), any relocation benefits received. employees acknowledge that such prorata amounts can be treated as an overpayment of salary under clause 3.5. 4.4 overseas conditions part 7 of this agreement covers terms and conditions for long-term postings (more than six months) to foreign countries under australian government-funded programs. except where covered by part 7, the conditions of service and additional allowances for aofm employees serving in overseas posts will be established by the ceo for the employee prior to deployment and will depend on the country and the government program applying to the overseas service. for the period of overseas work, aofm will ensure that employees are appropriately insured commensurate with the political and social environment of the country to which they are deployed. whilst on deployment the employee will be entitled to conditions and allowances on those
Australian Office of Financial Management (AOFM) - Enterprise Agreement 2015-2018_updated pay rates.txt539travelremuneration, for the relevant tax year. international travel allowance rates will be determined with reference to those used by the department of the treasury. 4.3 relocation an employee required by aofm to move within australia to take up a position with aofm may be assisted with the expense of relocation. the ceo may approve payments to assist with reasonable relocation expenses. if an employee leaves the aofm through resignation, voluntary move, promotion or termination for misconduct within two years of receiving a benefit under this clause, that employee will be required to pay back pro-rata (on a monthly basis to the nearest completed month), any relocation benefits received. employees acknowledge that such prorata amounts can be treated as an overpayment of salary under clause 3.5. 4.4 overseas conditions part 7 of this agreement covers terms and conditions for long-term postings (more than six months) to foreign countries under australian government-funded programs. except where covered by part 7, the conditions of service and additional allowances for aofm employees serving in overseas posts will be established by the ceo for the employee prior to deployment and will depend on the country and the government program applying to the overseas service. for the period of overseas work, aofm will ensure that employees are appropriately insured commensurate with the political and social environment of the country to which they are deployed. whilst on deployment the employee will be entitled to conditions and allowances on those terms and at rates determined by the sponsoring agency from time to time. 4.5
Australian Office of Financial Management (AOFM) - Enterprise Agreement 2015-2018_updated pay rates.txt539travel allowanceremuneration, for the relevant tax year. international travel allowance rates will be determined with reference to those used by the department of the treasury. 4.3 relocation an employee required by aofm to move within australia to take up a position with aofm may be assisted with the expense of relocation. the ceo may approve payments to assist with reasonable relocation expenses. if an employee leaves the aofm through resignation, voluntary move, promotion or termination for misconduct within two years of receiving a benefit under this clause, that employee will be required to pay back pro-rata (on a monthly basis to the nearest completed month), any relocation benefits received. employees acknowledge that such prorata amounts can be treated as an overpayment of salary under clause 3.5. 4.4 overseas conditions part 7 of this agreement covers terms and conditions for long-term postings (more than six months) to foreign countries under australian government-funded programs. except where covered by part 7, the conditions of service and additional allowances for aofm employees serving in overseas posts will be established by the ceo for the employee prior to deployment and will depend on the country and the government program applying to the overseas service. for the period of overseas work, aofm will ensure that employees are appropriately insured commensurate with the political and social environment of the country to which they are deployed. whilst on deployment the employee will be entitled to conditions and allowances on those terms and at rates determined by the sponsoring agency from time to time. 4.5
Australian Office of Financial Management (AOFM) - Enterprise Agreement 2015-2018_updated pay rates.txt600travelapproved business related travel by private vehicle. further details of the administration of these payments and the rates that apply may be found in the aofm’s employment policies and procedures as varied from time to time. part 5 5.1 – leave general approvals of annual, long service and defence leave are subject to aofm’s operational requirements. where an employee is absent from duty and the period of absence was not authorised (as per aofm leave application procedures), all pay and allowances may cease to be available until the employee resumes duty or is granted leave depending on the ceo’s satisfaction as to the reason(s) for the unauthorised leave. an unauthorised absence does not count as service for any purpose. leave accrues and is debited on the basis of an employee’s ordinary hours of work (taking account of clause 2.4 for part-time employees). 5.2 annual leave annual leave will accrue (on calendar days’ service) at a rate of twenty (20) days per year for a full-time employee and on a pro-rata basis for part-time employees. annual leave will be credited and can be applied for as it accrues. a manager may grant annual leave at half pay for absences of at least one week. half-pay leave will reduce the annual leave balance by the relevant pro-rata amount.
Australian Office of Financial Management (AOFM) - Enterprise Agreement 2015-2018_updated pay rates.txt696maternity leavean employee is entitled to maternity leave in accordance with the maternity leave (commonwealth employees) act 1973. aofm enterprise agreement 2015-2018 page 13 of 20 an employee may be granted up to an additional four weeks paid leave continuous with an entitlement to paid maternity leave under the maternity leave (commonwealth employees) act 1973, which will be administered for all purposes as if it were maternity leave under this act. an employee is entitled to ten (10) days paid parenting leave at or close to the time their spouse or partner gives birth to a child, or assumes parental responsibility for an adopted or foster care child. this leave may be granted at half-pay. after twelve (12) months continuous service an employee is entitled to paid leave for the purposes of adopting a child where: 5.4.1 the adoptive child is under sixteen (16) years of age on the day of the placement; and 5.4.2 the adoptive child did not previously live with the employee for a period of six (6) months or more before the day of placement; and 5.4.3 the adoptive child is not a child or step-child of the employee or the employee’s partner, unless the child has not been in the custody and care of the employee or the employee’s partner for a significant period of time. after twelve (12) months service an employee is entitled to paid leave for the purposes of fostering a child in circumstances such as those under the children and young people act 2008 legislation in the australian capital territory. adoption leave or fostering leave must be taken as a single unbroken period at or close to the date of placement and may be taken for any period requested by the employee up to sixteen weeks. an employee may elect to spread the maximum payment of sixteen (16) weeks for
Australian Office of Financial Management (AOFM) - Enterprise Agreement 2015-2018_updated pay rates.txt704maternity leaveentitlement to paid maternity leave under the maternity leave (commonwealth employees) act 1973, which will be administered for all purposes as if it were maternity leave under this act. an employee is entitled to ten (10) days paid parenting leave at or close to the time their spouse or partner gives birth to a child, or assumes parental responsibility for an adopted or foster care child. this leave may be granted at half-pay. after twelve (12) months continuous service an employee is entitled to paid leave for the purposes of adopting a child where: 5.4.1 the adoptive child is under sixteen (16) years of age on the day of the placement; and 5.4.2 the adoptive child did not previously live with the employee for a period of six (6) months or more before the day of placement; and 5.4.3 the adoptive child is not a child or step-child of the employee or the employee’s partner, unless the child has not been in the custody and care of the employee or the employee’s partner for a significant period of time. after twelve (12) months service an employee is entitled to paid leave for the purposes of fostering a child in circumstances such as those under the children and young people act 2008 legislation in the australian capital territory. adoption leave or fostering leave must be taken as a single unbroken period at or close to the date of placement and may be taken for any period requested by the employee up to sixteen weeks. an employee may elect to spread the maximum payment of sixteen (16) weeks for maternity, adoption or fostering leave over a period up to thirty-two (32) weeks under this clause, but the employee cannot receive in aggregate more than the equivalent of sixteen (16) weeks full pay for any such period. any period of leave under this clause in excess of sixteen (16) weeks will not count as service for any purpose. eligible employees may also access unpaid leave for parenting associated purposes described above. such unpaid leave will be subject to the same conditions as unpaid parental leave entitlements under the fair work act 2009. at the end of any period of leave granted under this section, aofm will make all reasonable
Australian Office of Financial Management (AOFM) - Enterprise Agreement 2015-2018_updated pay rates.txt705maternity leave1973, which will be administered for all purposes as if it were maternity leave under this act. an employee is entitled to ten (10) days paid parenting leave at or close to the time their spouse or partner gives birth to a child, or assumes parental responsibility for an adopted or foster care child. this leave may be granted at half-pay. after twelve (12) months continuous service an employee is entitled to paid leave for the purposes of adopting a child where: 5.4.1 the adoptive child is under sixteen (16) years of age on the day of the placement; and 5.4.2 the adoptive child did not previously live with the employee for a period of six (6) months or more before the day of placement; and 5.4.3 the adoptive child is not a child or step-child of the employee or the employee’s partner, unless the child has not been in the custody and care of the employee or the employee’s partner for a significant period of time. after twelve (12) months service an employee is entitled to paid leave for the purposes of fostering a child in circumstances such as those under the children and young people act 2008 legislation in the australian capital territory. adoption leave or fostering leave must be taken as a single unbroken period at or close to the date of placement and may be taken for any period requested by the employee up to sixteen weeks. an employee may elect to spread the maximum payment of sixteen (16) weeks for maternity, adoption or fostering leave over a period up to thirty-two (32) weeks under this clause, but the employee cannot receive in aggregate more than the equivalent of sixteen (16) weeks full pay for any such period. any period of leave under this clause in excess of sixteen (16) weeks will not count as service for any purpose. eligible employees may also access unpaid leave for parenting associated purposes described above. such unpaid leave will be subject to the same conditions as unpaid parental leave entitlements under the fair work act 2009. at the end of any period of leave granted under this section, aofm will make all reasonable effort for the employee to return to the position that he or she held prior to the leave. where
Australian Office of Financial Management (AOFM) - Enterprise Agreement 2015-2018_updated pay rates.txt732parental leaveparental leave entitlements under the fair work act 2009. at the end of any period of leave granted under this section, aofm will make all reasonable effort for the employee to return to the position that he or she held prior to the leave. where this is not possible for business reasons, or this position no longer exists, the employee will be placed in a position for which the employee is qualified and suited nearest in pay to that held prior to the leave. 5.5 jury service the ceo may grant an employee paid leave to attend jury service in accordance with the provisions for leave for jury service in the national employment standards in the fair work act 2009. leave for jury service will count as service for all purposes. aofm enterprise agreement 2015-2018 page 14 of 20 5.6 leave for defence purposes an employee may be granted leave (with or without pay) to enable the employee to fulfil australian defence force (adf) reserve and continuous full time service (cfts) or cadet force obligations. note: the entitlement to leave for reserve service is prescribed under the defence reserve service (protection) act 2001.
Australian Office of Financial Management (AOFM) - Enterprise Agreement 2015-2018_updated pay rates.txt782long service leavelong service leave is provided in accordance with the long service leave (commonwealth employees act) 1976. the minimum period of long service leave which may be taken on each occasion is seven (7) calendar days at full pay or fourteen (14) calendar days at half-pay. paid compassionate leave of up to two (2) days on each occasion may be granted for the purposes of spending time with an immediate family member or member of an employee’s household who has a personal illness, or injury, that poses a serious threat to his or her life. this leave is approved on a case by case basis and does not accrue or accumulate. paid bereavement leave of up to three (3) days may be granted in the event of the death of a person who is related to an employee or who is a member of an employee’s household. this leave is approved on a case by case basis and does not accrue or accumulate. the ceo may grant leave to an employee, either with or without pay, in circumstances not provided for elsewhere in this agreement for a purpose that the ceo considers to be in the interests of the agency or the employee, and having regard to operational requirements. this leave is approved on a case by case basis and does not accrue or accumulate (nor will it be paid out on termination). aofm enterprise agreement 2015-2018 page 15 of 20 miscellaneous leave may be approved for employees with community service or emergency services duties including for regular training, all emergency services responses, reasonable recovery time and ceremonial duties, or for cultural, and ceremonial purposes. 5.8 preservation of leave entitlements and portability of leave new aofm employees recruited directly from another aps agency, provided there is no break in continuity of service, will have their accrued credits of annual leave and personal/carer’s leave transferred to the aofm. this recognition will also result in the
Australian Office of Financial Management (AOFM) - Enterprise Agreement 2015-2018_updated pay rates.txt783long service leaveemployees act) 1976. the minimum period of long service leave which may be taken on each occasion is seven (7) calendar days at full pay or fourteen (14) calendar days at half-pay. paid compassionate leave of up to two (2) days on each occasion may be granted for the purposes of spending time with an immediate family member or member of an employee’s household who has a personal illness, or injury, that poses a serious threat to his or her life. this leave is approved on a case by case basis and does not accrue or accumulate. paid bereavement leave of up to three (3) days may be granted in the event of the death of a person who is related to an employee or who is a member of an employee’s household. this leave is approved on a case by case basis and does not accrue or accumulate. the ceo may grant leave to an employee, either with or without pay, in circumstances not provided for elsewhere in this agreement for a purpose that the ceo considers to be in the interests of the agency or the employee, and having regard to operational requirements. this leave is approved on a case by case basis and does not accrue or accumulate (nor will it be paid out on termination). aofm enterprise agreement 2015-2018 page 15 of 20 miscellaneous leave may be approved for employees with community service or emergency services duties including for regular training, all emergency services responses, reasonable recovery time and ceremonial duties, or for cultural, and ceremonial purposes. 5.8 preservation of leave entitlements and portability of leave new aofm employees recruited directly from another aps agency, provided there is no break in continuity of service, will have their accrued credits of annual leave and personal/carer’s leave transferred to the aofm. this recognition will also result in the adjustment of the personal/carer’s leave accrual anniversary.
productivity commission-enterprise-agreement-2017-2020.txt137salary packagingsalary packaging 16 3 employee benefits and allowances 17 enterprise agreement 2017 – 2020 2 3.1 first aid allowance 17 3.2 travel 17 3.3 additional caring costs
productivity commission-enterprise-agreement-2017-2020.txt159traveltravel 17 3.3 additional caring costs 17 3.4 relocation 17 4 hours and organisation of work 18 4.1 support for flexible work arrangements 18 4.2
productivity commission-enterprise-agreement-2017-2020.txt183flexible work arrangementssupport for flexible work arrangements 18 4.2 standard hours of work 18 4.3 attendance arrangements 18 4.4 flextime 19 4.5 reversion to standard day 20 4.6
productivity commission-enterprise-agreement-2017-2020.txt201flextimeflextime 19 4.5 reversion to standard day 20 4.6 executive level hours and time off in-lieu 20 4.7 overtime 21 4.8 part-time employment 21 4.9
productivity commission-enterprise-agreement-2017-2020.txt219overtimeovertime 21 4.8 part-time employment 21 4.9 home-based work 22 5 leave 23 5.1 portability of leave 23 5.2
productivity commission-enterprise-agreement-2017-2020.txt261long service leavelong service leave 25 5.5 personal leave 25 5.6 compassionate leave 26 5.7 paid parental leave 27 5.8 unpaid parental leave 28 enterprise agreement 2017 – 2020
productivity commission-enterprise-agreement-2017-2020.txt279parental leavepaid parental leave 27 5.8 unpaid parental leave 28 enterprise agreement 2017 – 2020 3 5.9 returning from any type of parental leave 28 5.10 defence reservist leave 28 5.11 community service (emergency management) leave
productivity commission-enterprise-agreement-2017-2020.txt285parental leaveunpaid parental leave 28 enterprise agreement 2017 – 2020 3 5.9 returning from any type of parental leave 28 5.10 defence reservist leave 28 5.11 community service (emergency management) leave 29 5.12 miscellaneous leave
productivity commission-enterprise-agreement-2017-2020.txt295parental leavereturning from any type of parental leave 28 5.10 defence reservist leave 28 5.11 community service (emergency management) leave 29 5.12 miscellaneous leave 29 5.13 public holidays 29 5.14
productivity commission-enterprise-agreement-2017-2020.txt1028salary advancementcent from the top of the range will receive a salary advancement to the top of the range. 2.3.4 employees rated ‘needs improvement’ in either of the six monthly performance assessments immediately prior to the increase becoming due, shall receive half of the relevant increase in base salary. employees assessed as ‘needs improvement’ in both appraisal periods are not eligible for any increase. 2.4 superannuation 2.4.1 the commission will make compulsory employer contributions as required by the applicable legislation and fund requirements. 2.4.2 where employer contributions are to an accumulation superannuation fund, the employer contribution will be 15.4% of the fortnightly superannuation contribution salary [or ordinary time earnings]. this will not be reduced by any other contributions made through salary sacrifice arrangements. this clause does not apply where a superannuation fund cannot accept non-mandated employer superannuation contributions. 2.4.3
productivity commission-enterprise-agreement-2017-2020.txt1153parental leavecompassionate, miscellaneous, adoptive, maternity or parental leave or payment for public holidays on which the employee is not rostered to work. 2.9 salary packaging 2.9.1 employees have access to salary packaging arrangements. further information is available in the commission’s flexible remuneration guidelines. 2.9.2 where an employee takes up the option of salary packaging on a ‘salary sacrifice’ basis, the employee’s salary for purposes of superannuation, severance and termination payments (and any other purpose) will be determined as if the salary sacrifice arrangement had not been entered into. enterprise agreement 2017 – 2020 16 3 employee benefits and allowances 3.1 first aid allowance 3.1.1
productivity commission-enterprise-agreement-2017-2020.txt1158salary packagingsalary packaging 2.9.1 employees have access to salary packaging arrangements. further information is available in the commission’s flexible remuneration guidelines. 2.9.2 where an employee takes up the option of salary packaging on a ‘salary sacrifice’ basis, the employee’s salary for purposes of superannuation, severance and termination payments (and any other purpose) will be determined as if the salary sacrifice arrangement had not been entered into. enterprise agreement 2017 – 2020 16 3 employee benefits and allowances 3.1 first aid allowance 3.1.1 an employee will be paid a fortnightly allowance of $22.66 if he or she holds a current first aid certificate and the chairman has authorised the employee to perform incidental first aid officer duties. this allowance will be adjusted at 12 and 18 months from commencement of this agreement, in line with the general wage increases included at clause 2.3.1.
productivity commission-enterprise-agreement-2017-2020.txt1162salary packagingemployees have access to salary packaging arrangements. further information is available in the commission’s flexible remuneration guidelines. 2.9.2 where an employee takes up the option of salary packaging on a ‘salary sacrifice’ basis, the employee’s salary for purposes of superannuation, severance and termination payments (and any other purpose) will be determined as if the salary sacrifice arrangement had not been entered into. enterprise agreement 2017 – 2020 16 3 employee benefits and allowances 3.1 first aid allowance 3.1.1 an employee will be paid a fortnightly allowance of $22.66 if he or she holds a current first aid certificate and the chairman has authorised the employee to perform incidental first aid officer duties. this allowance will be adjusted at 12 and 18 months from commencement of this agreement, in line with the general wage increases included at clause 2.3.1. 3.1.2 part-time employees will be entitled to pro-rata payment based on their approved
productivity commission-enterprise-agreement-2017-2020.txt1167salary packagingwhere an employee takes up the option of salary packaging on a ‘salary sacrifice’ basis, the employee’s salary for purposes of superannuation, severance and termination payments (and any other purpose) will be determined as if the salary sacrifice arrangement had not been entered into. enterprise agreement 2017 – 2020 16 3 employee benefits and allowances 3.1 first aid allowance 3.1.1 an employee will be paid a fortnightly allowance of $22.66 if he or she holds a current first aid certificate and the chairman has authorised the employee to perform incidental first aid officer duties. this allowance will be adjusted at 12 and 18 months from commencement of this agreement, in line with the general wage increases included at clause 2.3.1. 3.1.2 part-time employees will be entitled to pro-rata payment based on their approved weekly hours of duty. 3.2 travel
productivity commission-enterprise-agreement-2017-2020.txt1196traveltravel 3.2.1 the commission will meet reasonable expenses (in relation to accommodation, meals, incidentals and transportation), as determined by the chairman. further information is available in the travel policy. 3.2.2 rates of allowance may be varied in accordance with ato advice. 3.3 additional caring costs employees, who have child care responsibilities, and are directed to undertake overnight travel away from their home locality, may apply for reimbursement of additional costs for commercial child caring services where the normal child caring arrangements are not available. such arrangements are subject to pre-approval by the delegate approving the directed travel. 3.4 relocation reasonable relocation and accommodation expenses, as determined by the chairman, will be paid. further information is available in the commission’s policy on relocation conditions. enterprise agreement 2017 – 2020
productivity commission-enterprise-agreement-2017-2020.txt1202travelinformation is available in the travel policy. 3.2.2 rates of allowance may be varied in accordance with ato advice. 3.3 additional caring costs employees, who have child care responsibilities, and are directed to undertake overnight travel away from their home locality, may apply for reimbursement of additional costs for commercial child caring services where the normal child caring arrangements are not available. such arrangements are subject to pre-approval by the delegate approving the directed travel. 3.4 relocation reasonable relocation and accommodation expenses, as determined by the chairman, will be paid. further information is available in the commission’s policy on relocation conditions. enterprise agreement 2017 – 2020 17 4 hours and organisation of work
productivity commission-enterprise-agreement-2017-2020.txt1212travelovernight travel away from their home locality, may apply for reimbursement of additional costs for commercial child caring services where the normal child caring arrangements are not available. such arrangements are subject to pre-approval by the delegate approving the directed travel. 3.4 relocation reasonable relocation and accommodation expenses, as determined by the chairman, will be paid. further information is available in the commission’s policy on relocation conditions. enterprise agreement 2017 – 2020 17 4 hours and organisation of work 4.1 support for flexible work arrangements 4.1.1 flexible work arrangements allow employees to balance professional and personal commitments, while providing the commission with the flexibility needed to meet corporate objectives. 4.1.2 employees and their manager will work together to manage workloads and
productivity commission-enterprise-agreement-2017-2020.txt1215travelthe delegate approving the directed travel. 3.4 relocation reasonable relocation and accommodation expenses, as determined by the chairman, will be paid. further information is available in the commission’s policy on relocation conditions. enterprise agreement 2017 – 2020 17 4 hours and organisation of work 4.1 support for flexible work arrangements 4.1.1 flexible work arrangements allow employees to balance professional and personal commitments, while providing the commission with the flexibility needed to meet corporate objectives. 4.1.2 employees and their manager will work together to manage workloads and working hours. managers will take into account employee preferences regarding hours of attendance, subject to operational needs.
productivity commission-enterprise-agreement-2017-2020.txt1232flexible work arrangements4.1 support for flexible work arrangements 4.1.1 flexible work arrangements allow employees to balance professional and personal commitments, while providing the commission with the flexibility needed to meet corporate objectives. 4.1.2 employees and their manager will work together to manage workloads and working hours. managers will take into account employee preferences regarding hours of attendance, subject to operational needs. 4.1.3 all employees, including executive level employees, are able to work flexible hours. subject to agreement with their manager, they may choose start, finish and break times, and may vary hours of attendance to manage personal commitments. variations in attendance times and short-term absences may be agreed without the need for a leave application. 4.1.4 the commission will make all reasonable attempts to accommodate requests to work flexibly, although arrangements must suit the type of work performed and operational requirements. requests will only be refused on reasonable business grounds and provided to the employee in writing. 4.2 standard hours of work 4.2.1
productivity commission-enterprise-agreement-2017-2020.txt1235flexible work arrangementsflexible work arrangements allow employees to balance professional and personal commitments, while providing the commission with the flexibility needed to meet corporate objectives. 4.1.2 employees and their manager will work together to manage workloads and working hours. managers will take into account employee preferences regarding hours of attendance, subject to operational needs. 4.1.3 all employees, including executive level employees, are able to work flexible hours. subject to agreement with their manager, they may choose start, finish and break times, and may vary hours of attendance to manage personal commitments. variations in attendance times and short-term absences may be agreed without the need for a leave application. 4.1.4 the commission will make all reasonable attempts to accommodate requests to work flexibly, although arrangements must suit the type of work performed and operational requirements. requests will only be refused on reasonable business grounds and provided to the employee in writing. 4.2 standard hours of work 4.2.1 the hours for a full-time employee are 150 hours over a four-week settlement period.
productivity commission-enterprise-agreement-2017-2020.txt1269bandwidthper week) between the bandwidth times of 8.00am to 6.00pm, monday to friday,which includes nine minutes per day in recognition of the christmas closedown at clause 5.14. 4.2.3 the standard core hours for attendance are 9.30am to 12.00pm and 2.00pm to 4.00pm. 4.3 attendance arrangements 4.3.1 attendance arrangements may be agreed between managers and employees having regard to the following: enterprise agreement 2017 – 2020 18 a) the need for adequate staffing of all areas of the commission to meet operational requirements during the standard day; b) employees’ personal and family commitments; c)
productivity commission-enterprise-agreement-2017-2020.txt1300overtimeperiod in excess of 10 hours is overtime, or ‘time off in lieu’ accrual), nor more than five hours without a meal break of a minimum of 30 minutes; d) the need to ensure that employees are productively employed and effectively supervised where appropriate; and e) any physical limitations (such as access to buildings and associated costs of occupation, health and safety, and security considerations). in this regard, employees should provide managers with prior advice of their intentions to work before 6.00am or after 9.00pm monday to friday, or at any times on weekends or public holidays. the attendance arrangements for part-time employees will be agreed between the employee and the manager on an individual basis. 4.3.2 managers can require employees to attend and work the standard day within the bandwidth hours. the timing of meetings, training sessions and the like will be scheduled during and around core hours as far as operationally practicable. 4.3.3 a manager may request an employee to work reasonable additional hours. an employee may refuse to work additional hours if they are unreasonable. in determining whether additional hours are reasonable or unreasonable, managers and employees must take account of factors outlined in s. 62(3) of the act.
productivity commission-enterprise-agreement-2017-2020.txt1321bandwidthbandwidth hours. the timing of meetings, training sessions and the like will be scheduled during and around core hours as far as operationally practicable. 4.3.3 a manager may request an employee to work reasonable additional hours. an employee may refuse to work additional hours if they are unreasonable. in determining whether additional hours are reasonable or unreasonable, managers and employees must take account of factors outlined in s. 62(3) of the act. 4.3.4 all employees are required to record their times of attendance in a manner determined by the chairman. 4.4 flextime 4.4.1 aps level 1–6 staff may participate in the flextime scheme. this scheme allows hours worked in excess of 37 hours and 30 minutes per week to be banked as credit on a 1-for-1 basis for time off at a later stage. 4.4.2 the maximum flextime carry over credit is 37 hours and 30 minutes (five days), and the maximum flextime carry over debit is not to exceed 15 hours (two days), unless:
productivity commission-enterprise-agreement-2017-2020.txt1338flextimeflextime 4.4.1 aps level 1–6 staff may participate in the flextime scheme. this scheme allows hours worked in excess of 37 hours and 30 minutes per week to be banked as credit on a 1-for-1 basis for time off at a later stage. 4.4.2 the maximum flextime carry over credit is 37 hours and 30 minutes (five days), and the maximum flextime carry over debit is not to exceed 15 hours (two days), unless: a) the employee has brought a potential excess flextime accumulation to the attention of their manager prior to the end of the settlement period; and enterprise agreement 2017 – 2020 19 b) the manager and the employee have put in place a strategy to reduce the accumulated amount to the maximum accumulation by the end of the next settlement period. for part-time employees, the maximum credit carry-over will equate to the agreed weekly hours of work. for part-time employees, the maximum debit carry-over
productivity commission-enterprise-agreement-2017-2020.txt1342flextimeaps level 1–6 staff may participate in the flextime scheme. this scheme allows hours worked in excess of 37 hours and 30 minutes per week to be banked as credit on a 1-for-1 basis for time off at a later stage. 4.4.2 the maximum flextime carry over credit is 37 hours and 30 minutes (five days), and the maximum flextime carry over debit is not to exceed 15 hours (two days), unless: a) the employee has brought a potential excess flextime accumulation to the attention of their manager prior to the end of the settlement period; and enterprise agreement 2017 – 2020 19 b) the manager and the employee have put in place a strategy to reduce the accumulated amount to the maximum accumulation by the end of the next settlement period. for part-time employees, the maximum credit carry-over will equate to the agreed weekly hours of work. for part-time employees, the maximum debit carry-over will equate to 40 per cent of the maximum credit carry-over. 4.4.3 absence from duty on flextime is subject to prior approval by the employee’s
productivity commission-enterprise-agreement-2017-2020.txt1348flextimethe maximum flextime carry over credit is 37 hours and 30 minutes (five days), and the maximum flextime carry over debit is not to exceed 15 hours (two days), unless: a) the employee has brought a potential excess flextime accumulation to the attention of their manager prior to the end of the settlement period; and enterprise agreement 2017 – 2020 19 b) the manager and the employee have put in place a strategy to reduce the accumulated amount to the maximum accumulation by the end of the next settlement period. for part-time employees, the maximum credit carry-over will equate to the agreed weekly hours of work. for part-time employees, the maximum debit carry-over will equate to 40 per cent of the maximum credit carry-over. 4.4.3 absence from duty on flextime is subject to prior approval by the employee’s manager and the commission’s operational requirements. excluding other forms of approved leave, absences under agreed flextime attendance arrangements must not exceed five days during a four-week settlement period. 4.4.4
productivity commission-enterprise-agreement-2017-2020.txt1349flextimeand the maximum flextime carry over debit is not to exceed 15 hours (two days), unless: a) the employee has brought a potential excess flextime accumulation to the attention of their manager prior to the end of the settlement period; and enterprise agreement 2017 – 2020 19 b) the manager and the employee have put in place a strategy to reduce the accumulated amount to the maximum accumulation by the end of the next settlement period. for part-time employees, the maximum credit carry-over will equate to the agreed weekly hours of work. for part-time employees, the maximum debit carry-over will equate to 40 per cent of the maximum credit carry-over. 4.4.3 absence from duty on flextime is subject to prior approval by the employee’s manager and the commission’s operational requirements. excluding other forms of approved leave, absences under agreed flextime attendance arrangements must not exceed five days during a four-week settlement period. 4.4.4 credits accumulated cannot be cashed out.
productivity commission-enterprise-agreement-2017-2020.txt1353flextimethe employee has brought a potential excess flextime accumulation to the attention of their manager prior to the end of the settlement period; and enterprise agreement 2017 – 2020 19 b) the manager and the employee have put in place a strategy to reduce the accumulated amount to the maximum accumulation by the end of the next settlement period. for part-time employees, the maximum credit carry-over will equate to the agreed weekly hours of work. for part-time employees, the maximum debit carry-over will equate to 40 per cent of the maximum credit carry-over. 4.4.3 absence from duty on flextime is subject to prior approval by the employee’s manager and the commission’s operational requirements. excluding other forms of approved leave, absences under agreed flextime attendance arrangements must not exceed five days during a four-week settlement period. 4.4.4 credits accumulated cannot be cashed out. 4.5 reversion to standard day
productivity commission-enterprise-agreement-2017-2020.txt1371flextimeabsence from duty on flextime is subject to prior approval by the employee’s manager and the commission’s operational requirements. excluding other forms of approved leave, absences under agreed flextime attendance arrangements must not exceed five days during a four-week settlement period. 4.4.4 credits accumulated cannot be cashed out. 4.5 reversion to standard day 4.5.1 the chairman may revert an employee to a 7 hour and 30 minutes standard day for a period where: a) it is necessary to meet essential work requirements; or b) it is reasonable because an employee has failed to comply with the agreed attendance arrangements. 4.6 executive level hours and time off in-lieu
productivity commission-enterprise-agreement-2017-2020.txt1373flextimeof approved leave, absences under agreed flextime attendance arrangements must not exceed five days during a four-week settlement period. 4.4.4 credits accumulated cannot be cashed out. 4.5 reversion to standard day 4.5.1 the chairman may revert an employee to a 7 hour and 30 minutes standard day for a period where: a) it is necessary to meet essential work requirements; or b) it is reasonable because an employee has failed to comply with the agreed attendance arrangements. 4.6 executive level hours and time off in-lieu 4.6.1
productivity commission-enterprise-agreement-2017-2020.txt1416bandwidthand public holidays and those on worked outside bandwidth hours (between 8.00am to 6.00pm, monday to friday). 4.6.3 further information regarding toil can be obtained from the flexible working arrangements guidelines. enterprise agreement 2017 – 2020 20 4.7 overtime 4.7.1 with opportunities for flexible working hours by all employees, the parties to this agreement will endeavour to minimise the need for overtime. 4.7.2 overtime is to be worked by the prior direction of the chairman, or where circumstances do not permit prior direction, subsequently approved in writing by the chairman. 4.7.3 employees can be directed to attend outside agreed attendance arrangements
productivity commission-enterprise-agreement-2017-2020.txt1430overtimeovertime 4.7.1 with opportunities for flexible working hours by all employees, the parties to this agreement will endeavour to minimise the need for overtime. 4.7.2 overtime is to be worked by the prior direction of the chairman, or where circumstances do not permit prior direction, subsequently approved in writing by the chairman. 4.7.3 employees can be directed to attend outside agreed attendance arrangements when necessary for operational requirements. any such directed duty outside 8.00am to 6.00pm (excluding public holidays) or in excess of 7 hours 30 minutes on a day (pro rata for part time employees), will be considered as overtime, except for directed duty where it is agreed that toil will apply. 4.7.4 the rate of payment for all overtime will be time-and-a-half of the employee’s current salary plus any allowances in the nature of salary. 4.7.5 as an alternative to paid overtime, an employee may choose time-off-in-lieu at the rate of one and one-half hours for each hour of directed overtime worked.
productivity commission-enterprise-agreement-2017-2020.txt1435overtimeagreement will endeavour to minimise the need for overtime. 4.7.2 overtime is to be worked by the prior direction of the chairman, or where circumstances do not permit prior direction, subsequently approved in writing by the chairman. 4.7.3 employees can be directed to attend outside agreed attendance arrangements when necessary for operational requirements. any such directed duty outside 8.00am to 6.00pm (excluding public holidays) or in excess of 7 hours 30 minutes on a day (pro rata for part time employees), will be considered as overtime, except for directed duty where it is agreed that toil will apply. 4.7.4 the rate of payment for all overtime will be time-and-a-half of the employee’s current salary plus any allowances in the nature of salary. 4.7.5 as an alternative to paid overtime, an employee may choose time-off-in-lieu at the rate of one and one-half hours for each hour of directed overtime worked. 4.8 part-time employment
productivity commission-enterprise-agreement-2017-2020.txt1439overtimeovertime is to be worked by the prior direction of the chairman, or where circumstances do not permit prior direction, subsequently approved in writing by the chairman. 4.7.3 employees can be directed to attend outside agreed attendance arrangements when necessary for operational requirements. any such directed duty outside 8.00am to 6.00pm (excluding public holidays) or in excess of 7 hours 30 minutes on a day (pro rata for part time employees), will be considered as overtime, except for directed duty where it is agreed that toil will apply. 4.7.4 the rate of payment for all overtime will be time-and-a-half of the employee’s current salary plus any allowances in the nature of salary. 4.7.5 as an alternative to paid overtime, an employee may choose time-off-in-lieu at the rate of one and one-half hours for each hour of directed overtime worked. 4.8 part-time employment 4.8.1 part-time employment is defined as a person regularly working less than 150 hours per four-week settlement period by prior arrangement. requests for
productivity commission-enterprise-agreement-2017-2020.txt1448overtimeon a day (pro rata for part time employees), will be considered as overtime, except for directed duty where it is agreed that toil will apply. 4.7.4 the rate of payment for all overtime will be time-and-a-half of the employee’s current salary plus any allowances in the nature of salary. 4.7.5 as an alternative to paid overtime, an employee may choose time-off-in-lieu at the rate of one and one-half hours for each hour of directed overtime worked. 4.8 part-time employment 4.8.1 part-time employment is defined as a person regularly working less than 150 hours per four-week settlement period by prior arrangement. requests for part-time work will be considered by management with a view to reaching an outcome that meets both the commission’s operational needs and the employee’s personal needs as far as is practicable. 4.8.2 part-time work may be requested by any employee who has completed at least 12 months of continuous qualifying service, other than casual employees. the chairman may waive this requirement in exceptional circumstances.
productivity commission-enterprise-agreement-2017-2020.txt1453overtimethe rate of payment for all overtime will be time-and-a-half of the employee’s current salary plus any allowances in the nature of salary. 4.7.5 as an alternative to paid overtime, an employee may choose time-off-in-lieu at the rate of one and one-half hours for each hour of directed overtime worked. 4.8 part-time employment 4.8.1 part-time employment is defined as a person regularly working less than 150 hours per four-week settlement period by prior arrangement. requests for part-time work will be considered by management with a view to reaching an outcome that meets both the commission’s operational needs and the employee’s personal needs as far as is practicable. 4.8.2 part-time work may be requested by any employee who has completed at least 12 months of continuous qualifying service, other than casual employees. the chairman may waive this requirement in exceptional circumstances. 4.8.3 the chairman may engage employees on a part-time basis where the duties to be performed do not justify full-time employment or where there are difficulties
productivity commission-enterprise-agreement-2017-2020.txt1458overtimeas an alternative to paid overtime, an employee may choose time-off-in-lieu at the rate of one and one-half hours for each hour of directed overtime worked. 4.8 part-time employment 4.8.1 part-time employment is defined as a person regularly working less than 150 hours per four-week settlement period by prior arrangement. requests for part-time work will be considered by management with a view to reaching an outcome that meets both the commission’s operational needs and the employee’s personal needs as far as is practicable. 4.8.2 part-time work may be requested by any employee who has completed at least 12 months of continuous qualifying service, other than casual employees. the chairman may waive this requirement in exceptional circumstances. 4.8.3 the chairman may engage employees on a part-time basis where the duties to be performed do not justify full-time employment or where there are difficulties attracting full-time staff to perform the required duties. existing employees will not be required to convert to part-time hours without their agreement. 4.8.4
productivity commission-enterprise-agreement-2017-2020.txt1459overtimerate of one and one-half hours for each hour of directed overtime worked. 4.8 part-time employment 4.8.1 part-time employment is defined as a person regularly working less than 150 hours per four-week settlement period by prior arrangement. requests for part-time work will be considered by management with a view to reaching an outcome that meets both the commission’s operational needs and the employee’s personal needs as far as is practicable. 4.8.2 part-time work may be requested by any employee who has completed at least 12 months of continuous qualifying service, other than casual employees. the chairman may waive this requirement in exceptional circumstances. 4.8.3 the chairman may engage employees on a part-time basis where the duties to be performed do not justify full-time employment or where there are difficulties attracting full-time staff to perform the required duties. existing employees will not be required to convert to part-time hours without their agreement. 4.8.4 a request for part-time work may be for a finite period. a part-time employee who
productivity commission-enterprise-agreement-2017-2020.txt1559long service leaveprovisions for the recognition of prior service for long service leave purposes are set out in the long service leave (commonwealth employees) act 1976. 5.2 annual leave 5.2.1 full-time employees will be credited progressively with 20 days annual leave throughout each year. credits will not accrue for ‘periods of leave without pay not to count as service’ where the aggregate of these periods exceeds 30 calendar days in the year of accrual. pro rata adjustments will be made for part-time employees. 5.2.2 annual leave is subject to prior approval by the employee’s manager. enterprise agreement 2017 – 2020 23 5.2.3 on application, employees may be granted annual leave at half pay to a maximum of 16 weeks of absence in any one calendar year — such leave counts as service for all purposes. when an employee takes leave at half pay, the leave credits deducted will be half that of the total leave period taken. 5.2.4 an employee may make a written agreement with their manager to cash out a
productivity commission-enterprise-agreement-2017-2020.txt1560long service leaveset out in the long service leave (commonwealth employees) act 1976. 5.2 annual leave 5.2.1 full-time employees will be credited progressively with 20 days annual leave throughout each year. credits will not accrue for ‘periods of leave without pay not to count as service’ where the aggregate of these periods exceeds 30 calendar days in the year of accrual. pro rata adjustments will be made for part-time employees. 5.2.2 annual leave is subject to prior approval by the employee’s manager. enterprise agreement 2017 – 2020 23 5.2.3 on application, employees may be granted annual leave at half pay to a maximum of 16 weeks of absence in any one calendar year — such leave counts as service for all purposes. when an employee takes leave at half pay, the leave credits deducted will be half that of the total leave period taken. 5.2.4 an employee may make a written agreement with their manager to cash out a particular amount of annual leave, provided that after cash out the employee’s
productivity commission-enterprise-agreement-2017-2020.txt1617long service leaveeligible for compassionate leave while on annual leave or long service leave and who produces satisfactory evidence may apply for this alternate form of leave. annual leave or long service leave will be re-credited to the extent of the period of other leave granted. 5.3 purchased leave 5.3.1 the chairman may approve an application from an employee to purchase additional leave of up to four weeks per year, to count as service. 5.3.2 leave is purchased at the rate of the employee’s ongoing salary and allowances at the date that the purchase is approved. higher duties allowance is not included in the purchase cost and will not be paid to the employee during periods of purchased leave. deductions are taken from fortnightly salary in equal instalments over the course of a year or a lesser period if requested by the employee. enterprise agreement 2017 – 2020 24 5.3.3 where an employee ceases employment with the commission and, at the date of cessation, they have paid for purchased leave that has not been used, the outstanding balance will be reimbursed at the rate at which the leave was purchased.
productivity commission-enterprise-agreement-2017-2020.txt1619long service leaveannual leave or long service leave will be re-credited to the extent of the period of other leave granted. 5.3 purchased leave 5.3.1 the chairman may approve an application from an employee to purchase additional leave of up to four weeks per year, to count as service. 5.3.2 leave is purchased at the rate of the employee’s ongoing salary and allowances at the date that the purchase is approved. higher duties allowance is not included in the purchase cost and will not be paid to the employee during periods of purchased leave. deductions are taken from fortnightly salary in equal instalments over the course of a year or a lesser period if requested by the employee. enterprise agreement 2017 – 2020 24 5.3.3 where an employee ceases employment with the commission and, at the date of cessation, they have paid for purchased leave that has not been used, the outstanding balance will be reimbursed at the rate at which the leave was purchased. 5.3.4
productivity commission-enterprise-agreement-2017-2020.txt1654long service leavelong service leave 5.4.1 an employee is eligible for long service leave in accordance with the long service leave (commonwealth employees) act 1976. 5.4.2 the minimum period during which long service leave can be taken is seven calendar days (or 14 calendar days at half pay). long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. 5.5 personal leave 5.5.1 employees are entitled to 18 days paid personal leave credits per year of service (pro rata for part-time employees) which may be used for either: a) personal illness or injury (including attendance at medical appointments); or b) to provide care or support to an immediate family or household member (or a person for whom the employee has caring responsibility) who has a personal illness or injury or unexpected emergency; or c)
productivity commission-enterprise-agreement-2017-2020.txt1658long service leavean employee is eligible for long service leave in accordance with the long service leave (commonwealth employees) act 1976. 5.4.2 the minimum period during which long service leave can be taken is seven calendar days (or 14 calendar days at half pay). long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. 5.5 personal leave 5.5.1 employees are entitled to 18 days paid personal leave credits per year of service (pro rata for part-time employees) which may be used for either: a) personal illness or injury (including attendance at medical appointments); or b) to provide care or support to an immediate family or household member (or a person for whom the employee has caring responsibility) who has a personal illness or injury or unexpected emergency; or c) other approved purposes, up to a maximum three days per year. personal leave must not be used where it would adversely affect the employee's entitlement under the nes. further information is available in the commission’s
productivity commission-enterprise-agreement-2017-2020.txt1663long service leavethe minimum period during which long service leave can be taken is seven calendar days (or 14 calendar days at half pay). long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. 5.5 personal leave 5.5.1 employees are entitled to 18 days paid personal leave credits per year of service (pro rata for part-time employees) which may be used for either: a) personal illness or injury (including attendance at medical appointments); or b) to provide care or support to an immediate family or household member (or a person for whom the employee has caring responsibility) who has a personal illness or injury or unexpected emergency; or c) other approved purposes, up to a maximum three days per year. personal leave must not be used where it would adversely affect the employee's entitlement under the nes. further information is available in the commission’s leave policy. 5.5.2 personal leave is credited as follows: a)
productivity commission-enterprise-agreement-2017-2020.txt1664long service leavecalendar days (or 14 calendar days at half pay). long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. 5.5 personal leave 5.5.1 employees are entitled to 18 days paid personal leave credits per year of service (pro rata for part-time employees) which may be used for either: a) personal illness or injury (including attendance at medical appointments); or b) to provide care or support to an immediate family or household member (or a person for whom the employee has caring responsibility) who has a personal illness or injury or unexpected emergency; or c) other approved purposes, up to a maximum three days per year. personal leave must not be used where it would adversely affect the employee's entitlement under the nes. further information is available in the commission’s leave policy. 5.5.2 personal leave is credited as follows: a)
productivity commission-enterprise-agreement-2017-2020.txt1809parental leave5.7 paid parental leave 5.7.1 employees who are pregnant, or give birth, are covered by the provisions of the maternity leave (commonwealth employees) act 1973 (ml act). 5.7.2 employees with an entitlement to paid leave under the ml act are provided with an additional four weeks of paid leave, to be taken continuous with a period of paid maternity leave provided by the ml act. 5.7.3 employees who adopt or permanently foster a child and who have, or will have, a responsibility for the care of that child, are entitled to up to 52 weeks of parental leave commencing from the time of placement of the child. where the employee is the primary care giver to the child and they satisfy the same qualifying requirements as those required to receive paid leave in accordance with the ml act, up to 16 weeks of that leave will be paid leave. 5.7.4 employees who are eligible for paid leave under clauses 5.7.1 to 5.7.3 may elect to have the payment spread over a maximum 32 weeks at a rate of no less than enterprise agreement 2017 – 2020 27
productivity commission-enterprise-agreement-2017-2020.txt1813maternity leavematernity leave (commonwealth employees) act 1973 (ml act). 5.7.2 employees with an entitlement to paid leave under the ml act are provided with an additional four weeks of paid leave, to be taken continuous with a period of paid maternity leave provided by the ml act. 5.7.3 employees who adopt or permanently foster a child and who have, or will have, a responsibility for the care of that child, are entitled to up to 52 weeks of parental leave commencing from the time of placement of the child. where the employee is the primary care giver to the child and they satisfy the same qualifying requirements as those required to receive paid leave in accordance with the ml act, up to 16 weeks of that leave will be paid leave. 5.7.4 employees who are eligible for paid leave under clauses 5.7.1 to 5.7.3 may elect to have the payment spread over a maximum 32 weeks at a rate of no less than enterprise agreement 2017 – 2020 27 half of normal salary. where payment is spread over a longer period, a maximum of 16 weeks will count as service. 5.7.5
productivity commission-enterprise-agreement-2017-2020.txt1819maternity leavepaid maternity leave provided by the ml act. 5.7.3 employees who adopt or permanently foster a child and who have, or will have, a responsibility for the care of that child, are entitled to up to 52 weeks of parental leave commencing from the time of placement of the child. where the employee is the primary care giver to the child and they satisfy the same qualifying requirements as those required to receive paid leave in accordance with the ml act, up to 16 weeks of that leave will be paid leave. 5.7.4 employees who are eligible for paid leave under clauses 5.7.1 to 5.7.3 may elect to have the payment spread over a maximum 32 weeks at a rate of no less than enterprise agreement 2017 – 2020 27 half of normal salary. where payment is spread over a longer period, a maximum of 16 weeks will count as service. 5.7.5 an employee who is not entitled to paid maternity leave or paid adoption / fostering leave is entitled to two weeks of paid partner leave on the occasion of their spouse or de-facto partner giving birth, or upon the occasion of their adopting or permanently fostering a child. 5.8 unpaid parental leave
productivity commission-enterprise-agreement-2017-2020.txt1843maternity leavean employee who is not entitled to paid maternity leave or paid adoption / fostering leave is entitled to two weeks of paid partner leave on the occasion of their spouse or de-facto partner giving birth, or upon the occasion of their adopting or permanently fostering a child. 5.8 unpaid parental leave 5.8.1 ongoing employees are entitled to leave of absence without pay for a maximum of 52 weeks to care for their new child. 5.8.2 unpaid maternity or parental leave will not count as service for any purpose except for any unpaid leave taken during the first 12 weeks. 5.8.3 an employee may request his or her employer to agree to an extension of unpaid parental leave for the employee for a further period of up to 12 months immediately following the end of the available parental leave period. 5.9 returning from any type of parental leave 5.9.1 employees returning to work after a period of parental leave will be assigned to the duties previously performed where available. 5.9.2
productivity commission-enterprise-agreement-2017-2020.txt1848parental leave5.8 unpaid parental leave 5.8.1 ongoing employees are entitled to leave of absence without pay for a maximum of 52 weeks to care for their new child. 5.8.2 unpaid maternity or parental leave will not count as service for any purpose except for any unpaid leave taken during the first 12 weeks. 5.8.3 an employee may request his or her employer to agree to an extension of unpaid parental leave for the employee for a further period of up to 12 months immediately following the end of the available parental leave period. 5.9 returning from any type of parental leave 5.9.1 employees returning to work after a period of parental leave will be assigned to the duties previously performed where available. 5.9.2 an employee returning to duty from parental leave will have the right to access part time work in accordance with the part time provisions of this agreement. 5.10 defence reservist leave 5.10.1
productivity commission-enterprise-agreement-2017-2020.txt1856parental leaveunpaid maternity or parental leave will not count as service for any purpose except for any unpaid leave taken during the first 12 weeks. 5.8.3 an employee may request his or her employer to agree to an extension of unpaid parental leave for the employee for a further period of up to 12 months immediately following the end of the available parental leave period. 5.9 returning from any type of parental leave 5.9.1 employees returning to work after a period of parental leave will be assigned to the duties previously performed where available. 5.9.2 an employee returning to duty from parental leave will have the right to access part time work in accordance with the part time provisions of this agreement. 5.10 defence reservist leave 5.10.1 an employee may be granted leave (with or without pay) to enable the employee to fulfil australian defence force (adf) reserve and continuous full time service (cfts) or cadet force obligations. 5.10.2 an employee is entitled to leave with pay, of up to four weeks during each financial
productivity commission-enterprise-agreement-2017-2020.txt1862parental leaveparental leave for the employee for a further period of up to 12 months immediately following the end of the available parental leave period. 5.9 returning from any type of parental leave 5.9.1 employees returning to work after a period of parental leave will be assigned to the duties previously performed where available. 5.9.2 an employee returning to duty from parental leave will have the right to access part time work in accordance with the part time provisions of this agreement. 5.10 defence reservist leave 5.10.1 an employee may be granted leave (with or without pay) to enable the employee to fulfil australian defence force (adf) reserve and continuous full time service (cfts) or cadet force obligations. 5.10.2 an employee is entitled to leave with pay, of up to four weeks during each financial year and an additional two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling service in the adf reserve. with the exception of the additional two weeks in the first year of service, leave can be accumulated and taken over a period of two years. 5.10.3
productivity commission-enterprise-agreement-2017-2020.txt1863parental leaveimmediately following the end of the available parental leave period. 5.9 returning from any type of parental leave 5.9.1 employees returning to work after a period of parental leave will be assigned to the duties previously performed where available. 5.9.2 an employee returning to duty from parental leave will have the right to access part time work in accordance with the part time provisions of this agreement. 5.10 defence reservist leave 5.10.1 an employee may be granted leave (with or without pay) to enable the employee to fulfil australian defence force (adf) reserve and continuous full time service (cfts) or cadet force obligations. 5.10.2 an employee is entitled to leave with pay, of up to four weeks during each financial year and an additional two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling service in the adf reserve. with the exception of the additional two weeks in the first year of service, leave can be accumulated and taken over a period of two years. 5.10.3
productivity commission-enterprise-agreement-2017-2020.txt1865parental leave5.9 returning from any type of parental leave 5.9.1 employees returning to work after a period of parental leave will be assigned to the duties previously performed where available. 5.9.2 an employee returning to duty from parental leave will have the right to access part time work in accordance with the part time provisions of this agreement. 5.10 defence reservist leave 5.10.1 an employee may be granted leave (with or without pay) to enable the employee to fulfil australian defence force (adf) reserve and continuous full time service (cfts) or cadet force obligations. 5.10.2 an employee is entitled to leave with pay, of up to four weeks during each financial year and an additional two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling service in the adf reserve. with the exception of the additional two weeks in the first year of service, leave can be accumulated and taken over a period of two years. 5.10.3 an employee who is an officer or instructor of cadets in a cadet force may be granted paid leave of up to three weeks each financial year to perform duties as
productivity commission-enterprise-agreement-2017-2020.txt1868parental leaveemployees returning to work after a period of parental leave will be assigned to the duties previously performed where available. 5.9.2 an employee returning to duty from parental leave will have the right to access part time work in accordance with the part time provisions of this agreement. 5.10 defence reservist leave 5.10.1 an employee may be granted leave (with or without pay) to enable the employee to fulfil australian defence force (adf) reserve and continuous full time service (cfts) or cadet force obligations. 5.10.2 an employee is entitled to leave with pay, of up to four weeks during each financial year and an additional two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling service in the adf reserve. with the exception of the additional two weeks in the first year of service, leave can be accumulated and taken over a period of two years. 5.10.3 an employee who is an officer or instructor of cadets in a cadet force may be granted paid leave of up to three weeks each financial year to perform duties as an officer or instructor of cadets. for these purposes ‘cadet force’ means the enterprise agreement 2017 – 2020
productivity commission-enterprise-agreement-2017-2020.txt1873parental leavean employee returning to duty from parental leave will have the right to access part time work in accordance with the part time provisions of this agreement. 5.10 defence reservist leave 5.10.1 an employee may be granted leave (with or without pay) to enable the employee to fulfil australian defence force (adf) reserve and continuous full time service (cfts) or cadet force obligations. 5.10.2 an employee is entitled to leave with pay, of up to four weeks during each financial year and an additional two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling service in the adf reserve. with the exception of the additional two weeks in the first year of service, leave can be accumulated and taken over a period of two years. 5.10.3 an employee who is an officer or instructor of cadets in a cadet force may be granted paid leave of up to three weeks each financial year to perform duties as an officer or instructor of cadets. for these purposes ‘cadet force’ means the enterprise agreement 2017 – 2020 28 australian navy cadets, australian army cadets, or the australian air force cadets.
productivity commission-enterprise-agreement-2017-2020.txt1982long service leavewith the entitlement for that form of leave (e.g. if on long service leave on half pay, payment is on half pay). 5.13.6 public holidays, during annual leave or personal leave, are not deducted from annual leave credits or personal leave credits. 5.13.7 no payment is made for public holidays occurring during leave without pay. 5.13.8 part-time employees will observe only those public holidays which fall on their designated days of work. 5.14 christmas closedown 5.14.1 the commission will close its normal operations from close of business on the last working day before christmas, with business resuming on the first working day after new year’s day (‘christmas closedown’). 5.14.2 employees will be provided with time off work for the working days in the christmas closedown and will be paid in accordance with their ordinary hours of work. there will be no requirement to take annual leave or use accrued flextime over this period.
productivity commission-enterprise-agreement-2017-2020.txt2010flextimework. there will be no requirement to take annual leave or use accrued flextime over this period. enterprise agreement 2017 – 2020 30 5.14.3 however, where an employee would otherwise be absent on leave on that day, the rate of payment will be in accordance with the payment for that leave entitlement, e.g. if the employee is absent on long service leave at half pay, payment for the day will also be at half pay. 5.15 unauthorised absence 5.15.1 where an employee is absent from work without approval, e.g. without the express approval of their supervisor, or not in accordance with a term of this agreement, the absence will be treated as an ‘unauthorised absence’ and will not count as service for any purpose under this agreement, including remuneration and leave accrual. 6 studies assistance 6.1.1 the chairman may provide studies assistance to eligible employees. further
productivity commission-enterprise-agreement-2017-2020.txt2021long service leaveentitlement, e.g. if the employee is absent on long service leave at half pay, payment for the day will also be at half pay. 5.15 unauthorised absence 5.15.1 where an employee is absent from work without approval, e.g. without the express approval of their supervisor, or not in accordance with a term of this agreement, the absence will be treated as an ‘unauthorised absence’ and will not count as service for any purpose under this agreement, including remuneration and leave accrual. 6 studies assistance 6.1.1 the chairman may provide studies assistance to eligible employees. further information is available in the overseas development award, post-graduate study awards and studies assistance policy documents. enterprise agreement 2017 – 2020 31 7 redeployment, retirement and redundancy provisions
productivity commission-enterprise-agreement-2017-2020.txt2224long service leaveb) government service as defined in s. 10 of the long service leave (commonwealth employees) act 1976; c) service with a commonwealth body (other than service with a joint commonwealth-state body corporate) in which the commonwealth has a controlling interest which is recognised for long service leave purposes; d) service with the australian defence forces; e) aps service immediately preceding deemed resignation under repealed s. 49 of the public service act 1922, if the service has not previously been recognised for severance pay purposes; and f) service in another organisation where: i. an employee moved from the aps to that organisation with a transfer of function; or ii. an employee engaged by that organisation on work within a function is engaged in the aps as a result of the transfer of that function to the aps; and iii. such service is recognised for long service leave purposes. 7.8 income maintenance 7.8.1 where an excess employee is reduced in classification, the employee will be eligible for income maintenance payments for the balance of the applicable
productivity commission-enterprise-agreement-2017-2020.txt2228long service leavecontrolling interest which is recognised for long service leave purposes; d) service with the australian defence forces; e) aps service immediately preceding deemed resignation under repealed s. 49 of the public service act 1922, if the service has not previously been recognised for severance pay purposes; and f) service in another organisation where: i. an employee moved from the aps to that organisation with a transfer of function; or ii. an employee engaged by that organisation on work within a function is engaged in the aps as a result of the transfer of that function to the aps; and iii. such service is recognised for long service leave purposes. 7.8 income maintenance 7.8.1 where an excess employee is reduced in classification, the employee will be eligible for income maintenance payments for the balance of the applicable retention period set out in clause 7.5. enterprise agreement 2017 – 2020
productivity commission-enterprise-agreement-2017-2020.txt2247long service leavesuch service is recognised for long service leave purposes. 7.8 income maintenance 7.8.1 where an excess employee is reduced in classification, the employee will be eligible for income maintenance payments for the balance of the applicable retention period set out in clause 7.5. enterprise agreement 2017 – 2020 35 7.8.2 income maintenance payments are the amounts payable to maintain the level of salary and allowances being paid to the excess employee on the date the employee is notified as an excess employee or the date immediately prior to being reduced in classification, whichever is the later. 7.9 non-reviewable under this agreement 7.9.1 termination of, or a decision to terminate employment, cannot be reviewed under the dispute prevention and settlement procedures in clause 1.7 of this agreement. 7.9.2 nothing in this agreement prevents the chairman from terminating the employment of an employee for serious misconduct subject to compliance with
ABSEnterpriseAgreement2019_Signed (1).txt701long service leavelong service leave (commonwealth employees) act 1976; maternity leave (commonwealth employees) act 1973; superannuation act 1976; superannuation act 1990; superannuation act 2005; superannuation guarantee (administration) act 1992; superannuation benefits (supervisory mechanisms) act 1990; superannuation (productivity benefit) act 1988; safety, rehabilitation and compensation act 1988; work health and safety act 2011; paid parental leave act 2010; privacy act 1988; public service act 1999; and public employment (consequential and transitional) amendment act 1999. 1 4. guidelines and policies 4.1 the parties to this agreement acknowledge that the employment provisions in this agreement are supported by abs guidelines, policies and procedures. any guidelines, policies or procedures referred to in this agreement are not incorporated into, and do not form part of, this agreement. if there is any inconsistency between the guidelines, policies and procedures and the terms of this agreement, the terms of this agreement will prevail.
ABSEnterpriseAgreement2019_Signed (1).txt702maternity leavematernity leave (commonwealth employees) act 1973; superannuation act 1976; superannuation act 1990; superannuation act 2005; superannuation guarantee (administration) act 1992; superannuation benefits (supervisory mechanisms) act 1990; superannuation (productivity benefit) act 1988; safety, rehabilitation and compensation act 1988; work health and safety act 2011; paid parental leave act 2010; privacy act 1988; public service act 1999; and public employment (consequential and transitional) amendment act 1999. 1 4. guidelines and policies 4.1 the parties to this agreement acknowledge that the employment provisions in this agreement are supported by abs guidelines, policies and procedures. any guidelines, policies or procedures referred to in this agreement are not incorporated into, and do not form part of, this agreement. if there is any inconsistency between the guidelines, policies and procedures and the terms of this agreement, the terms of this agreement will prevail. 4.2
ABSEnterpriseAgreement2019_Signed (1).txt711parental leavepaid parental leave act 2010; privacy act 1988; public service act 1999; and public employment (consequential and transitional) amendment act 1999. 1 4. guidelines and policies 4.1 the parties to this agreement acknowledge that the employment provisions in this agreement are supported by abs guidelines, policies and procedures. any guidelines, policies or procedures referred to in this agreement are not incorporated into, and do not form part of, this agreement. if there is any inconsistency between the guidelines, policies and procedures and the terms of this agreement, the terms of this agreement will prevail. 4.2 the abs and its employees agree that guidelines supporting the operation of this agreement will be available to all employees. changes to guidelines supporting the operation of this agreement will only be made following a reasonable period of consultation. any final decision on guidelines will be determined by the australian statistician. 5.
ABSEnterpriseAgreement2019_Signed (1).txt866salary advancementassessment for salary advancement 12.1 the following two point scale will be used for assessment for salary advancement purposes: performance expectations met or exceeded meeting all or most performance expectations and may be exceeding, or significantly exceeding, expectations in some, most or all areas. performance expectations not met performing below performance expectations. 12.2 an employee who has been advised in writing of concerns with their performance and has been provided with a reasonable opportunity to improve their performance to the required standard and has not yet achieved the required standard at the time of assessment for salary advancement purposes, must be assessed as performance expectations not met. 13. salary advancement for aps1 - el1 employees
ABSEnterpriseAgreement2019_Signed (1).txt870salary advancementthe following two point scale will be used for assessment for salary advancement purposes: performance expectations met or exceeded meeting all or most performance expectations and may be exceeding, or significantly exceeding, expectations in some, most or all areas. performance expectations not met performing below performance expectations. 12.2 an employee who has been advised in writing of concerns with their performance and has been provided with a reasonable opportunity to improve their performance to the required standard and has not yet achieved the required standard at the time of assessment for salary advancement purposes, must be assessed as performance expectations not met. 13. salary advancement for aps1 - el1 employees 13.1 salary advancement within the aps1 to el1 classifications will occur from the
ABSEnterpriseAgreement2019_Signed (1).txt890salary advancementof assessment for salary advancement purposes, must be assessed as performance expectations not met. 13. salary advancement for aps1 - el1 employees 13.1 salary advancement within the aps1 to el1 classifications will occur from the beginning of the first full pay period in july each year, provided an employee is assessed as performance expectations met or exceeded. 13.2 subject to the maximum of the salary range not being exceeded, employees who are assessed as performance expectations met or exceeded will have their salaries increased by one pay point or its equivalent. where employees’ salaries are below pay point 2 prior to salary advancement, the equivalent of a pay point increase equals the difference between pay point 1 and pay point 2 of the relevant salary range. 13.3 employees whose salaries are above pay point 2 and below pay point 3, and who are assessed as performance expectations met or exceeded, will receive the amount that takes them to pay point 3 of the relevant salary range. 14.
ABSEnterpriseAgreement2019_Signed (1).txt895salary advancementsalary advancement for aps1 - el1 employees 13.1 salary advancement within the aps1 to el1 classifications will occur from the beginning of the first full pay period in july each year, provided an employee is assessed as performance expectations met or exceeded. 13.2 subject to the maximum of the salary range not being exceeded, employees who are assessed as performance expectations met or exceeded will have their salaries increased by one pay point or its equivalent. where employees’ salaries are below pay point 2 prior to salary advancement, the equivalent of a pay point increase equals the difference between pay point 1 and pay point 2 of the relevant salary range. 13.3 employees whose salaries are above pay point 2 and below pay point 3, and who are assessed as performance expectations met or exceeded, will receive the amount that takes them to pay point 3 of the relevant salary range. 14. salary advancement for el2 employees 14.1 salary advancement within the el2 classification will occur from the beginning of the
ABSEnterpriseAgreement2019_Signed (1).txt899salary advancementsalary advancement within the aps1 to el1 classifications will occur from the beginning of the first full pay period in july each year, provided an employee is assessed as performance expectations met or exceeded. 13.2 subject to the maximum of the salary range not being exceeded, employees who are assessed as performance expectations met or exceeded will have their salaries increased by one pay point or its equivalent. where employees’ salaries are below pay point 2 prior to salary advancement, the equivalent of a pay point increase equals the difference between pay point 1 and pay point 2 of the relevant salary range. 13.3 employees whose salaries are above pay point 2 and below pay point 3, and who are assessed as performance expectations met or exceeded, will receive the amount that takes them to pay point 3 of the relevant salary range. 14. salary advancement for el2 employees 14.1 salary advancement within the el2 classification will occur from the beginning of the first full pay period in july each year, provided an employee is assessed as performance expectations met or exceeded. 14.2
ABSEnterpriseAgreement2019_Signed (1).txt908salary advancementpay point 2 prior to salary advancement, the equivalent of a pay point increase equals the difference between pay point 1 and pay point 2 of the relevant salary range. 13.3 employees whose salaries are above pay point 2 and below pay point 3, and who are assessed as performance expectations met or exceeded, will receive the amount that takes them to pay point 3 of the relevant salary range. 14. salary advancement for el2 employees 14.1 salary advancement within the el2 classification will occur from the beginning of the first full pay period in july each year, provided an employee is assessed as performance expectations met or exceeded. 14.2 an el2 employee cannot progress beyond pay point 3 unless the criteria set out in clause 15.1 have been satisfied. 14.3 subject to pay point 3 not being exceeded, el2 employees who are assessed as performance expectations met or exceeded will have their salaries increased by one pay point or its equivalent.
ABSEnterpriseAgreement2019_Signed (1).txt920salary advancementsalary advancement for el2 employees 14.1 salary advancement within the el2 classification will occur from the beginning of the first full pay period in july each year, provided an employee is assessed as performance expectations met or exceeded. 14.2 an el2 employee cannot progress beyond pay point 3 unless the criteria set out in clause 15.1 have been satisfied. 14.3 subject to pay point 3 not being exceeded, el2 employees who are assessed as performance expectations met or exceeded will have their salaries increased by one pay point or its equivalent. 14.4 employees whose salaries are above pay point 2 and below pay point 3, and who are assessed as performance expectations met or exceeded, will receive the amount that takes them to pay point 3 of the relevant salary range. 4 15. el2 additional pay point
ABSEnterpriseAgreement2019_Signed (1).txt924salary advancementsalary advancement within the el2 classification will occur from the beginning of the first full pay period in july each year, provided an employee is assessed as performance expectations met or exceeded. 14.2 an el2 employee cannot progress beyond pay point 3 unless the criteria set out in clause 15.1 have been satisfied. 14.3 subject to pay point 3 not being exceeded, el2 employees who are assessed as performance expectations met or exceeded will have their salaries increased by one pay point or its equivalent. 14.4 employees whose salaries are above pay point 2 and below pay point 3, and who are assessed as performance expectations met or exceeded, will receive the amount that takes them to pay point 3 of the relevant salary range. 4 15. el2 additional pay point 15.1 for an el2 employee to advance beyond pay point 3, the following criteria must be
ABSEnterpriseAgreement2019_Signed (1).txt1012long service leavereimbursement nature and long service leave which is administered in accordance with the long service leave (commonwealth employees) act 1976. 21. graduate abs broadband 21.1 graduates engaged to the graduate abs (gradabs) broadband will be paid in accordance with the salary rates in attachment a. further information on the gradabs broadband is in clauses 190.1 to 193.1. 5 22. cadet/trainee aps 22.1 salary rates applicable to cadet aps and trainee aps employees are specified in attachment a. cadet aps and trainee aps employees receive the general salary increase. the salary advancement provisions in clauses 13.1 to 13.3 do not apply, as employees advance to operational classifications on successful completion of training. 23. non-ongoing employees loading in lieu of leave
ABSEnterpriseAgreement2019_Signed (1).txt1013long service leavewith the long service leave (commonwealth employees) act 1976. 21. graduate abs broadband 21.1 graduates engaged to the graduate abs (gradabs) broadband will be paid in accordance with the salary rates in attachment a. further information on the gradabs broadband is in clauses 190.1 to 193.1. 5 22. cadet/trainee aps 22.1 salary rates applicable to cadet aps and trainee aps employees are specified in attachment a. cadet aps and trainee aps employees receive the general salary increase. the salary advancement provisions in clauses 13.1 to 13.3 do not apply, as employees advance to operational classifications on successful completion of training. 23. non-ongoing employees loading in lieu of leave
ABSEnterpriseAgreement2019_Signed (1).txt1035salary advancementincrease. the salary advancement provisions in clauses 13.1 to 13.3 do not apply, as employees advance to operational classifications on successful completion of training. 23. non-ongoing employees loading in lieu of leave 23.1 a non-ongoing employee engaged on an irregular or intermittent contract will be paid a loading of 20.0% on their hourly rate of pay in lieu of leave and public holidays on which the employee is not rostered to work, except that the employee is entitled to leave in accordance with relevant legislation including but not limited to the following: a. paid long service leave which is accrued in accordance with the long service leave (commonwealth employees) act 1976; b. unpaid family and domestic violence leave of five days consistent with the fair work act 2009; c. unpaid compassionate leave of two days per occasion consistent with the fair work act 2009; d. unpaid carer’s leave of two days per occasion consistent with the fair work act 2009; and e. unpaid parental leave if the employee has continuous employment of more than 12 months and has an ongoing expectation of employment, consistent with the fair work act 2009. 24. supported wage system
ABSEnterpriseAgreement2019_Signed (1).txt1050long service leavea. paid long service leave which is accrued in accordance with the long service leave (commonwealth employees) act 1976; b. unpaid family and domestic violence leave of five days consistent with the fair work act 2009; c. unpaid compassionate leave of two days per occasion consistent with the fair work act 2009; d. unpaid carer’s leave of two days per occasion consistent with the fair work act 2009; and e. unpaid parental leave if the employee has continuous employment of more than 12 months and has an ongoing expectation of employment, consistent with the fair work act 2009. 24. supported wage system 24.1 supported wage rates (attachment d) apply to an employee with a disability who is eligible for consideration under the supported wage system. 6 salary including on engagement, promotion, higher duties, transfer or reduction 25. salary on engagement 25.1
ABSEnterpriseAgreement2019_Signed (1).txt1058parental leavee. unpaid parental leave if the employee has continuous employment of more than 12 months and has an ongoing expectation of employment, consistent with the fair work act 2009. 24. supported wage system 24.1 supported wage rates (attachment d) apply to an employee with a disability who is eligible for consideration under the supported wage system. 6 salary including on engagement, promotion, higher duties, transfer or reduction 25. salary on engagement 25.1 on engagement, employees will be paid at the minimum of the relevant salary range. 26. salary on promotion and higher duties
ABSEnterpriseAgreement2019_Signed (1).txt1097salary advancementassessment for salary advancement purposes (as detailed in abs guidelines); or d. where the employee’s nominal salary prior to promotion or temporary assignment to duties at a higher level, exceeds the maximum of the relevant abs salary range, their salary will be determined by the australian statistician, but will be not less than their current nominal salary. at that time, the australian statistician will specify whether the employee will be maintained on that salary until such time as the salary differential is absorbed by abs salary increases or, that the employee’s salary will be adjusted by abs salary increases. 27. transfer at level 27.1 ongoing employees who transfer at level within the abs will transfer at their nominal salary. 27.2 ongoing employees who transfer from another aps agency will transfer at their nominal salary. 27.3 where the nominal salary of an ongoing employee who transfers from another aps agency is below the minimum of the relevant abs salary range, it will be increased to align with the minimum of the relevant abs salary range.
ABSEnterpriseAgreement2019_Signed (1).txt1192overtimeii. overtime rates; iii. penalty rates; iv. allowances; v. remuneration; and/or vi. leave; and b. the arrangement meets the genuine needs of the employer and employee in relation to one or more of the matters mentioned in paragraph (a); and c. the arrangement is genuinely agreed to by the australian statistician and employee. 32.2 the australian statistician must ensure that the terms of the individual flexibility arrangement: a. are about permitted matters under section 172 of the fair work act 2009; and b. are not unlawful terms under section 194 of the fair work act 2009; and c. result in the employee being better off overall than the employee would be if no arrangement was made. 32.3 the australian statistician must ensure that the individual flexibility arrangement: a. is in writing; and b. includes the name of the employer and employee; and c. is signed by the australian statistician and employee and if the employee is under 18 years of age, signed by a parent or guardian of the employee; and d. includes details of: i. the terms of the enterprise agreement that will be varied by the arrangement; and ii. how the arrangement will vary the effect of the terms; and
ABSEnterpriseAgreement2019_Signed (1).txt1300parental leavebe paid to accumulation schemes during periods of paid and unpaid parental leave (including pregnancy, adoption and foster parent's leave). 38.2 the abs will make superannuation contributions in respect of an employee's salary which is sacrificed, as if the salary sacrificing arrangements had not been entered into. 39. eligible funds 39.1 the abs will make superannuation payments to any eligible superannuation fund nominated by an employee, provided that it accepts payment via electronic funds transfer. 40. additional information 40.1 further information about superannuation is available in abs guidelines. 10 salary packaging
ABSEnterpriseAgreement2019_Signed (1).txt1329salary packagingsalary packaging 41. salary packaging 41.1 the abs will offer salary packaging to employees, consistent with australian tax office rulings. costs associated with salary packaging will be the responsibility of the employee. 41.2 where an employee takes up the option of salary packaging on a salary sacrifice basis, the employee's salary for the purposes of superannuation, severance and termination payments will be determined as if the salary sacrifice arrangement had not been entered into. 42. additional information 42.1 further information about salary packaging is available in abs guidelines. 11 section d – capability, development and performance management
ABSEnterpriseAgreement2019_Signed (1).txt1332salary packagingsalary packaging 41.1 the abs will offer salary packaging to employees, consistent with australian tax office rulings. costs associated with salary packaging will be the responsibility of the employee. 41.2 where an employee takes up the option of salary packaging on a salary sacrifice basis, the employee's salary for the purposes of superannuation, severance and termination payments will be determined as if the salary sacrifice arrangement had not been entered into. 42. additional information 42.1 further information about salary packaging is available in abs guidelines. 11 section d – capability, development and performance management development and performance framework 43.
ABSEnterpriseAgreement2019_Signed (1).txt1336salary packagingthe abs will offer salary packaging to employees, consistent with australian tax office rulings. costs associated with salary packaging will be the responsibility of the employee. 41.2 where an employee takes up the option of salary packaging on a salary sacrifice basis, the employee's salary for the purposes of superannuation, severance and termination payments will be determined as if the salary sacrifice arrangement had not been entered into. 42. additional information 42.1 further information about salary packaging is available in abs guidelines. 11 section d – capability, development and performance management development and performance framework 43. principles 43.1
ABSEnterpriseAgreement2019_Signed (1).txt1337salary packagingoffice rulings. costs associated with salary packaging will be the responsibility of the employee. 41.2 where an employee takes up the option of salary packaging on a salary sacrifice basis, the employee's salary for the purposes of superannuation, severance and termination payments will be determined as if the salary sacrifice arrangement had not been entered into. 42. additional information 42.1 further information about salary packaging is available in abs guidelines. 11 section d – capability, development and performance management development and performance framework 43. principles 43.1 effective development and performance management is fundamental to the
ABSEnterpriseAgreement2019_Signed (1).txt1342salary packagingwhere an employee takes up the option of salary packaging on a salary sacrifice basis, the employee's salary for the purposes of superannuation, severance and termination payments will be determined as if the salary sacrifice arrangement had not been entered into. 42. additional information 42.1 further information about salary packaging is available in abs guidelines. 11 section d – capability, development and performance management development and performance framework 43. principles 43.1 effective development and performance management is fundamental to the achievement of productivity improvement, and a culture of continuous improvement. 43.2 the abs development and performance framework is designed to increase
ABSEnterpriseAgreement2019_Signed (1).txt1353salary packagingfurther information about salary packaging is available in abs guidelines. 11 section d – capability, development and performance management development and performance framework 43. principles 43.1 effective development and performance management is fundamental to the achievement of productivity improvement, and a culture of continuous improvement. 43.2 the abs development and performance framework is designed to increase organisational performance by supporting all employees to maximise their performance through individual development, job satisfaction and positive, trusted working relationships. 43.3 all ongoing employees will actively participate in the abs development and performance framework. the framework aims to: a. b. c.
ABSEnterpriseAgreement2019_Signed (1).txt1397salary advancementguide salary advancement. 43.4 the framework supports regular discussions between employees and their line managers for the purposes of providing feedback on performance and discussing personal development needs. 43.5 the framework operates over a twelve month cycle, with mid cycle and end of cycle reviews. this formalises the regular feedback and communication that occurs as part of everyday business between line managers and employees. 43.6 non-ongoing employees on irregular or intermittent contracts are not required to have a formal development and performance agreement but must be made aware of work related expectations and receive regular feedback on their performance. 43.7 non-ongoing employees (except those on irregular or intermittent contracts), whose continuous employment in the abs will extend for six months or more, will participate in the framework, and in doing so may be eligible to be assessed for salary advancement purposes as provided under clauses 13.1 to 14.4. 12 managing underperformance
ABSEnterpriseAgreement2019_Signed (1).txt1547flextimeflextime 50. flextime 50.1 flextime is a system of flexible working arrangements which enables employees and their line managers to vary working hours, patterns and arrangements, to provide flexibility to employees, clients and the abs. 51. bandwidth 51.1 the bandwidth in which flextime will operate is 7.00am to 7.00pm, monday to friday. this may be varied to suit local needs by agreement between management and affected employees. 52. eligibility 52.1 all aps1 to aps6, gradabs, cadet aps and trainee aps employees, except for employees on shiftwork, are eligible to participate.
ABSEnterpriseAgreement2019_Signed (1).txt1550flextimeflextime 50.1 flextime is a system of flexible working arrangements which enables employees and their line managers to vary working hours, patterns and arrangements, to provide flexibility to employees, clients and the abs. 51. bandwidth 51.1 the bandwidth in which flextime will operate is 7.00am to 7.00pm, monday to friday. this may be varied to suit local needs by agreement between management and affected employees. 52. eligibility 52.1 all aps1 to aps6, gradabs, cadet aps and trainee aps employees, except for employees on shiftwork, are eligible to participate. 53. full time settlement period
ABSEnterpriseAgreement2019_Signed (1).txt1554flextimeflextime is a system of flexible working arrangements which enables employees and their line managers to vary working hours, patterns and arrangements, to provide flexibility to employees, clients and the abs. 51. bandwidth 51.1 the bandwidth in which flextime will operate is 7.00am to 7.00pm, monday to friday. this may be varied to suit local needs by agreement between management and affected employees. 52. eligibility 52.1 all aps1 to aps6, gradabs, cadet aps and trainee aps employees, except for employees on shiftwork, are eligible to participate. 53. full time settlement period 53.1 the settlement period for full time employees is 148 hours and 20 minutes over
ABSEnterpriseAgreement2019_Signed (1).txt1560bandwidthbandwidth 51.1 the bandwidth in which flextime will operate is 7.00am to 7.00pm, monday to friday. this may be varied to suit local needs by agreement between management and affected employees. 52. eligibility 52.1 all aps1 to aps6, gradabs, cadet aps and trainee aps employees, except for employees on shiftwork, are eligible to participate. 53. full time settlement period 53.1 the settlement period for full time employees is 148 hours and 20 minutes over each four week period. 54. part time settlement period
ABSEnterpriseAgreement2019_Signed (1).txt1564flextimethe bandwidth in which flextime will operate is 7.00am to 7.00pm, monday to friday. this may be varied to suit local needs by agreement between management and affected employees. 52. eligibility 52.1 all aps1 to aps6, gradabs, cadet aps and trainee aps employees, except for employees on shiftwork, are eligible to participate. 53. full time settlement period 53.1 the settlement period for full time employees is 148 hours and 20 minutes over each four week period. 54. part time settlement period 54.1 the settlement period for part time employees is four weeks. to assist part time employees to manage their work hours flexibly, the settlement period may be
ABSEnterpriseAgreement2019_Signed (1).txt1564bandwidththe bandwidth in which flextime will operate is 7.00am to 7.00pm, monday to friday. this may be varied to suit local needs by agreement between management and affected employees. 52. eligibility 52.1 all aps1 to aps6, gradabs, cadet aps and trainee aps employees, except for employees on shiftwork, are eligible to participate. 53. full time settlement period 53.1 the settlement period for full time employees is 148 hours and 20 minutes over each four week period. 54. part time settlement period 54.1 the settlement period for part time employees is four weeks. to assist part time employees to manage their work hours flexibly, the settlement period may be
ABSEnterpriseAgreement2019_Signed (1).txt1636flextimeemployees may work reasonable additional hours on flextime, by agreement, to meet peaks in the work program. 57.2 flextime must not be accrued where such accrual cannot be justified by the employee's workload. 58. maximum credit carryover 58.1 the maximum flex credit which may be carried from one settlement period to the next is 37 hours and 5 minutes for full time employees, pro rata for part time employees. 59. excessive flex credits 59.1 should flex credits exceed the maximum credit carryover at the end of the settlement period due to operational reasons, the line manager and employee will put in place arrangements for the excess credits to be reduced to no more than the maximum credit carryover by the end of the following settlement period. 59.2
ABSEnterpriseAgreement2019_Signed (1).txt1641flextimeflextime must not be accrued where such accrual cannot be justified by the employee's workload. 58. maximum credit carryover 58.1 the maximum flex credit which may be carried from one settlement period to the next is 37 hours and 5 minutes for full time employees, pro rata for part time employees. 59. excessive flex credits 59.1 should flex credits exceed the maximum credit carryover at the end of the settlement period due to operational reasons, the line manager and employee will put in place arrangements for the excess credits to be reduced to no more than the maximum credit carryover by the end of the following settlement period. 59.2 where line managers and employees have not put in place arrangements and excess flex credits are still not reduced to the maximum credit carryover by the end of the following settlement period, the employee will be on flex leave from the beginning of the subsequent settlement period until the excess flex credit is reduced
ABSEnterpriseAgreement2019_Signed (1).txt1735flextimeaccess to flextime will be withdrawn and an employee will revert to standard hours if a line manager considers on reasonable grounds that the: a. employee's attendance is unsatisfactory; or b. employee is misusing the flextime arrangements. 66. notice of reversion 66.1 reasonable notice in writing must be given prior to reversion under clause 65.1. 67. review of decision 67.1 the decision to withdraw access to flextime should be reviewed at regular intervals, usually monthly but after not more than three months. access to flextime will be restored when the circumstances applicable in clause 65.1 no longer apply. 68. additional information 68.1 further information about flextime arrangements is available in abs guidelines.
ABSEnterpriseAgreement2019_Signed (1).txt1738flextimeb. employee is misusing the flextime arrangements. 66. notice of reversion 66.1 reasonable notice in writing must be given prior to reversion under clause 65.1. 67. review of decision 67.1 the decision to withdraw access to flextime should be reviewed at regular intervals, usually monthly but after not more than three months. access to flextime will be restored when the circumstances applicable in clause 65.1 no longer apply. 68. additional information 68.1 further information about flextime arrangements is available in abs guidelines. 17
ABSEnterpriseAgreement2019_Signed (1).txt1754flextimethe decision to withdraw access to flextime should be reviewed at regular intervals, usually monthly but after not more than three months. access to flextime will be restored when the circumstances applicable in clause 65.1 no longer apply. 68. additional information 68.1 further information about flextime arrangements is available in abs guidelines. 17 hours of work 69. ordinary hours of work 69.1 the ordinary hours of work for full time abs employees are 7 hours 25 minutes per day. the ordinary hours of work for part time employees are the hours agreed to in their part time work agreement. 70. standard hours 70.1
ABSEnterpriseAgreement2019_Signed (1).txt1755flextimeusually monthly but after not more than three months. access to flextime will be restored when the circumstances applicable in clause 65.1 no longer apply. 68. additional information 68.1 further information about flextime arrangements is available in abs guidelines. 17 hours of work 69. ordinary hours of work 69.1 the ordinary hours of work for full time abs employees are 7 hours 25 minutes per day. the ordinary hours of work for part time employees are the hours agreed to in their part time work agreement. 70. standard hours 70.1
ABSEnterpriseAgreement2019_Signed (1).txt1764flextimefurther information about flextime arrangements is available in abs guidelines. 17 hours of work 69. ordinary hours of work 69.1 the ordinary hours of work for full time abs employees are 7 hours 25 minutes per day. the ordinary hours of work for part time employees are the hours agreed to in their part time work agreement. 70. standard hours 70.1 the standard hours for a working day for employees, other than employees on shiftwork, are 8:30am to 12:30pm and 1:30pm to 4:55pm monday to friday. the standard hours for a working day for part time employees are the hours agreed to in their part time work agreement. 71. standard hours (shiftwork)
ABSEnterpriseAgreement2019_Signed (1).txt1806long service leaveaccordance with their ordinary hours of work, except long service leave which will be provided, and administered, in accordance with the long service leave (commonwealth employees) act 1976. 73. flextime accrual 73.1 an employee's flextime credits and debits will be calculated in accordance with the employee's ordinary hours of work. christmas closedown 74. christmas closedown 74.1 abs will close its normal operations from close of business on the last working day before christmas, with business resuming on the first working day after new year’s day. 74.2 employees will be provided with time off for the working days between christmas and new year’s day and will be paid in accordance with their ordinary hours of work. where an employee is absent on leave, payment for the christmas closedown provision will be in accordance with the entitlement for that form of
ABSEnterpriseAgreement2019_Signed (1).txt1807long service leaveprovided, and administered, in accordance with the long service leave (commonwealth employees) act 1976. 73. flextime accrual 73.1 an employee's flextime credits and debits will be calculated in accordance with the employee's ordinary hours of work. christmas closedown 74. christmas closedown 74.1 abs will close its normal operations from close of business on the last working day before christmas, with business resuming on the first working day after new year’s day. 74.2 employees will be provided with time off for the working days between christmas and new year’s day and will be paid in accordance with their ordinary hours of work. where an employee is absent on leave, payment for the christmas closedown provision will be in accordance with the entitlement for that form of leave.
ABSEnterpriseAgreement2019_Signed (1).txt1812flextimeflextime accrual 73.1 an employee's flextime credits and debits will be calculated in accordance with the employee's ordinary hours of work. christmas closedown 74. christmas closedown 74.1 abs will close its normal operations from close of business on the last working day before christmas, with business resuming on the first working day after new year’s day. 74.2 employees will be provided with time off for the working days between christmas and new year’s day and will be paid in accordance with their ordinary hours of work. where an employee is absent on leave, payment for the christmas closedown provision will be in accordance with the entitlement for that form of leave. 74.3 there will be no deduction from annual or personal leave credits for the closedown days.
ABSEnterpriseAgreement2019_Signed (1).txt1816flextimean employee's flextime credits and debits will be calculated in accordance with the employee's ordinary hours of work. christmas closedown 74. christmas closedown 74.1 abs will close its normal operations from close of business on the last working day before christmas, with business resuming on the first working day after new year’s day. 74.2 employees will be provided with time off for the working days between christmas and new year’s day and will be paid in accordance with their ordinary hours of work. where an employee is absent on leave, payment for the christmas closedown provision will be in accordance with the entitlement for that form of leave. 74.3 there will be no deduction from annual or personal leave credits for the closedown days. 18 executive level employees’ flexible working arrangements and time
ABSEnterpriseAgreement2019_Signed (1).txt1870overtimeovertime 77. reasonable additional hours 77.1 the work program for an area will be managed within the patterns of attendance under clauses 69.1 to 73.1. in exceptional circumstances where there are clear operational requirements, an employee may be required to work reasonable additional hours to ensure the timely delivery of the abs work program. 78. approval to work overtime 78.1 overtime must be approved in advance, and is subject to the requirement that line managers must have regard to the employee’s personal circumstances including any family responsibilities, and work health and safety implications, in requiring employees to work more than their ordinary hours of work. 79. refusal to work overtime 79.1 an employee may refuse to work overtime where the requirement to work overtime
ABSEnterpriseAgreement2019_Signed (1).txt1884overtimeapproval to work overtime 78.1 overtime must be approved in advance, and is subject to the requirement that line managers must have regard to the employee’s personal circumstances including any family responsibilities, and work health and safety implications, in requiring employees to work more than their ordinary hours of work. 79. refusal to work overtime 79.1 an employee may refuse to work overtime where the requirement to work overtime is unreasonable having regard to: a. any risk to employee health and safety; b. the employee's personal circumstances including any family responsibilities; c. if 24 hours’ notice of the overtime has not been provided (this can be waived by agreement between the line manager and employee); and d. any other relevant matter. 19 80. eligibility for payment 80.1
ABSEnterpriseAgreement2019_Signed (1).txt1888overtimeovertime must be approved in advance, and is subject to the requirement that line managers must have regard to the employee’s personal circumstances including any family responsibilities, and work health and safety implications, in requiring employees to work more than their ordinary hours of work. 79. refusal to work overtime 79.1 an employee may refuse to work overtime where the requirement to work overtime is unreasonable having regard to: a. any risk to employee health and safety; b. the employee's personal circumstances including any family responsibilities; c. if 24 hours’ notice of the overtime has not been provided (this can be waived by agreement between the line manager and employee); and d. any other relevant matter. 19 80. eligibility for payment 80.1 overtime is payable for work which is directed to be performed by aps1 to aps6, gradabs, cadet aps, trainee aps, or el1 employees on restriction duty, and is: a. outside the bandwidth; or
ABSEnterpriseAgreement2019_Signed (1).txt1895overtimerefusal to work overtime 79.1 an employee may refuse to work overtime where the requirement to work overtime is unreasonable having regard to: a. any risk to employee health and safety; b. the employee's personal circumstances including any family responsibilities; c. if 24 hours’ notice of the overtime has not been provided (this can be waived by agreement between the line manager and employee); and d. any other relevant matter. 19 80. eligibility for payment 80.1 overtime is payable for work which is directed to be performed by aps1 to aps6, gradabs, cadet aps, trainee aps, or el1 employees on restriction duty, and is: a. outside the bandwidth; or b. in excess of eight and a half hours duty within the bandwidth; or c. for part time employees where work performed exceeds 115% of their ordinary hours on that day; or d. in excess of an employee’s ordinary hours of work on that day and continuous with ordinary duty and where 24 hours’ notice of the overtime has not been provided; or e. where an employee is required to perform emergency or restriction duty; or
ABSEnterpriseAgreement2019_Signed (1).txt1899overtimean employee may refuse to work overtime where the requirement to work overtime is unreasonable having regard to: a. any risk to employee health and safety; b. the employee's personal circumstances including any family responsibilities; c. if 24 hours’ notice of the overtime has not been provided (this can be waived by agreement between the line manager and employee); and d. any other relevant matter. 19 80. eligibility for payment 80.1 overtime is payable for work which is directed to be performed by aps1 to aps6, gradabs, cadet aps, trainee aps, or el1 employees on restriction duty, and is: a. outside the bandwidth; or b. in excess of eight and a half hours duty within the bandwidth; or c. for part time employees where work performed exceeds 115% of their ordinary hours on that day; or d. in excess of an employee’s ordinary hours of work on that day and continuous with ordinary duty and where 24 hours’ notice of the overtime has not been provided; or e. where an employee is required to perform emergency or restriction duty; or f. on weekends and public holidays. 80.2
ABSEnterpriseAgreement2019_Signed (1).txt1903overtimec. if 24 hours’ notice of the overtime has not been provided (this can be waived by agreement between the line manager and employee); and d. any other relevant matter. 19 80. eligibility for payment 80.1 overtime is payable for work which is directed to be performed by aps1 to aps6, gradabs, cadet aps, trainee aps, or el1 employees on restriction duty, and is: a. outside the bandwidth; or b. in excess of eight and a half hours duty within the bandwidth; or c. for part time employees where work performed exceeds 115% of their ordinary hours on that day; or d. in excess of an employee’s ordinary hours of work on that day and continuous with ordinary duty and where 24 hours’ notice of the overtime has not been provided; or e. where an employee is required to perform emergency or restriction duty; or f. on weekends and public holidays. 80.2 clause 105.1 outlines separate overtime provisions for employees on shiftwork. 81.
ABSEnterpriseAgreement2019_Signed (1).txt1915overtimeovertime is payable for work which is directed to be performed by aps1 to aps6, gradabs, cadet aps, trainee aps, or el1 employees on restriction duty, and is: a. outside the bandwidth; or b. in excess of eight and a half hours duty within the bandwidth; or c. for part time employees where work performed exceeds 115% of their ordinary hours on that day; or d. in excess of an employee’s ordinary hours of work on that day and continuous with ordinary duty and where 24 hours’ notice of the overtime has not been provided; or e. where an employee is required to perform emergency or restriction duty; or f. on weekends and public holidays. 80.2 clause 105.1 outlines separate overtime provisions for employees on shiftwork. 81. rates of payment 81.1 the hourly rates for payment of overtime are: a. monday to saturday - time and one half; b. sunday - double time; c. public holidays - time and one half for the overtime duty that falls within standard hours (noting that the employee will already be paid for the public holiday); d. public holidays - double time for the overtime duty that falls outside standard hours; and e. christmas closedown days - double time.
ABSEnterpriseAgreement2019_Signed (1).txt1917bandwidtha. outside the bandwidth; or b. in excess of eight and a half hours duty within the bandwidth; or c. for part time employees where work performed exceeds 115% of their ordinary hours on that day; or d. in excess of an employee’s ordinary hours of work on that day and continuous with ordinary duty and where 24 hours’ notice of the overtime has not been provided; or e. where an employee is required to perform emergency or restriction duty; or f. on weekends and public holidays. 80.2 clause 105.1 outlines separate overtime provisions for employees on shiftwork. 81. rates of payment 81.1 the hourly rates for payment of overtime are: a. monday to saturday - time and one half; b. sunday - double time; c. public holidays - time and one half for the overtime duty that falls within standard hours (noting that the employee will already be paid for the public holiday); d. public holidays - double time for the overtime duty that falls outside standard hours; and e. christmas closedown days - double time. 82.
ABSEnterpriseAgreement2019_Signed (1).txt1918bandwidthb. in excess of eight and a half hours duty within the bandwidth; or c. for part time employees where work performed exceeds 115% of their ordinary hours on that day; or d. in excess of an employee’s ordinary hours of work on that day and continuous with ordinary duty and where 24 hours’ notice of the overtime has not been provided; or e. where an employee is required to perform emergency or restriction duty; or f. on weekends and public holidays. 80.2 clause 105.1 outlines separate overtime provisions for employees on shiftwork. 81. rates of payment 81.1 the hourly rates for payment of overtime are: a. monday to saturday - time and one half; b. sunday - double time; c. public holidays - time and one half for the overtime duty that falls within standard hours (noting that the employee will already be paid for the public holiday); d. public holidays - double time for the overtime duty that falls outside standard hours; and e. christmas closedown days - double time. 82.
ABSEnterpriseAgreement2019_Signed (1).txt1922overtimewith ordinary duty and where 24 hours’ notice of the overtime has not been provided; or e. where an employee is required to perform emergency or restriction duty; or f. on weekends and public holidays. 80.2 clause 105.1 outlines separate overtime provisions for employees on shiftwork. 81. rates of payment 81.1 the hourly rates for payment of overtime are: a. monday to saturday - time and one half; b. sunday - double time; c. public holidays - time and one half for the overtime duty that falls within standard hours (noting that the employee will already be paid for the public holiday); d. public holidays - double time for the overtime duty that falls outside standard hours; and e. christmas closedown days - double time. 82. minimum payments 82.1
ABSEnterpriseAgreement2019_Signed (1).txt1929overtimeclause 105.1 outlines separate overtime provisions for employees on shiftwork. 81. rates of payment 81.1 the hourly rates for payment of overtime are: a. monday to saturday - time and one half; b. sunday - double time; c. public holidays - time and one half for the overtime duty that falls within standard hours (noting that the employee will already be paid for the public holiday); d. public holidays - double time for the overtime duty that falls outside standard hours; and e. christmas closedown days - double time. 82. minimum payments 82.1 where an eligible aps1 to aps6, gradabs, cadet aps or trainee aps employee is required to work overtime which is not continuous with ordinary duty (but not emergency duty or restriction duty), the minimum overtime payment for each separate overtime attendance is three hours at the prescribed overtime rate. 82.2
ABSEnterpriseAgreement2019_Signed (1).txt1937overtimethe hourly rates for payment of overtime are: a. monday to saturday - time and one half; b. sunday - double time; c. public holidays - time and one half for the overtime duty that falls within standard hours (noting that the employee will already be paid for the public holiday); d. public holidays - double time for the overtime duty that falls outside standard hours; and e. christmas closedown days - double time. 82. minimum payments 82.1 where an eligible aps1 to aps6, gradabs, cadet aps or trainee aps employee is required to work overtime which is not continuous with ordinary duty (but not emergency duty or restriction duty), the minimum overtime payment for each separate overtime attendance is three hours at the prescribed overtime rate. 82.2 for employees on restriction duty, the following minimum payments apply: a. where the employee is not required to attend work, one hour; and b. where the employee is required to attend work, three hours for the first attendance on any one day and an additional one hour for any subsequent attendances on that day. reasonable travel time is included in attendance time. 83.
ABSEnterpriseAgreement2019_Signed (1).txt1940overtimec. public holidays - time and one half for the overtime duty that falls within standard hours (noting that the employee will already be paid for the public holiday); d. public holidays - double time for the overtime duty that falls outside standard hours; and e. christmas closedown days - double time. 82. minimum payments 82.1 where an eligible aps1 to aps6, gradabs, cadet aps or trainee aps employee is required to work overtime which is not continuous with ordinary duty (but not emergency duty or restriction duty), the minimum overtime payment for each separate overtime attendance is three hours at the prescribed overtime rate. 82.2 for employees on restriction duty, the following minimum payments apply: a. where the employee is not required to attend work, one hour; and b. where the employee is required to attend work, three hours for the first attendance on any one day and an additional one hour for any subsequent attendances on that day. reasonable travel time is included in attendance time. 83. emergency duty 83.1
ABSEnterpriseAgreement2019_Signed (1).txt1942overtimed. public holidays - double time for the overtime duty that falls outside standard hours; and e. christmas closedown days - double time. 82. minimum payments 82.1 where an eligible aps1 to aps6, gradabs, cadet aps or trainee aps employee is required to work overtime which is not continuous with ordinary duty (but not emergency duty or restriction duty), the minimum overtime payment for each separate overtime attendance is three hours at the prescribed overtime rate. 82.2 for employees on restriction duty, the following minimum payments apply: a. where the employee is not required to attend work, one hour; and b. where the employee is required to attend work, three hours for the first attendance on any one day and an additional one hour for any subsequent attendances on that day. reasonable travel time is included in attendance time. 83. emergency duty 83.1 where an eligible employee is required to perform emergency duty at a time when
ABSEnterpriseAgreement2019_Signed (1).txt1953overtimeis required to work overtime which is not continuous with ordinary duty (but not emergency duty or restriction duty), the minimum overtime payment for each separate overtime attendance is three hours at the prescribed overtime rate. 82.2 for employees on restriction duty, the following minimum payments apply: a. where the employee is not required to attend work, one hour; and b. where the employee is required to attend work, three hours for the first attendance on any one day and an additional one hour for any subsequent attendances on that day. reasonable travel time is included in attendance time. 83. emergency duty 83.1 where an eligible employee is required to perform emergency duty at a time when they would not ordinarily have been on duty, and no notice was given before ceasing ordinary duty, overtime will be paid at double time and include payment for reasonable travelling time. the minimum overtime payment of three hours will apply. 20 84. restriction duty 84.1
ABSEnterpriseAgreement2019_Signed (1).txt1954overtimeemergency duty or restriction duty), the minimum overtime payment for each separate overtime attendance is three hours at the prescribed overtime rate. 82.2 for employees on restriction duty, the following minimum payments apply: a. where the employee is not required to attend work, one hour; and b. where the employee is required to attend work, three hours for the first attendance on any one day and an additional one hour for any subsequent attendances on that day. reasonable travel time is included in attendance time. 83. emergency duty 83.1 where an eligible employee is required to perform emergency duty at a time when they would not ordinarily have been on duty, and no notice was given before ceasing ordinary duty, overtime will be paid at double time and include payment for reasonable travelling time. the minimum overtime payment of three hours will apply. 20 84. restriction duty 84.1
ABSEnterpriseAgreement2019_Signed (1).txt1955overtimeseparate overtime attendance is three hours at the prescribed overtime rate. 82.2 for employees on restriction duty, the following minimum payments apply: a. where the employee is not required to attend work, one hour; and b. where the employee is required to attend work, three hours for the first attendance on any one day and an additional one hour for any subsequent attendances on that day. reasonable travel time is included in attendance time. 83. emergency duty 83.1 where an eligible employee is required to perform emergency duty at a time when they would not ordinarily have been on duty, and no notice was given before ceasing ordinary duty, overtime will be paid at double time and include payment for reasonable travelling time. the minimum overtime payment of three hours will apply. 20 84. restriction duty 84.1 where an aps1 to aps6 employee, gradabs, or el1 employee who has been
ABSEnterpriseAgreement2019_Signed (1).txt1963travelthat day. reasonable travel time is included in attendance time. 83. emergency duty 83.1 where an eligible employee is required to perform emergency duty at a time when they would not ordinarily have been on duty, and no notice was given before ceasing ordinary duty, overtime will be paid at double time and include payment for reasonable travelling time. the minimum overtime payment of three hours will apply. 20 84. restriction duty 84.1 where an aps1 to aps6 employee, gradabs, or el1 employee who has been restricted under clauses 245.1 to 246.3, is required to perform extra duty in connection with that restriction duty, overtime will be paid. 85. flex time/time off in lieu option 85.1
ABSEnterpriseAgreement2019_Signed (1).txt1973overtimeceasing ordinary duty, overtime will be paid at double time and include payment for reasonable travelling time. the minimum overtime payment of three hours will apply. 20 84. restriction duty 84.1 where an aps1 to aps6 employee, gradabs, or el1 employee who has been restricted under clauses 245.1 to 246.3, is required to perform extra duty in connection with that restriction duty, overtime will be paid. 85. flex time/time off in lieu option 85.1 employees may take overtime as flextime, or time off in lieu, calculated at the applicable overtime rate. 86. minimum break after extra duty 86.1
ABSEnterpriseAgreement2019_Signed (1).txt1974travelreasonable travelling time. the minimum overtime payment of three hours will apply. 20 84. restriction duty 84.1 where an aps1 to aps6 employee, gradabs, or el1 employee who has been restricted under clauses 245.1 to 246.3, is required to perform extra duty in connection with that restriction duty, overtime will be paid. 85. flex time/time off in lieu option 85.1 employees may take overtime as flextime, or time off in lieu, calculated at the applicable overtime rate. 86. minimum break after extra duty 86.1 employees are entitled to eight consecutive hours off duty plus reasonable travelling
ABSEnterpriseAgreement2019_Signed (1).txt1974overtimereasonable travelling time. the minimum overtime payment of three hours will apply. 20 84. restriction duty 84.1 where an aps1 to aps6 employee, gradabs, or el1 employee who has been restricted under clauses 245.1 to 246.3, is required to perform extra duty in connection with that restriction duty, overtime will be paid. 85. flex time/time off in lieu option 85.1 employees may take overtime as flextime, or time off in lieu, calculated at the applicable overtime rate. 86. minimum break after extra duty 86.1 employees are entitled to eight consecutive hours off duty plus reasonable travelling
ABSEnterpriseAgreement2019_Signed (1).txt1986overtimeconnection with that restriction duty, overtime will be paid. 85. flex time/time off in lieu option 85.1 employees may take overtime as flextime, or time off in lieu, calculated at the applicable overtime rate. 86. minimum break after extra duty 86.1 employees are entitled to eight consecutive hours off duty plus reasonable travelling time between the end of duty on any day and the commencement of duty on the next day. employees will not be required to resume duty until they have had such a break. 87. additional information 87.1 further information about overtime arrangements is available in abs guidelines.
ABSEnterpriseAgreement2019_Signed (1).txt1994flextimeemployees may take overtime as flextime, or time off in lieu, calculated at the applicable overtime rate. 86. minimum break after extra duty 86.1 employees are entitled to eight consecutive hours off duty plus reasonable travelling time between the end of duty on any day and the commencement of duty on the next day. employees will not be required to resume duty until they have had such a break. 87. additional information 87.1 further information about overtime arrangements is available in abs guidelines. flexible work arrangements 88. flexible work arrangements 88.1 an employee who meets the criteria specified in section 65 of the fair work act
ABSEnterpriseAgreement2019_Signed (1).txt1994overtimeemployees may take overtime as flextime, or time off in lieu, calculated at the applicable overtime rate. 86. minimum break after extra duty 86.1 employees are entitled to eight consecutive hours off duty plus reasonable travelling time between the end of duty on any day and the commencement of duty on the next day. employees will not be required to resume duty until they have had such a break. 87. additional information 87.1 further information about overtime arrangements is available in abs guidelines. flexible work arrangements 88. flexible work arrangements 88.1 an employee who meets the criteria specified in section 65 of the fair work act
ABSEnterpriseAgreement2019_Signed (1).txt1995overtimeapplicable overtime rate. 86. minimum break after extra duty 86.1 employees are entitled to eight consecutive hours off duty plus reasonable travelling time between the end of duty on any day and the commencement of duty on the next day. employees will not be required to resume duty until they have had such a break. 87. additional information 87.1 further information about overtime arrangements is available in abs guidelines. flexible work arrangements 88. flexible work arrangements 88.1 an employee who meets the criteria specified in section 65 of the fair work act 2009, may request flexible working arrangements, including part-time hours. the
ABSEnterpriseAgreement2019_Signed (1).txt2003travelemployees are entitled to eight consecutive hours off duty plus reasonable travelling time between the end of duty on any day and the commencement of duty on the next day. employees will not be required to resume duty until they have had such a break. 87. additional information 87.1 further information about overtime arrangements is available in abs guidelines. flexible work arrangements 88. flexible work arrangements 88.1 an employee who meets the criteria specified in section 65 of the fair work act 2009, may request flexible working arrangements, including part-time hours. the employee is not eligible to make this request unless they have completed at least 12 months of continuous qualifying service (the australian statistician may waive this requirement in exceptional circumstances). 88.2 a casual employee engaged for irregular or intermittent duties may only request flexible work arrangements if the employee:
ABSEnterpriseAgreement2019_Signed (1).txt2014overtimefurther information about overtime arrangements is available in abs guidelines. flexible work arrangements 88. flexible work arrangements 88.1 an employee who meets the criteria specified in section 65 of the fair work act 2009, may request flexible working arrangements, including part-time hours. the employee is not eligible to make this request unless they have completed at least 12 months of continuous qualifying service (the australian statistician may waive this requirement in exceptional circumstances). 88.2 a casual employee engaged for irregular or intermittent duties may only request flexible work arrangements if the employee: a. is a long term casual employee immediately before making the request; and b. has reasonable expectation of continuing employment on a regular and systematic basis. note: ‘long term casual employee’ is defined at s.12 of the fair work act 2009 88.3 a request made in accordance with clause 88.1 must be in writing and set out details of the change sought and the reasons for the change. the australian statistician will respond in writing to the request within 21 days and will only refuse on reasonable business grounds. where the request is refused, the response will include reasons for
ABSEnterpriseAgreement2019_Signed (1).txt2016flexible work arrangementsflexible work arrangements 88. flexible work arrangements 88.1 an employee who meets the criteria specified in section 65 of the fair work act 2009, may request flexible working arrangements, including part-time hours. the employee is not eligible to make this request unless they have completed at least 12 months of continuous qualifying service (the australian statistician may waive this requirement in exceptional circumstances). 88.2 a casual employee engaged for irregular or intermittent duties may only request flexible work arrangements if the employee: a. is a long term casual employee immediately before making the request; and b. has reasonable expectation of continuing employment on a regular and systematic basis. note: ‘long term casual employee’ is defined at s.12 of the fair work act 2009 88.3 a request made in accordance with clause 88.1 must be in writing and set out details of the change sought and the reasons for the change. the australian statistician will respond in writing to the request within 21 days and will only refuse on reasonable business grounds. where the request is refused, the response will include reasons for the refusal.
ABSEnterpriseAgreement2019_Signed (1).txt2019flexible work arrangementsflexible work arrangements 88.1 an employee who meets the criteria specified in section 65 of the fair work act 2009, may request flexible working arrangements, including part-time hours. the employee is not eligible to make this request unless they have completed at least 12 months of continuous qualifying service (the australian statistician may waive this requirement in exceptional circumstances). 88.2 a casual employee engaged for irregular or intermittent duties may only request flexible work arrangements if the employee: a. is a long term casual employee immediately before making the request; and b. has reasonable expectation of continuing employment on a regular and systematic basis. note: ‘long term casual employee’ is defined at s.12 of the fair work act 2009 88.3 a request made in accordance with clause 88.1 must be in writing and set out details of the change sought and the reasons for the change. the australian statistician will respond in writing to the request within 21 days and will only refuse on reasonable business grounds. where the request is refused, the response will include reasons for the refusal. 88.4 for the purposes of this clause:
ABSEnterpriseAgreement2019_Signed (1).txt2032flexible work arrangementsflexible work arrangements if the employee: a. is a long term casual employee immediately before making the request; and b. has reasonable expectation of continuing employment on a regular and systematic basis. note: ‘long term casual employee’ is defined at s.12 of the fair work act 2009 88.3 a request made in accordance with clause 88.1 must be in writing and set out details of the change sought and the reasons for the change. the australian statistician will respond in writing to the request within 21 days and will only refuse on reasonable business grounds. where the request is refused, the response will include reasons for the refusal. 88.4 for the purposes of this clause: a. ‘qualifying service’ means service that is recognised for redundancy pay purposes; b. ‘casual’ means an employee engaged on an irregular or intermittent basis. 21 part time working arrangements 89. principle 89.1
ABSEnterpriseAgreement2019_Signed (1).txt2153flextimeflextime arrangements or time off in lieu. exceptions will be subject to specific approval having regard to operational requirements. 96. job sharing 96.1 job sharing arrangements may be established between two employees subject to operational requirements. job sharing may be initiated by employees or line managers. 97. additional information 97.1 further information about part time working arrangements is available in abs guidelines. teleworking 98. principle 98.1 in line with abs' commitment to flexible work arrangements, abs is committed to
ABSEnterpriseAgreement2019_Signed (1).txt2182flexible work arrangementsin line with abs' commitment to flexible work arrangements, abs is committed to providing employees with access to teleworking. 99. approval 99.1 the australian statistician will agree to reasonable requests for employees to telework on either a regular, temporary or intermittent basis, subject to operational requirements, suitability of the work and appropriate risk controls. 100. termination of teleworking arrangements 100.1 an employee may terminate telework arrangements by giving reasonable notice. 101. additional information 101.1 further information about teleworking is available in abs guidelines. 23
ABSEnterpriseAgreement2019_Signed (1).txt2256overtimeovertime 105.1 shiftworkers will be subject to general conditions for payment of overtime and emergency duty. duty will be considered overtime where it is performed outside the normal rostered ordinary hours of duty on that day, or in excess of the weekly hours of ordinary duty. 106. break between shift cycles 106.1 shift rosters will be continuous, and provide for two days break between shift cycles. 107. additional annual leave credit 107.1 employees, who work an eligible shift roster, accrue additional annual leave at the rate of one week per annum, which will accrue on a monthly basis. an eligible shift roster is one which, projected over a 12 month period, contains rostered shifts on at least ten sundays and public holidays. 24
ABSEnterpriseAgreement2019_Signed (1).txt2260overtimeshiftworkers will be subject to general conditions for payment of overtime and emergency duty. duty will be considered overtime where it is performed outside the normal rostered ordinary hours of duty on that day, or in excess of the weekly hours of ordinary duty. 106. break between shift cycles 106.1 shift rosters will be continuous, and provide for two days break between shift cycles. 107. additional annual leave credit 107.1 employees, who work an eligible shift roster, accrue additional annual leave at the rate of one week per annum, which will accrue on a monthly basis. an eligible shift roster is one which, projected over a 12 month period, contains rostered shifts on at least ten sundays and public holidays. 24 section f – leave 108. general principles
ABSEnterpriseAgreement2019_Signed (1).txt2261overtimeemergency duty. duty will be considered overtime where it is performed outside the normal rostered ordinary hours of duty on that day, or in excess of the weekly hours of ordinary duty. 106. break between shift cycles 106.1 shift rosters will be continuous, and provide for two days break between shift cycles. 107. additional annual leave credit 107.1 employees, who work an eligible shift roster, accrue additional annual leave at the rate of one week per annum, which will accrue on a monthly basis. an eligible shift roster is one which, projected over a 12 month period, contains rostered shifts on at least ten sundays and public holidays. 24 section f – leave 108. general principles
ABSEnterpriseAgreement2019_Signed (1).txt2364long service leaveconsistent with the provisions of the long service leave (commonwealth employees) act 1976, service for long service leave will be recognised if the break in service is not more than 12 months. annual leave 112. purpose 112.1 annual leave is provided so that employees will have a consistent break from work each year. annual leave is subject to availability of accrued leave and approval in advance. employees are encouraged to use their annual leave entitlement in a manner which avoids the substantial accumulation of annual leave. 113. accrual 113.1 annual leave will accrue at the rate of 20 days (i.e. four weeks) for each full year worked and pro rata for part time employees. annual leave accrues daily and may be accessed as it accrues. 114. half pay option
ABSEnterpriseAgreement2019_Signed (1).txt2365long service leaveemployees) act 1976, service for long service leave will be recognised if the break in service is not more than 12 months. annual leave 112. purpose 112.1 annual leave is provided so that employees will have a consistent break from work each year. annual leave is subject to availability of accrued leave and approval in advance. employees are encouraged to use their annual leave entitlement in a manner which avoids the substantial accumulation of annual leave. 113. accrual 113.1 annual leave will accrue at the rate of 20 days (i.e. four weeks) for each full year worked and pro rata for part time employees. annual leave accrues daily and may be accessed as it accrues. 114. half pay option 114.1
ABSEnterpriseAgreement2019_Signed (1).txt2633long service leaveservice except for long service leave purposes. 131.3 on the provision of suitable documentary evidence, two days per occasion of unpaid personal leave will be granted for caring purposes where paid personal leave has been exhausted. 131.4 non-ongoing employees who receive a loading in lieu of paid leave will have access to unpaid personal leave for caring purposes of two days per occasion consistent with the fair work act 2009. 132. additional information 132.1 further information about personal leave is available in abs guidelines. 29 133. other leave approval 133.1
ABSEnterpriseAgreement2019_Signed (1).txt2835travelb. reasonable travelling time associated with the activity; and c. reasonable recovery time. 141.2 employees who engage in an eligible community service activity have access to reasonable periods of unpaid leave for: a. regular training; and b. ceremonial duties. 142. notification to line managers 142.1 employees must notify their line manager as soon as practicable of their absence, or their intention to be absent and the expected period of the absence. 143. additional information 143.1 further information on community service leave is available in abs guidelines. compassionate leave 144.
ABSEnterpriseAgreement2019_Signed (1).txt2896parental leavea. parental, foster parent or adoption purposes (refer also to parental leave clauses 152.1 to 162.1); b. accompanying a spouse on a posting; c. personal development or training; d. long term carer's responsibilities; e. employment in the interest of the abs or the aps; f. days of cultural, ceremonial or religious significance; and g. community and volunteer purposes. 147. approval 147.1 lwop may be granted if it is considered reasonable in the circumstances having regard to: a. b. c. d. the reason for the proposed leave; the employee's length of service; the employee's recent leave history; and operational needs of the work area and the abs. 148. supporting evidence
ABSEnterpriseAgreement2019_Signed (1).txt2958parental leaveparental leave 152. purpose 152.1 parental leave is a combination of paid and unpaid leave available to eligible employees for a period of up to two years in relation to the birth, adoption or fostering of a child. 33 152.2 employees may also apply for other forms of leave, such as annual leave or long service leave, in accordance with the provisions of this agreement and/or relevant legislation. 153. pregnancy leave 153.1 employees covered by this agreement may be eligible for leave in accordance with the maternity leave (commonwealth employees) act 1973 (in this agreement, referred to as ‘pregnancy leave’), including up to 12 weeks paid leave. 153.2
ABSEnterpriseAgreement2019_Signed (1).txt2965parental leaveparental leave is a combination of paid and unpaid leave available to eligible employees for a period of up to two years in relation to the birth, adoption or fostering of a child. 33 152.2 employees may also apply for other forms of leave, such as annual leave or long service leave, in accordance with the provisions of this agreement and/or relevant legislation. 153. pregnancy leave 153.1 employees covered by this agreement may be eligible for leave in accordance with the maternity leave (commonwealth employees) act 1973 (in this agreement, referred to as ‘pregnancy leave’), including up to 12 weeks paid leave. 153.2 pregnancy leave is available to an employee for their absence from the workplace associated with the birth of their child/children. 154. additional four weeks
ABSEnterpriseAgreement2019_Signed (1).txt2984maternity leavethe maternity leave (commonwealth employees) act 1973 (in this agreement, referred to as ‘pregnancy leave’), including up to 12 weeks paid leave. 153.2 pregnancy leave is available to an employee for their absence from the workplace associated with the birth of their child/children. 154. additional four weeks 154.1 employees eligible to receive paid leave under the maternity leave (commonwealth employees) act 1973 are entitled to receive an additional four weeks of paid leave under this agreement. that is, eligible employees receive a total of up to 16 weeks of paid leave. 155. adoption leave 155.1 the australian statistician will grant an employee, who has service that would qualify an employee for paid leave under the maternity leave (commonwealth employees) act 1973, leave on full pay for a period of up to 16 weeks for the purposes of adopting an eligible adoptive child. adoption leave counts as service for all purposes.
ABSEnterpriseAgreement2019_Signed (1).txt2998maternity leaveemployees eligible to receive paid leave under the maternity leave (commonwealth employees) act 1973 are entitled to receive an additional four weeks of paid leave under this agreement. that is, eligible employees receive a total of up to 16 weeks of paid leave. 155. adoption leave 155.1 the australian statistician will grant an employee, who has service that would qualify an employee for paid leave under the maternity leave (commonwealth employees) act 1973, leave on full pay for a period of up to 16 weeks for the purposes of adopting an eligible adoptive child. adoption leave counts as service for all purposes. 156. pre-adoption leave 156.1 employees (including non-ongoing employees who receive a loading in lieu of paid leave) are entitled to up to two days of unpaid pre-adoption leave to attend any interviews or examinations required in order to obtain approval for the adoption of an eligible adoptive child. employees are not entitled to take a period of unpaid pre-adoption leave if: a. they could instead take some other form of leave; and b. the abs directs them to take some other form of leave.
ABSEnterpriseAgreement2019_Signed (1).txt3010maternity leavequalify an employee for paid leave under the maternity leave (commonwealth employees) act 1973, leave on full pay for a period of up to 16 weeks for the purposes of adopting an eligible adoptive child. adoption leave counts as service for all purposes. 156. pre-adoption leave 156.1 employees (including non-ongoing employees who receive a loading in lieu of paid leave) are entitled to up to two days of unpaid pre-adoption leave to attend any interviews or examinations required in order to obtain approval for the adoption of an eligible adoptive child. employees are not entitled to take a period of unpaid pre-adoption leave if: a. they could instead take some other form of leave; and b. the abs directs them to take some other form of leave. 157. foster parent’s leave 157.1 the australian statistician will grant an employee, who has service that would qualify an employee for paid leave under the maternity leave (commonwealth employees) act 1973, leave on full pay for a period of up to 16 weeks where the employee has assumed long term responsibility arising from the placement of an eligible foster child through a permanent fostering arrangement under the relevant
ABSEnterpriseAgreement2019_Signed (1).txt3036maternity leavequalify an employee for paid leave under the maternity leave (commonwealth employees) act 1973, leave on full pay for a period of up to 16 weeks where the employee has assumed long term responsibility arising from the placement of an eligible foster child through a permanent fostering arrangement under the relevant state or territory child welfare law. 34 158. pregnancy, adoption leave and foster parent’s leave on half salary 158.1 employees who are eligible for paid pregnancy, adoption or foster parent’s leave may elect to have the payment for that leave spread over a maximum of 32 weeks at a rate of half normal salary. any period beyond the first 16 weeks does not count as service for any purpose and this arrangement does not extend the total period of paid or unpaid pregnancy, adoption or foster parent’s leave available. 159. additional pregnancy leave, adoption leave and foster parent’s leave without pay 159.1 employees with a minimum continuous period of 12 months aps service may take up to a total of two years continuous paid and unpaid leave, immediately following
ABSEnterpriseAgreement2019_Signed (1).txt3091parental leavereturn to work after parental leave 161.1 on ending parental or pregnancy leave, an employee is entitled to return to: a. the employee’s pre-parental/pregnancy leave duties; or b. those duties no longer exists – an available position for which the employee is qualified and suited at the same classification and pay as applied pre-parental/ pregnancy leave. where this is not practical, other duties will be sought. 161.2 for the purposes of clause 161.1, duties means those performed: a. if the employee was moved to safe duties because of the pregnancy – immediately before the move; or b. if the employee began working part-time because of the pregnancy – immediately before the part-time employment began; or c. otherwise – immediately before the employee commenced pregnancy or parental leave. 162. additional information 162.1 further information about parental leave is available in abs guidelines. 35
ABSEnterpriseAgreement2019_Signed (1).txt3109parental leaveparental leave. 162. additional information 162.1 further information about parental leave is available in abs guidelines. 35 163. long service leave (lsl) long service leave 163.1 an employee is eligible for long service leave in accordance with the long service leave (commonwealth employees) act 1976. the minimum period during which long service leave can be taken is seven calendar days at full pay (or 14 calendar days at half pay). long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. 164. additional information 164.1
ABSEnterpriseAgreement2019_Signed (1).txt3117parental leavefurther information about parental leave is available in abs guidelines. 35 163. long service leave (lsl) long service leave 163.1 an employee is eligible for long service leave in accordance with the long service leave (commonwealth employees) act 1976. the minimum period during which long service leave can be taken is seven calendar days at full pay (or 14 calendar days at half pay). long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. 164. additional information 164.1 further information about lsl arrangements is available in abs guidelines. absence without approval 165. absence without approval 165.1
ABSEnterpriseAgreement2019_Signed (1).txt3123long service leavelong service leave (lsl) long service leave 163.1 an employee is eligible for long service leave in accordance with the long service leave (commonwealth employees) act 1976. the minimum period during which long service leave can be taken is seven calendar days at full pay (or 14 calendar days at half pay). long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. 164. additional information 164.1 further information about lsl arrangements is available in abs guidelines. absence without approval 165. absence without approval 165.1 where an employee is absent from duty without approval: a. if the absence occurs as part of industrial action, it will be without pay and will not count as service for any purpose; and b. if the absence occurs for any other reason, the employee’s line manager may require the employee to make up time, or may require an absence of 30 minutes
ABSEnterpriseAgreement2019_Signed (1).txt3127long service leavean employee is eligible for long service leave in accordance with the long service leave (commonwealth employees) act 1976. the minimum period during which long service leave can be taken is seven calendar days at full pay (or 14 calendar days at half pay). long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. 164. additional information 164.1 further information about lsl arrangements is available in abs guidelines. absence without approval 165. absence without approval 165.1 where an employee is absent from duty without approval: a. if the absence occurs as part of industrial action, it will be without pay and will not count as service for any purpose; and b. if the absence occurs for any other reason, the employee’s line manager may require the employee to make up time, or may require an absence of 30 minutes or more to be taken without pay in which case the absence will not count as service for any purpose. 166.
ABSEnterpriseAgreement2019_Signed (1).txt3129long service leavelong service leave can be taken is seven calendar days at full pay (or 14 calendar days at half pay). long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. 164. additional information 164.1 further information about lsl arrangements is available in abs guidelines. absence without approval 165. absence without approval 165.1 where an employee is absent from duty without approval: a. if the absence occurs as part of industrial action, it will be without pay and will not count as service for any purpose; and b. if the absence occurs for any other reason, the employee’s line manager may require the employee to make up time, or may require an absence of 30 minutes or more to be taken without pay in which case the absence will not count as service for any purpose. 166. effect on salary and benefits
ABSEnterpriseAgreement2019_Signed (1).txt3130long service leavedays at half pay). long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. 164. additional information 164.1 further information about lsl arrangements is available in abs guidelines. absence without approval 165. absence without approval 165.1 where an employee is absent from duty without approval: a. if the absence occurs as part of industrial action, it will be without pay and will not count as service for any purpose; and b. if the absence occurs for any other reason, the employee’s line manager may require the employee to make up time, or may require an absence of 30 minutes or more to be taken without pay in which case the absence will not count as service for any purpose. 166. effect on salary and benefits
ABSEnterpriseAgreement2019_Signed (1).txt3276long service leaveannual leave, long service leave, or flex leave will be re-credited to the extent of the period of personal, compassionate or community service leave granted. 172.3 long service leave will only be re-credited in full days for the period specified on the suitable documentary evidence. weekends will not be re-credited unless the documentary evidence specifically covers those dates. 37 173. other legislated leave provisions 173.1 other forms of legislated leave will be recognised. 38 section g – healthy workplace work health and safety (whs) 174. commitment to a safe and healthy work environment 174.1 the abs is committed to creating and maintaining a safe and healthy work environment. responsibilities are outlined in the work health and safety act 2011.
ABSEnterpriseAgreement2019_Signed (1).txt3281long service leavelong service leave will only be re-credited in full days for the period specified on the suitable documentary evidence. weekends will not be re-credited unless the documentary evidence specifically covers those dates. 37 173. other legislated leave provisions 173.1 other forms of legislated leave will be recognised. 38 section g – healthy workplace work health and safety (whs) 174. commitment to a safe and healthy work environment 174.1 the abs is committed to creating and maintaining a safe and healthy work environment. responsibilities are outlined in the work health and safety act 2011. influenza vaccinations 175. influenza vaccination program
ABSEnterpriseAgreement2019_Signed (1).txt3318influenza vaccinecost of the influenza vaccine. support for employees 176. employee assistance program 176.1 abs will provide employees and their families with access to confidential, professional employee counselling assistance to help them to resolve personal and/or work related problems. 177. eyesight testing 177.1 an employee whose job involves screen based work may seek an eyesight test once every two years, and be reimbursed in accordance with specified limits. 178. spectacle reimbursement 178.1 where spectacles and lenses are prescribed for operating screen based equipment, the employee will be reimbursed up to $100.00 for single vision lenses
ABSEnterpriseAgreement2019_Signed (1).txt3387study leavea. paid study leave up to six hours per week (pro rata for part time employees); b. agreed additional leave in the form of flextime, or time off, or annual leave or leave without pay; c. paid study leave up to ten hours per week for aboriginal and torres strait islander students, students with a disability, and students who meet an identified objective of the abs workplace diversity program; and d. financial support in some circumstances to assist students, including aboriginal and torres strait islander students, with some or all of their course fees. 182. support for full time study 182.1 leave without pay may be granted to employees for the purpose of full time study. 183. professional association membership fees 183.1 payment for professional association membership fees will be made where it is an essential requirement for the performance of an employee’s duties e.g. maintenance of mandatory qualifications. in other circumstances, the abs may pay for personal professional association membership costs, or facilitate corporate membership, where such membership is considered to provide a direct benefit to the abs. this will be determined on a case by case basis.
ABSEnterpriseAgreement2019_Signed (1).txt3388flextimeb. agreed additional leave in the form of flextime, or time off, or annual leave or leave without pay; c. paid study leave up to ten hours per week for aboriginal and torres strait islander students, students with a disability, and students who meet an identified objective of the abs workplace diversity program; and d. financial support in some circumstances to assist students, including aboriginal and torres strait islander students, with some or all of their course fees. 182. support for full time study 182.1 leave without pay may be granted to employees for the purpose of full time study. 183. professional association membership fees 183.1 payment for professional association membership fees will be made where it is an essential requirement for the performance of an employee’s duties e.g. maintenance of mandatory qualifications. in other circumstances, the abs may pay for personal professional association membership costs, or facilitate corporate membership, where such membership is considered to provide a direct benefit to the abs. this will be determined on a case by case basis. 184.
ABSEnterpriseAgreement2019_Signed (1).txt3390study leavec. paid study leave up to ten hours per week for aboriginal and torres strait islander students, students with a disability, and students who meet an identified objective of the abs workplace diversity program; and d. financial support in some circumstances to assist students, including aboriginal and torres strait islander students, with some or all of their course fees. 182. support for full time study 182.1 leave without pay may be granted to employees for the purpose of full time study. 183. professional association membership fees 183.1 payment for professional association membership fees will be made where it is an essential requirement for the performance of an employee’s duties e.g. maintenance of mandatory qualifications. in other circumstances, the abs may pay for personal professional association membership costs, or facilitate corporate membership, where such membership is considered to provide a direct benefit to the abs. this will be determined on a case by case basis. 184. additional information
ABSEnterpriseAgreement2019_Signed (1).txt3592flexible work arrangementsflexible work arrangements 195.1 in keeping with the abs commitment to work/life balance, flexible working arrangements such as part time work and the use of a variety of leave provisions can be suitable for use by mature age employees. employees are encouraged to explore these flexibilities as a means of extending their working lives and to assist their transition to retirement. 195.2 subject to operational requirements, managers will favourably consider flexible working arrangements as a means of retaining mature age employees who might otherwise choose to leave the abs. 196. additional information 196.1 further information is available in the mature age employee strategy and abs guidelines. separation from the australian public service (aps) 197. resignation from the aps
ABSEnterpriseAgreement2019_Signed (1).txt3797overtimefor the unexpired part of the notice period, including provision for overtime where it could be reasonably expected that it would have applied. 208. redundancy benefit 208.1 an employee who accepts an offer of a voluntary redundancy with a redundancy benefit and whose employment is terminated by the australian statistician under section 29 of the public service act 1999 on the grounds that the employee is excess to the requirements of the abs, is entitled to payment of a redundancy benefit of an amount equal to two weeks’ salary for each completed year of continuous service, plus a pro rata payment for completed months of service, subject to any minimum amount the employee is entitled to under the national employment standards (nes). 208.2 the minimum sum payable will be four weeks’ salary and the maximum will be 48 weeks’ salary. 208.3 the redundancy benefit will be calculated on a pro rata basis for any period where an employee has worked part-time hours during their period of service and the employee has less than 24 years full-time service, subject to any minimum amount the employee is entitled to under the nes.
ABSEnterpriseAgreement2019_Signed (1).txt3917travelthe excess employee will be reimbursed for reasonable travel and incidental expenses incurred in seeking alternative employment where the costs are not met by the prospective employer. 214.3 an excess employee required to move household to a new locality on redeployment will be entitled to reimbursement of reasonable costs incurred. 215. restriction on involuntary redundancy 215.1 an excess employee will not have their employment involuntarily terminated if they have: a. not been invited to elect to accept voluntary redundancy; or b. elected voluntary redundancy; or c. elected to accept voluntary redundancy but the australian statistician refused to approve it. 215.2 further, where a redundancy situation affects a number of employees engaged in the same work at the same level and at the same location, and those employees have been invited to elect to accept voluntary redundancy, the australian statistician will not involuntarily terminate any employees if there are employees engaged in that work at that level at that location who have elected to be voluntarily terminated, been refused and still wish to accept voluntary redundancy.
ABSEnterpriseAgreement2019_Signed (1).txt4069travelsection j – travel and allowances higher duties allowance (hda) 225. payment of hda 225.1 provisions relating to hda are in clauses 187.1 to 189.1. official travel (domestic) 226. principle 226.1 employees will have access to reasonable standards of travel, accommodation and meals and be compensated for additional expenses which are required while travelling on official business on behalf of the abs. 227. payment of travel costs 227.1 accommodation and taxi fares will be paid on an actual cost basis using an australian government credit card. employees will be provided with a prepaid allowance for meals and incidentals. other reasonable travel costs as determined by
ABSEnterpriseAgreement2019_Signed (1).txt4079travelofficial travel (domestic) 226. principle 226.1 employees will have access to reasonable standards of travel, accommodation and meals and be compensated for additional expenses which are required while travelling on official business on behalf of the abs. 227. payment of travel costs 227.1 accommodation and taxi fares will be paid on an actual cost basis using an australian government credit card. employees will be provided with a prepaid allowance for meals and incidentals. other reasonable travel costs as determined by the australian statistician will be reimbursed. 228. travel rates 228.1 current rates for travel related allowances are in abs guidelines. these rates will be adjusted in line with advice provided by agreed accredited providers and other
ABSEnterpriseAgreement2019_Signed (1).txt4086travelemployees will have access to reasonable standards of travel, accommodation and meals and be compensated for additional expenses which are required while travelling on official business on behalf of the abs. 227. payment of travel costs 227.1 accommodation and taxi fares will be paid on an actual cost basis using an australian government credit card. employees will be provided with a prepaid allowance for meals and incidentals. other reasonable travel costs as determined by the australian statistician will be reimbursed. 228. travel rates 228.1 current rates for travel related allowances are in abs guidelines. these rates will be adjusted in line with advice provided by agreed accredited providers and other recognised sources. 229. part day travel 229.1
ABSEnterpriseAgreement2019_Signed (1).txt4088traveltravelling on official business on behalf of the abs. 227. payment of travel costs 227.1 accommodation and taxi fares will be paid on an actual cost basis using an australian government credit card. employees will be provided with a prepaid allowance for meals and incidentals. other reasonable travel costs as determined by the australian statistician will be reimbursed. 228. travel rates 228.1 current rates for travel related allowances are in abs guidelines. these rates will be adjusted in line with advice provided by agreed accredited providers and other recognised sources. 229. part day travel 229.1 an employee who is required to be absent from their usual place of work on official
ABSEnterpriseAgreement2019_Signed (1).txt4092travelpayment of travel costs 227.1 accommodation and taxi fares will be paid on an actual cost basis using an australian government credit card. employees will be provided with a prepaid allowance for meals and incidentals. other reasonable travel costs as determined by the australian statistician will be reimbursed. 228. travel rates 228.1 current rates for travel related allowances are in abs guidelines. these rates will be adjusted in line with advice provided by agreed accredited providers and other recognised sources. 229. part day travel 229.1 an employee who is required to be absent from their usual place of work on official business for a period of not less than ten hours, but who is not absent overnight, will be paid an allowance of $40.00 which will apply during the life of the agreement. 230.
ABSEnterpriseAgreement2019_Signed (1).txt4098travelallowance for meals and incidentals. other reasonable travel costs as determined by the australian statistician will be reimbursed. 228. travel rates 228.1 current rates for travel related allowances are in abs guidelines. these rates will be adjusted in line with advice provided by agreed accredited providers and other recognised sources. 229. part day travel 229.1 an employee who is required to be absent from their usual place of work on official business for a period of not less than ten hours, but who is not absent overnight, will be paid an allowance of $40.00 which will apply during the life of the agreement. 230. recognition of travel time 230.1 where an employee is required to undertake official travel within the bandwidth, time
ABSEnterpriseAgreement2019_Signed (1).txt4103traveltravel rates 228.1 current rates for travel related allowances are in abs guidelines. these rates will be adjusted in line with advice provided by agreed accredited providers and other recognised sources. 229. part day travel 229.1 an employee who is required to be absent from their usual place of work on official business for a period of not less than ten hours, but who is not absent overnight, will be paid an allowance of $40.00 which will apply during the life of the agreement. 230. recognition of travel time 230.1 where an employee is required to undertake official travel within the bandwidth, time will be recorded as work hours. 230.2 where an employee who is eligible for flextime is required to undertake official travel
ABSEnterpriseAgreement2019_Signed (1).txt4107travelcurrent rates for travel related allowances are in abs guidelines. these rates will be adjusted in line with advice provided by agreed accredited providers and other recognised sources. 229. part day travel 229.1 an employee who is required to be absent from their usual place of work on official business for a period of not less than ten hours, but who is not absent overnight, will be paid an allowance of $40.00 which will apply during the life of the agreement. 230. recognition of travel time 230.1 where an employee is required to undertake official travel within the bandwidth, time will be recorded as work hours. 230.2 where an employee who is eligible for flextime is required to undertake official travel outside the bandwidth, the associated travel time may be claimed as flextime at single time rate. 231.
ABSEnterpriseAgreement2019_Signed (1).txt4113travelpart day travel 229.1 an employee who is required to be absent from their usual place of work on official business for a period of not less than ten hours, but who is not absent overnight, will be paid an allowance of $40.00 which will apply during the life of the agreement. 230. recognition of travel time 230.1 where an employee is required to undertake official travel within the bandwidth, time will be recorded as work hours. 230.2 where an employee who is eligible for flextime is required to undertake official travel outside the bandwidth, the associated travel time may be claimed as flextime at single time rate. 231. class of travel 231.1 where required to travel on official abs business within australia and new zealand,
ABSEnterpriseAgreement2019_Signed (1).txt4123travelrecognition of travel time 230.1 where an employee is required to undertake official travel within the bandwidth, time will be recorded as work hours. 230.2 where an employee who is eligible for flextime is required to undertake official travel outside the bandwidth, the associated travel time may be claimed as flextime at single time rate. 231. class of travel 231.1 where required to travel on official abs business within australia and new zealand, employees will be entitled to economy class air travel or an alternate mode of travel where group travel makes this more cost effective or where air travel is not available. employees must also follow government and abs policy when air flights are being booked. 50 232. minimum break after evening travel
ABSEnterpriseAgreement2019_Signed (1).txt4123recognition of travel timerecognition of travel time 230.1 where an employee is required to undertake official travel within the bandwidth, time will be recorded as work hours. 230.2 where an employee who is eligible for flextime is required to undertake official travel outside the bandwidth, the associated travel time may be claimed as flextime at single time rate. 231. class of travel 231.1 where required to travel on official abs business within australia and new zealand, employees will be entitled to economy class air travel or an alternate mode of travel where group travel makes this more cost effective or where air travel is not available. employees must also follow government and abs policy when air flights are being booked. 50 232. minimum break after evening travel
ABSEnterpriseAgreement2019_Signed (1).txt4127travelwhere an employee is required to undertake official travel within the bandwidth, time will be recorded as work hours. 230.2 where an employee who is eligible for flextime is required to undertake official travel outside the bandwidth, the associated travel time may be claimed as flextime at single time rate. 231. class of travel 231.1 where required to travel on official abs business within australia and new zealand, employees will be entitled to economy class air travel or an alternate mode of travel where group travel makes this more cost effective or where air travel is not available. employees must also follow government and abs policy when air flights are being booked. 50 232. minimum break after evening travel 232.1 where possible, employees should have eight consecutive hours off duty plus
ABSEnterpriseAgreement2019_Signed (1).txt4127bandwidthwhere an employee is required to undertake official travel within the bandwidth, time will be recorded as work hours. 230.2 where an employee who is eligible for flextime is required to undertake official travel outside the bandwidth, the associated travel time may be claimed as flextime at single time rate. 231. class of travel 231.1 where required to travel on official abs business within australia and new zealand, employees will be entitled to economy class air travel or an alternate mode of travel where group travel makes this more cost effective or where air travel is not available. employees must also follow government and abs policy when air flights are being booked. 50 232. minimum break after evening travel 232.1 where possible, employees should have eight consecutive hours off duty plus
ABSEnterpriseAgreement2019_Signed (1).txt4132flextimewhere an employee who is eligible for flextime is required to undertake official travel outside the bandwidth, the associated travel time may be claimed as flextime at single time rate. 231. class of travel 231.1 where required to travel on official abs business within australia and new zealand, employees will be entitled to economy class air travel or an alternate mode of travel where group travel makes this more cost effective or where air travel is not available. employees must also follow government and abs policy when air flights are being booked. 50 232. minimum break after evening travel 232.1 where possible, employees should have eight consecutive hours off duty plus reasonable travelling time between the arrival at their destination and the commencement of duty on the next day. 233.
ABSEnterpriseAgreement2019_Signed (1).txt4132travelwhere an employee who is eligible for flextime is required to undertake official travel outside the bandwidth, the associated travel time may be claimed as flextime at single time rate. 231. class of travel 231.1 where required to travel on official abs business within australia and new zealand, employees will be entitled to economy class air travel or an alternate mode of travel where group travel makes this more cost effective or where air travel is not available. employees must also follow government and abs policy when air flights are being booked. 50 232. minimum break after evening travel 232.1 where possible, employees should have eight consecutive hours off duty plus reasonable travelling time between the arrival at their destination and the commencement of duty on the next day. 233.
ABSEnterpriseAgreement2019_Signed (1).txt4133flextimeoutside the bandwidth, the associated travel time may be claimed as flextime at single time rate. 231. class of travel 231.1 where required to travel on official abs business within australia and new zealand, employees will be entitled to economy class air travel or an alternate mode of travel where group travel makes this more cost effective or where air travel is not available. employees must also follow government and abs policy when air flights are being booked. 50 232. minimum break after evening travel 232.1 where possible, employees should have eight consecutive hours off duty plus reasonable travelling time between the arrival at their destination and the commencement of duty on the next day. 233. airline lounge memberships
ABSEnterpriseAgreement2019_Signed (1).txt4133traveloutside the bandwidth, the associated travel time may be claimed as flextime at single time rate. 231. class of travel 231.1 where required to travel on official abs business within australia and new zealand, employees will be entitled to economy class air travel or an alternate mode of travel where group travel makes this more cost effective or where air travel is not available. employees must also follow government and abs policy when air flights are being booked. 50 232. minimum break after evening travel 232.1 where possible, employees should have eight consecutive hours off duty plus reasonable travelling time between the arrival at their destination and the commencement of duty on the next day. 233. airline lounge memberships
ABSEnterpriseAgreement2019_Signed (1).txt4133bandwidthoutside the bandwidth, the associated travel time may be claimed as flextime at single time rate. 231. class of travel 231.1 where required to travel on official abs business within australia and new zealand, employees will be entitled to economy class air travel or an alternate mode of travel where group travel makes this more cost effective or where air travel is not available. employees must also follow government and abs policy when air flights are being booked. 50 232. minimum break after evening travel 232.1 where possible, employees should have eight consecutive hours off duty plus reasonable travelling time between the arrival at their destination and the commencement of duty on the next day. 233. airline lounge memberships
ABSEnterpriseAgreement2019_Signed (1).txt4138travelclass of travel 231.1 where required to travel on official abs business within australia and new zealand, employees will be entitled to economy class air travel or an alternate mode of travel where group travel makes this more cost effective or where air travel is not available. employees must also follow government and abs policy when air flights are being booked. 50 232. minimum break after evening travel 232.1 where possible, employees should have eight consecutive hours off duty plus reasonable travelling time between the arrival at their destination and the commencement of duty on the next day. 233. airline lounge memberships 233.1 frequent travellers will be entitled to one airline lounge membership per annum.
ABSEnterpriseAgreement2019_Signed (1).txt4142travelwhere required to travel on official abs business within australia and new zealand, employees will be entitled to economy class air travel or an alternate mode of travel where group travel makes this more cost effective or where air travel is not available. employees must also follow government and abs policy when air flights are being booked. 50 232. minimum break after evening travel 232.1 where possible, employees should have eight consecutive hours off duty plus reasonable travelling time between the arrival at their destination and the commencement of duty on the next day. 233. airline lounge memberships 233.1 frequent travellers will be entitled to one airline lounge membership per annum. 234. reimbursement of additional caring costs
ABSEnterpriseAgreement2019_Signed (1).txt4143travelemployees will be entitled to economy class air travel or an alternate mode of travel where group travel makes this more cost effective or where air travel is not available. employees must also follow government and abs policy when air flights are being booked. 50 232. minimum break after evening travel 232.1 where possible, employees should have eight consecutive hours off duty plus reasonable travelling time between the arrival at their destination and the commencement of duty on the next day. 233. airline lounge memberships 233.1 frequent travellers will be entitled to one airline lounge membership per annum. 234. reimbursement of additional caring costs 234.1
ABSEnterpriseAgreement2019_Signed (1).txt4144travelwhere group travel makes this more cost effective or where air travel is not available. employees must also follow government and abs policy when air flights are being booked. 50 232. minimum break after evening travel 232.1 where possible, employees should have eight consecutive hours off duty plus reasonable travelling time between the arrival at their destination and the commencement of duty on the next day. 233. airline lounge memberships 233.1 frequent travellers will be entitled to one airline lounge membership per annum. 234. reimbursement of additional caring costs 234.1
ABSEnterpriseAgreement2019_Signed (1).txt4152travelminimum break after evening travel 232.1 where possible, employees should have eight consecutive hours off duty plus reasonable travelling time between the arrival at their destination and the commencement of duty on the next day. 233. airline lounge memberships 233.1 frequent travellers will be entitled to one airline lounge membership per annum. 234. reimbursement of additional caring costs 234.1 employees with caring responsibilities, who are required to travel outside the bandwidth, will be entitled to reimbursement of costs for commercial caring services where the normal caring arrangements are not available. 235. additional information
ABSEnterpriseAgreement2019_Signed (1).txt4157travelreasonable travelling time between the arrival at their destination and the commencement of duty on the next day. 233. airline lounge memberships 233.1 frequent travellers will be entitled to one airline lounge membership per annum. 234. reimbursement of additional caring costs 234.1 employees with caring responsibilities, who are required to travel outside the bandwidth, will be entitled to reimbursement of costs for commercial caring services where the normal caring arrangements are not available. 235. additional information 235.1 further information about official travel including airline lounge membership and domestic travel is in abs guidelines.
ABSEnterpriseAgreement2019_Signed (1).txt4166travelfrequent travellers will be entitled to one airline lounge membership per annum. 234. reimbursement of additional caring costs 234.1 employees with caring responsibilities, who are required to travel outside the bandwidth, will be entitled to reimbursement of costs for commercial caring services where the normal caring arrangements are not available. 235. additional information 235.1 further information about official travel including airline lounge membership and domestic travel is in abs guidelines. official travel (international) 236. international travel 236.1 where required to undertake international travel, other than to new zealand, on official abs business, employees will be entitled to business class air travel.
ABSEnterpriseAgreement2019_Signed (1).txt4174travelemployees with caring responsibilities, who are required to travel outside the bandwidth, will be entitled to reimbursement of costs for commercial caring services where the normal caring arrangements are not available. 235. additional information 235.1 further information about official travel including airline lounge membership and domestic travel is in abs guidelines. official travel (international) 236. international travel 236.1 where required to undertake international travel, other than to new zealand, on official abs business, employees will be entitled to business class air travel. 236.2 information for employees required to undertake international travel is in abs guidelines. international assignments 237.
ABSEnterpriseAgreement2019_Signed (1).txt4175bandwidthbandwidth, will be entitled to reimbursement of costs for commercial caring services where the normal caring arrangements are not available. 235. additional information 235.1 further information about official travel including airline lounge membership and domestic travel is in abs guidelines. official travel (international) 236. international travel 236.1 where required to undertake international travel, other than to new zealand, on official abs business, employees will be entitled to business class air travel. 236.2 information for employees required to undertake international travel is in abs guidelines. international assignments 237.
ABSEnterpriseAgreement2019_Signed (1).txt4184travelfurther information about official travel including airline lounge membership and domestic travel is in abs guidelines. official travel (international) 236. international travel 236.1 where required to undertake international travel, other than to new zealand, on official abs business, employees will be entitled to business class air travel. 236.2 information for employees required to undertake international travel is in abs guidelines. international assignments 237. conditions 237.1 in determining the appropriate conditions and rates, the abs may be guided by the conditions of service extended to employees of the department of foreign affairs and trade and material available from accredited providers. 237.2
ABSEnterpriseAgreement2019_Signed (1).txt4185traveldomestic travel is in abs guidelines. official travel (international) 236. international travel 236.1 where required to undertake international travel, other than to new zealand, on official abs business, employees will be entitled to business class air travel. 236.2 information for employees required to undertake international travel is in abs guidelines. international assignments 237. conditions 237.1 in determining the appropriate conditions and rates, the abs may be guided by the conditions of service extended to employees of the department of foreign affairs and trade and material available from accredited providers. 237.2
ABSEnterpriseAgreement2019_Signed (1).txt4187travelofficial travel (international) 236. international travel 236.1 where required to undertake international travel, other than to new zealand, on official abs business, employees will be entitled to business class air travel. 236.2 information for employees required to undertake international travel is in abs guidelines. international assignments 237. conditions 237.1 in determining the appropriate conditions and rates, the abs may be guided by the conditions of service extended to employees of the department of foreign affairs and trade and material available from accredited providers. 237.2 further information about international assignments and entitlements is in abs guidelines.
ABSEnterpriseAgreement2019_Signed (1).txt4190travelinternational travel 236.1 where required to undertake international travel, other than to new zealand, on official abs business, employees will be entitled to business class air travel. 236.2 information for employees required to undertake international travel is in abs guidelines. international assignments 237. conditions 237.1 in determining the appropriate conditions and rates, the abs may be guided by the conditions of service extended to employees of the department of foreign affairs and trade and material available from accredited providers. 237.2 further information about international assignments and entitlements is in abs guidelines. motor vehicle allowance (mva) 238.
ABSEnterpriseAgreement2019_Signed (1).txt4194travelwhere required to undertake international travel, other than to new zealand, on official abs business, employees will be entitled to business class air travel. 236.2 information for employees required to undertake international travel is in abs guidelines. international assignments 237. conditions 237.1 in determining the appropriate conditions and rates, the abs may be guided by the conditions of service extended to employees of the department of foreign affairs and trade and material available from accredited providers. 237.2 further information about international assignments and entitlements is in abs guidelines. motor vehicle allowance (mva) 238. purpose 238.1
ABSEnterpriseAgreement2019_Signed (1).txt4195travelofficial abs business, employees will be entitled to business class air travel. 236.2 information for employees required to undertake international travel is in abs guidelines. international assignments 237. conditions 237.1 in determining the appropriate conditions and rates, the abs may be guided by the conditions of service extended to employees of the department of foreign affairs and trade and material available from accredited providers. 237.2 further information about international assignments and entitlements is in abs guidelines. motor vehicle allowance (mva) 238. purpose 238.1
ABSEnterpriseAgreement2019_Signed (1).txt4199travelinformation for employees required to undertake international travel is in abs guidelines. international assignments 237. conditions 237.1 in determining the appropriate conditions and rates, the abs may be guided by the conditions of service extended to employees of the department of foreign affairs and trade and material available from accredited providers. 237.2 further information about international assignments and entitlements is in abs guidelines. motor vehicle allowance (mva) 238. purpose 238.1 mva is payable as reimbursement for motor fuel and normal wear and tear where approval is given for an employee to use a private motor vehicle for official purposes.
ABSEnterpriseAgreement2019_Signed (1).txt4300overtimeovertime meal allowance (oma) 242. purpose 242.1 oma provides reasonable compensation to employees who are required to work overtime beyond a prescribed meal period. 243. prescribed meal periods 243.1 meal periods for the purposes of oma are: 7:00pm to 7:30pm, 1:00am to 1:30am, 6:30am to 7:00am and 12:30pm to 1:00pm. 244. rate and method of adjustment 244.1 the oma rate payable from the date this agreement comes into effect is $30.60. these rates will be adjusted annually in line with rates provided by the subscription service provider. restriction allowance
ABSEnterpriseAgreement2019_Signed (1).txt4308overtimeovertime beyond a prescribed meal period. 243. prescribed meal periods 243.1 meal periods for the purposes of oma are: 7:00pm to 7:30pm, 1:00am to 1:30am, 6:30am to 7:00am and 12:30pm to 1:00pm. 244. rate and method of adjustment 244.1 the oma rate payable from the date this agreement comes into effect is $30.60. these rates will be adjusted annually in line with rates provided by the subscription service provider. restriction allowance 245. purpose 245.1 restriction allowance is payable where abs requires an aps1 to aps6 employee, and in exceptional circumstances an el1 employee, to be contactable and available
ABSEnterpriseAgreement2019_Signed (1).txt4361overtimean employee cannot work overtime and be paid restriction allowance for the same period. 247. abs issue 247.1 aps1 to aps6 employees who are restricted under these provisions will be provided with access to appropriate abs issued communications technology, where required for operational purposes. first aid allowance 248. eligibility 248.1 where an employee possesses a current first aid certificate (senior first aid level or equivalent) and has recognised first aid responsibilities within the abs, the employee will be paid a first aid allowance of $22.57 per fortnight from the commencement of this agreement. the rate will be increased by, and at the time of, the general salary increases specified at clause 9.1(b) and (c) of this agreement. 249. additional information
ABSEnterpriseAgreement2019_Signed (1).txt4469traveltravel allowance (first 21 days) and rental assistance; and bond advance, disturbance allowance (greater than 12 months), pet relocation expenses, pre-transfer search and reunion visits. where the abs advertises a vacancy that results in a temporary relocation of an employee, or an employee relocates to meet the business needs of the abs, for less than three months, relocation assistance will be provided for: a. b. c. d. transport to new location; temporary accommodation; travel allowance (first 21 days) and rental assistance; and bond advance and pre-transfer search. 253.5 where an employee relocates for personal reasons, the employee may receive relocation assistance at the discretion of the australian statistician. 254. access for new employees 254.1 relocation assistance will be provided to ongoing employees on engagement, for: a.
ABSEnterpriseAgreement2019_Signed (1).txt4469travel allowancetravel allowance (first 21 days) and rental assistance; and bond advance, disturbance allowance (greater than 12 months), pet relocation expenses, pre-transfer search and reunion visits. where the abs advertises a vacancy that results in a temporary relocation of an employee, or an employee relocates to meet the business needs of the abs, for less than three months, relocation assistance will be provided for: a. b. c. d. transport to new location; temporary accommodation; travel allowance (first 21 days) and rental assistance; and bond advance and pre-transfer search. 253.5 where an employee relocates for personal reasons, the employee may receive relocation assistance at the discretion of the australian statistician. 254. access for new employees 254.1 relocation assistance will be provided to ongoing employees on engagement, for: a.
ABSEnterpriseAgreement2019_Signed (1).txt4483traveltravel allowance (first 21 days) and rental assistance; and bond advance and pre-transfer search. 253.5 where an employee relocates for personal reasons, the employee may receive relocation assistance at the discretion of the australian statistician. 254. access for new employees 254.1 relocation assistance will be provided to ongoing employees on engagement, for: a. b. c. d. transport to new location; uplift of furniture and effects; temporary accommodation; and bond advance, pet relocation expenses and pre-transfer search. 254.2 on engagement, non-ongoing employees may receive relocation assistance at the discretion of the australian statistician.
ABSEnterpriseAgreement2019_Signed (1).txt4483travel allowancetravel allowance (first 21 days) and rental assistance; and bond advance and pre-transfer search. 253.5 where an employee relocates for personal reasons, the employee may receive relocation assistance at the discretion of the australian statistician. 254. access for new employees 254.1 relocation assistance will be provided to ongoing employees on engagement, for: a. b. c. d. transport to new location; uplift of furniture and effects; temporary accommodation; and bond advance, pet relocation expenses and pre-transfer search. 254.2 on engagement, non-ongoing employees may receive relocation assistance at the discretion of the australian statistician.
ABSEnterpriseAgreement2019_Signed (1).txt5927long service leaveb. for long service leave, a calendar year; and c. for personal leave, a personal leave year. agreement means the australian bureau of statistics enterprise agreement 2019. approved students means those employees who have completed the study support application and had their application approved. aps means the australian public service, and includes the australian bureau of statistics. australian statistician means the australian statistician or delegate. casual employee means a non-ongoing employee who is engaged on an irregular or intermittent contract. de facto partner means a person who, although not legally married to the employee, lives with the employee in a relationship as a couple on a genuine domestic basis (whether the employee and the person are of the same sex or different sexes). eligible adoptive child means: a. a child who is, or will be, under 16 as at the day of placement, or the expected day of placement; and b. a child who has not or will have not, lived continuously with the employee for a period of six months or more as at the day of placement, or the expected day of placement; and c. a child who is not (otherwise than because of the adoption) a child of the employee or the employee’s spouse or de facto partner. eligible foster child means: a. a child who has been placed in a fostering arrangement of at least six months, by a person or organisation with statutory responsibility for the placement of the child; and b. a child who is, or will be, under 16 as at the day of placement, or the expected day of placement; and c. a child who is not (otherwise than as a result of the permanent fostering arrangement) a child of the employee or the employee’s spouse or de facto partner; and d. a child who is not expected to return to their family. 65
ABSEnterpriseAgreement2019_Signed (1).txt5977travelfrequent travellers means those employees who are required to undertake 12 or more airline flights per year on abs business. immediate family means: a. a spouse or de facto partner of the employee irrespective of gender (including a former spouse or de facto partner); and/or b. any person dependant on the employee for care or support such as a relation by blood; and/or c. a child (including an adopted child, a step-child, foster child, or an ex-nuptial child), parent, grandparent, grandchild or sibling of the employee; and/or d. a child (including an adopted child, a step-child, foster child or an ex-nuptial child), parent, grandparent, grandchild or sibling of the employee’s spouse or de facto partner; and/or e. traditional kinship where there is a relationship, or obligation, under the customs and traditions of the community or group to which the employee belongs. irregular or intermittent refers to employment where the duties to be performed are on an 'on call' basis and there is no regular pattern of hours. nominal (salary) means the salary payable at the employee's substantive classification. non-ongoing employee means a person engaged under section 22 of the public service act 1999 for: a. specified term; or b. the duration of a specified task; or c. duties that are irregular or intermittent. 66 ongoing employee means an employee engaged as an ongoing employee by the abs under section 22 of the public service act 1999. personal leave year means the period commencing on the date an employee receives their personal leave credit and ending on the day immediately before they receive their next personal leave credit. for most people this will be 12 months. however, leave without
ABSEnterpriseAgreement2019_Signed (1).txt6057travelexcess travel time  community language allowance (allowance rate will be adjusted by, and at the time of, general salary increases specified in clause 9.1)  tropical and temperate clothing allowances  reimbursement of fares for relative who visits sick employee 68 attachment d supported wage schedule d.1 this schedule defines the conditions which will apply to employees who because of the effects of a disability are eligible for a supported wage under the terms of this agreement. d.2 in this schedule: approved assessor means a person accredited by the management unit established by the commonwealth under the supported wage system to perform assessments of an individual’s productive capacity within the supported wage system. assessment instrument means the tool provided for under the supported wage system that records the assessment of the productive capacity of the person to be employed under the supported wage system.
Department of Energy and environemtn enterprise-agreement-2016-2019.txt508bandwidthbandwidth 3.5 the bandwidth during which employees may work their ordinary hours will be 12 hours in length, monday to friday, usually 7.00 am to 7.00 pm. 3.6 for operational requirements, the delegate may vary the starting and finishing times for the 12-hour bandwidth for a workplace, after consultation with the affected employees in accordance with clause 2.17 to 2.23 of this agreement. recording working hours 3.7 employees are required to record the times they commence and finish work (including breaks) each day. 3.8 over a four-week settlement period the standard total working hours for full-time employees is 150. 3.9 part-time employees are required to record their hours based on their agreed part-time working arrangement. advising absence 3.10 where an employee is unexpectedly unable to attend work they must ensure their manager is advised before they would normally commence, unless it is not reasonable to do so.
Department of Energy and environemtn enterprise-agreement-2016-2019.txt511bandwidththe bandwidth during which employees may work their ordinary hours will be 12 hours in length, monday to friday, usually 7.00 am to 7.00 pm. 3.6 for operational requirements, the delegate may vary the starting and finishing times for the 12-hour bandwidth for a workplace, after consultation with the affected employees in accordance with clause 2.17 to 2.23 of this agreement. recording working hours 3.7 employees are required to record the times they commence and finish work (including breaks) each day. 3.8 over a four-week settlement period the standard total working hours for full-time employees is 150. 3.9 part-time employees are required to record their hours based on their agreed part-time working arrangement. advising absence 3.10 where an employee is unexpectedly unable to attend work they must ensure their manager is advised before they would normally commence, unless it is not reasonable to do so. meal breaks 3.11 when an employee has worked for five hours continuously they must take a break of at least 30 minutes, except when their hours to be worked on that day are no more than six hours and the
Department of Energy and environemtn enterprise-agreement-2016-2019.txt517bandwidthbandwidth for a workplace, after consultation with the affected employees in accordance with clause 2.17 to 2.23 of this agreement. recording working hours 3.7 employees are required to record the times they commence and finish work (including breaks) each day. 3.8 over a four-week settlement period the standard total working hours for full-time employees is 150. 3.9 part-time employees are required to record their hours based on their agreed part-time working arrangement. advising absence 3.10 where an employee is unexpectedly unable to attend work they must ensure their manager is advised before they would normally commence, unless it is not reasonable to do so. meal breaks 3.11 when an employee has worked for five hours continuously they must take a break of at least 30 minutes, except when their hours to be worked on that day are no more than six hours and the employee has requested to work beyond the five-hour period. lactation breaks 3.12 nursing mothers are entitled to take lactation breaks as and when needed. it is expected that employees will discuss these arrangements with their manager. suitable facilities will be provided where possible.
Department of Energy and environemtn enterprise-agreement-2016-2019.txt567flextimeflextime 3.17 flextime applies to employees in classifications at the aps 1 to aps 6 levels (except those who work on a shift roster or fixed daily hours basis) and enables employees to build up and make use of working time credits. further information on flextime and flex leave is contained in the department’s working arrangements policy. 3.18 a maximum of 37 hours and 30 minutes in flex credits or a maximum of 20 hours in flex debits may be carried over from one settlement period to the next. the delegate may agree to a higher carryover of credit or debit in exceptional circumstances. managers and employees will take joint responsibility to maintain flex credits and debits within these limits. managers will facilitate opportunities for employees to access flex leave to avoid the accumulation of excessive flex credits. where an employee exceeds the maximum flex debit at the end of the settlement period, the excess debit may be treated as an overpayment of salary and the department may take steps to recover the overpayment in accordance with clause 4.46. 3.19 in exceptional circumstances the delegate may determine payment in lieu of flex credits. 3.20 in exceptional circumstances the department may require employees to work extended hours within the bandwidth (i.e. flextime) to meet high-priority operational requirements. 3.21 where aps 1 to 6 level employees are required by managers to work outside the applicable bandwidth (usually 7.00 am to 7.00 pm), overtime is payable. 3.22 where an employee ceases employment with the department and their manager certifies that they were unable to utilise their flex credits due to operational requirements, the delegate will authorise a payment in lieu of the flex credits at single-time rates up to a maximum of 37 hours and 30 minutes. 3.23 employees at aps 1 to 6 levels required to travel within australia on departmental business may include the travel time as ordinary working hours on their standard departmental attendance record. employees at other levels are expected to travel for reasonable periods of time outside normal business hours where this is necessary to perform their work. removal of flextime 3.24 a manager may remove an employee’s access to flextime arrangements (so that their working hours are in accordance with clause 3.3) where the manager, after discussion with the employee, reasonably considers the employee’s attendance is unsatisfactory or that the employee is misusing the flex7 time arrangements. the manager will provide a written explanation of the reasons for their decision. where such an employee is required to work hours additional to their standard working day they will be paid overtime in accordance with table 3.54.1. access to flextime arrangements may be restored
Department of Energy and environemtn enterprise-agreement-2016-2019.txt568flextime3.17 flextime applies to employees in classifications at the aps 1 to aps 6 levels (except those who work on a shift roster or fixed daily hours basis) and enables employees to build up and make use of working time credits. further information on flextime and flex leave is contained in the department’s working arrangements policy. 3.18 a maximum of 37 hours and 30 minutes in flex credits or a maximum of 20 hours in flex debits may be carried over from one settlement period to the next. the delegate may agree to a higher carryover of credit or debit in exceptional circumstances. managers and employees will take joint responsibility to maintain flex credits and debits within these limits. managers will facilitate opportunities for employees to access flex leave to avoid the accumulation of excessive flex credits. where an employee exceeds the maximum flex debit at the end of the settlement period, the excess debit may be treated as an overpayment of salary and the department may take steps to recover the overpayment in accordance with clause 4.46. 3.19 in exceptional circumstances the delegate may determine payment in lieu of flex credits. 3.20 in exceptional circumstances the department may require employees to work extended hours within the bandwidth (i.e. flextime) to meet high-priority operational requirements. 3.21 where aps 1 to 6 level employees are required by managers to work outside the applicable bandwidth (usually 7.00 am to 7.00 pm), overtime is payable. 3.22 where an employee ceases employment with the department and their manager certifies that they were unable to utilise their flex credits due to operational requirements, the delegate will authorise a payment in lieu of the flex credits at single-time rates up to a maximum of 37 hours and 30 minutes. 3.23 employees at aps 1 to 6 levels required to travel within australia on departmental business may include the travel time as ordinary working hours on their standard departmental attendance record. employees at other levels are expected to travel for reasonable periods of time outside normal business hours where this is necessary to perform their work. removal of flextime 3.24 a manager may remove an employee’s access to flextime arrangements (so that their working hours are in accordance with clause 3.3) where the manager, after discussion with the employee, reasonably considers the employee’s attendance is unsatisfactory or that the employee is misusing the flex7 time arrangements. the manager will provide a written explanation of the reasons for their decision. where such an employee is required to work hours additional to their standard working day they will be paid overtime in accordance with table 3.54.1. access to flextime arrangements may be restored when the manager is satisfied the employee’s attendance is satisfactory and misuse of flextime arrangements is unlikely to reoccur.
Department of Energy and environemtn enterprise-agreement-2016-2019.txt570flextimeworking time credits. further information on flextime and flex leave is contained in the department’s working arrangements policy. 3.18 a maximum of 37 hours and 30 minutes in flex credits or a maximum of 20 hours in flex debits may be carried over from one settlement period to the next. the delegate may agree to a higher carryover of credit or debit in exceptional circumstances. managers and employees will take joint responsibility to maintain flex credits and debits within these limits. managers will facilitate opportunities for employees to access flex leave to avoid the accumulation of excessive flex credits. where an employee exceeds the maximum flex debit at the end of the settlement period, the excess debit may be treated as an overpayment of salary and the department may take steps to recover the overpayment in accordance with clause 4.46. 3.19 in exceptional circumstances the delegate may determine payment in lieu of flex credits. 3.20 in exceptional circumstances the department may require employees to work extended hours within the bandwidth (i.e. flextime) to meet high-priority operational requirements. 3.21 where aps 1 to 6 level employees are required by managers to work outside the applicable bandwidth (usually 7.00 am to 7.00 pm), overtime is payable. 3.22 where an employee ceases employment with the department and their manager certifies that they were unable to utilise their flex credits due to operational requirements, the delegate will authorise a payment in lieu of the flex credits at single-time rates up to a maximum of 37 hours and 30 minutes. 3.23 employees at aps 1 to 6 levels required to travel within australia on departmental business may include the travel time as ordinary working hours on their standard departmental attendance record. employees at other levels are expected to travel for reasonable periods of time outside normal business hours where this is necessary to perform their work. removal of flextime 3.24 a manager may remove an employee’s access to flextime arrangements (so that their working hours are in accordance with clause 3.3) where the manager, after discussion with the employee, reasonably considers the employee’s attendance is unsatisfactory or that the employee is misusing the flex7 time arrangements. the manager will provide a written explanation of the reasons for their decision. where such an employee is required to work hours additional to their standard working day they will be paid overtime in accordance with table 3.54.1. access to flextime arrangements may be restored when the manager is satisfied the employee’s attendance is satisfactory and misuse of flextime arrangements is unlikely to reoccur. working arrangements for executive level employees 3.25 while the flextime provisions as outlined in clauses 3.17 to 3.24 do not apply to executive level (el)
Department of Energy and environemtn enterprise-agreement-2016-2019.txt582flextimethe bandwidth (i.e. flextime) to meet high-priority operational requirements. 3.21 where aps 1 to 6 level employees are required by managers to work outside the applicable bandwidth (usually 7.00 am to 7.00 pm), overtime is payable. 3.22 where an employee ceases employment with the department and their manager certifies that they were unable to utilise their flex credits due to operational requirements, the delegate will authorise a payment in lieu of the flex credits at single-time rates up to a maximum of 37 hours and 30 minutes. 3.23 employees at aps 1 to 6 levels required to travel within australia on departmental business may include the travel time as ordinary working hours on their standard departmental attendance record. employees at other levels are expected to travel for reasonable periods of time outside normal business hours where this is necessary to perform their work. removal of flextime 3.24 a manager may remove an employee’s access to flextime arrangements (so that their working hours are in accordance with clause 3.3) where the manager, after discussion with the employee, reasonably considers the employee’s attendance is unsatisfactory or that the employee is misusing the flex7 time arrangements. the manager will provide a written explanation of the reasons for their decision. where such an employee is required to work hours additional to their standard working day they will be paid overtime in accordance with table 3.54.1. access to flextime arrangements may be restored when the manager is satisfied the employee’s attendance is satisfactory and misuse of flextime arrangements is unlikely to reoccur. working arrangements for executive level employees 3.25 while the flextime provisions as outlined in clauses 3.17 to 3.24 do not apply to executive level (el) employees, managers have an obligation to allow these employees flexibility in their working arrangements, including hours of work, and have the authority to grant time off in recognition of additional hours worked where such hours are in excess of agreed working arrangements. however, time off will not be granted on an exact time for time basis. the working arrangements for an el employee should be agreed at the section or branch level through discussion between the manager and the el employee. further information is contained in the department’s working arrangements policy. 3.26 el employees are not eligible to work shiftwork (clauses 3.59 to 3.68) although they are eligible to work part-time (clauses 3.27 to 3.34). part-time work 3.27 a part-time employee is one whose ordinary hours of work are less than 75 hours over a two-week settlement period commencing on a thursday payday and finishing on a wednesday. salaries and
Department of Energy and environemtn enterprise-agreement-2016-2019.txt582bandwidththe bandwidth (i.e. flextime) to meet high-priority operational requirements. 3.21 where aps 1 to 6 level employees are required by managers to work outside the applicable bandwidth (usually 7.00 am to 7.00 pm), overtime is payable. 3.22 where an employee ceases employment with the department and their manager certifies that they were unable to utilise their flex credits due to operational requirements, the delegate will authorise a payment in lieu of the flex credits at single-time rates up to a maximum of 37 hours and 30 minutes. 3.23 employees at aps 1 to 6 levels required to travel within australia on departmental business may include the travel time as ordinary working hours on their standard departmental attendance record. employees at other levels are expected to travel for reasonable periods of time outside normal business hours where this is necessary to perform their work. removal of flextime 3.24 a manager may remove an employee’s access to flextime arrangements (so that their working hours are in accordance with clause 3.3) where the manager, after discussion with the employee, reasonably considers the employee’s attendance is unsatisfactory or that the employee is misusing the flex7 time arrangements. the manager will provide a written explanation of the reasons for their decision. where such an employee is required to work hours additional to their standard working day they will be paid overtime in accordance with table 3.54.1. access to flextime arrangements may be restored when the manager is satisfied the employee’s attendance is satisfactory and misuse of flextime arrangements is unlikely to reoccur. working arrangements for executive level employees 3.25 while the flextime provisions as outlined in clauses 3.17 to 3.24 do not apply to executive level (el) employees, managers have an obligation to allow these employees flexibility in their working arrangements, including hours of work, and have the authority to grant time off in recognition of additional hours worked where such hours are in excess of agreed working arrangements. however, time off will not be granted on an exact time for time basis. the working arrangements for an el employee should be agreed at the section or branch level through discussion between the manager and the el employee. further information is contained in the department’s working arrangements policy. 3.26 el employees are not eligible to work shiftwork (clauses 3.59 to 3.68) although they are eligible to work part-time (clauses 3.27 to 3.34). part-time work 3.27 a part-time employee is one whose ordinary hours of work are less than 75 hours over a two-week settlement period commencing on a thursday payday and finishing on a wednesday. salaries and
Department of Energy and environemtn enterprise-agreement-2016-2019.txt584overtimebandwidth (usually 7.00 am to 7.00 pm), overtime is payable. 3.22 where an employee ceases employment with the department and their manager certifies that they were unable to utilise their flex credits due to operational requirements, the delegate will authorise a payment in lieu of the flex credits at single-time rates up to a maximum of 37 hours and 30 minutes. 3.23 employees at aps 1 to 6 levels required to travel within australia on departmental business may include the travel time as ordinary working hours on their standard departmental attendance record. employees at other levels are expected to travel for reasonable periods of time outside normal business hours where this is necessary to perform their work. removal of flextime 3.24 a manager may remove an employee’s access to flextime arrangements (so that their working hours are in accordance with clause 3.3) where the manager, after discussion with the employee, reasonably considers the employee’s attendance is unsatisfactory or that the employee is misusing the flex7 time arrangements. the manager will provide a written explanation of the reasons for their decision. where such an employee is required to work hours additional to their standard working day they will be paid overtime in accordance with table 3.54.1. access to flextime arrangements may be restored when the manager is satisfied the employee’s attendance is satisfactory and misuse of flextime arrangements is unlikely to reoccur. working arrangements for executive level employees 3.25 while the flextime provisions as outlined in clauses 3.17 to 3.24 do not apply to executive level (el) employees, managers have an obligation to allow these employees flexibility in their working arrangements, including hours of work, and have the authority to grant time off in recognition of additional hours worked where such hours are in excess of agreed working arrangements. however, time off will not be granted on an exact time for time basis. the working arrangements for an el employee should be agreed at the section or branch level through discussion between the manager and the el employee. further information is contained in the department’s working arrangements policy. 3.26 el employees are not eligible to work shiftwork (clauses 3.59 to 3.68) although they are eligible to work part-time (clauses 3.27 to 3.34). part-time work 3.27 a part-time employee is one whose ordinary hours of work are less than 75 hours over a two-week settlement period commencing on a thursday payday and finishing on a wednesday. salaries and some allowances (see clause 5.1 and schedule 2) for part-time employees will be paid at a pro rata rate based on their agreed ordinary hours of work. leave entitlements for part-time employees will
Department of Energy and environemtn enterprise-agreement-2016-2019.txt584bandwidthbandwidth (usually 7.00 am to 7.00 pm), overtime is payable. 3.22 where an employee ceases employment with the department and their manager certifies that they were unable to utilise their flex credits due to operational requirements, the delegate will authorise a payment in lieu of the flex credits at single-time rates up to a maximum of 37 hours and 30 minutes. 3.23 employees at aps 1 to 6 levels required to travel within australia on departmental business may include the travel time as ordinary working hours on their standard departmental attendance record. employees at other levels are expected to travel for reasonable periods of time outside normal business hours where this is necessary to perform their work. removal of flextime 3.24 a manager may remove an employee’s access to flextime arrangements (so that their working hours are in accordance with clause 3.3) where the manager, after discussion with the employee, reasonably considers the employee’s attendance is unsatisfactory or that the employee is misusing the flex7 time arrangements. the manager will provide a written explanation of the reasons for their decision. where such an employee is required to work hours additional to their standard working day they will be paid overtime in accordance with table 3.54.1. access to flextime arrangements may be restored when the manager is satisfied the employee’s attendance is satisfactory and misuse of flextime arrangements is unlikely to reoccur. working arrangements for executive level employees 3.25 while the flextime provisions as outlined in clauses 3.17 to 3.24 do not apply to executive level (el) employees, managers have an obligation to allow these employees flexibility in their working arrangements, including hours of work, and have the authority to grant time off in recognition of additional hours worked where such hours are in excess of agreed working arrangements. however, time off will not be granted on an exact time for time basis. the working arrangements for an el employee should be agreed at the section or branch level through discussion between the manager and the el employee. further information is contained in the department’s working arrangements policy. 3.26 el employees are not eligible to work shiftwork (clauses 3.59 to 3.68) although they are eligible to work part-time (clauses 3.27 to 3.34). part-time work 3.27 a part-time employee is one whose ordinary hours of work are less than 75 hours over a two-week settlement period commencing on a thursday payday and finishing on a wednesday. salaries and some allowances (see clause 5.1 and schedule 2) for part-time employees will be paid at a pro rata rate based on their agreed ordinary hours of work. leave entitlements for part-time employees will
Department of Energy and environemtn enterprise-agreement-2016-2019.txt588travel3.23 employees at aps 1 to 6 levels required to travel within australia on departmental business may include the travel time as ordinary working hours on their standard departmental attendance record. employees at other levels are expected to travel for reasonable periods of time outside normal business hours where this is necessary to perform their work. removal of flextime 3.24 a manager may remove an employee’s access to flextime arrangements (so that their working hours are in accordance with clause 3.3) where the manager, after discussion with the employee, reasonably considers the employee’s attendance is unsatisfactory or that the employee is misusing the flex7 time arrangements. the manager will provide a written explanation of the reasons for their decision. where such an employee is required to work hours additional to their standard working day they will be paid overtime in accordance with table 3.54.1. access to flextime arrangements may be restored when the manager is satisfied the employee’s attendance is satisfactory and misuse of flextime arrangements is unlikely to reoccur. working arrangements for executive level employees 3.25 while the flextime provisions as outlined in clauses 3.17 to 3.24 do not apply to executive level (el) employees, managers have an obligation to allow these employees flexibility in their working arrangements, including hours of work, and have the authority to grant time off in recognition of additional hours worked where such hours are in excess of agreed working arrangements. however, time off will not be granted on an exact time for time basis. the working arrangements for an el employee should be agreed at the section or branch level through discussion between the manager and the el employee. further information is contained in the department’s working arrangements policy. 3.26 el employees are not eligible to work shiftwork (clauses 3.59 to 3.68) although they are eligible to work part-time (clauses 3.27 to 3.34). part-time work 3.27 a part-time employee is one whose ordinary hours of work are less than 75 hours over a two-week settlement period commencing on a thursday payday and finishing on a wednesday. salaries and some allowances (see clause 5.1 and schedule 2) for part-time employees will be paid at a pro rata rate based on their agreed ordinary hours of work. leave entitlements for part-time employees will also accrue at a pro rata rate based on their agreed ordinary hours of work . 3.28 employees who commenced employment with the department on a part-time basis will not be required to convert from part-time to full-time hours without their agreement. 3.29 employees will not be required to convert from full-time to part-time hours without their agreement. 3.30 an employee may request in writing to work on a part-time basis for up to 12 months at a time. the
Department of Energy and environemtn enterprise-agreement-2016-2019.txt589travelemployees at other levels are expected to travel for reasonable periods of time outside normal business hours where this is necessary to perform their work. removal of flextime 3.24 a manager may remove an employee’s access to flextime arrangements (so that their working hours are in accordance with clause 3.3) where the manager, after discussion with the employee, reasonably considers the employee’s attendance is unsatisfactory or that the employee is misusing the flex7 time arrangements. the manager will provide a written explanation of the reasons for their decision. where such an employee is required to work hours additional to their standard working day they will be paid overtime in accordance with table 3.54.1. access to flextime arrangements may be restored when the manager is satisfied the employee’s attendance is satisfactory and misuse of flextime arrangements is unlikely to reoccur. working arrangements for executive level employees 3.25 while the flextime provisions as outlined in clauses 3.17 to 3.24 do not apply to executive level (el) employees, managers have an obligation to allow these employees flexibility in their working arrangements, including hours of work, and have the authority to grant time off in recognition of additional hours worked where such hours are in excess of agreed working arrangements. however, time off will not be granted on an exact time for time basis. the working arrangements for an el employee should be agreed at the section or branch level through discussion between the manager and the el employee. further information is contained in the department’s working arrangements policy. 3.26 el employees are not eligible to work shiftwork (clauses 3.59 to 3.68) although they are eligible to work part-time (clauses 3.27 to 3.34). part-time work 3.27 a part-time employee is one whose ordinary hours of work are less than 75 hours over a two-week settlement period commencing on a thursday payday and finishing on a wednesday. salaries and some allowances (see clause 5.1 and schedule 2) for part-time employees will be paid at a pro rata rate based on their agreed ordinary hours of work. leave entitlements for part-time employees will also accrue at a pro rata rate based on their agreed ordinary hours of work . 3.28 employees who commenced employment with the department on a part-time basis will not be required to convert from part-time to full-time hours without their agreement. 3.29 employees will not be required to convert from full-time to part-time hours without their agreement. 3.30 an employee may request in writing to work on a part-time basis for up to 12 months at a time. the delegate will respond in writing within three weeks providing reasons if the request is declined. the
Department of Energy and environemtn enterprise-agreement-2016-2019.txt590flextimeremoval of flextime 3.24 a manager may remove an employee’s access to flextime arrangements (so that their working hours are in accordance with clause 3.3) where the manager, after discussion with the employee, reasonably considers the employee’s attendance is unsatisfactory or that the employee is misusing the flex7 time arrangements. the manager will provide a written explanation of the reasons for their decision. where such an employee is required to work hours additional to their standard working day they will be paid overtime in accordance with table 3.54.1. access to flextime arrangements may be restored when the manager is satisfied the employee’s attendance is satisfactory and misuse of flextime arrangements is unlikely to reoccur. working arrangements for executive level employees 3.25 while the flextime provisions as outlined in clauses 3.17 to 3.24 do not apply to executive level (el) employees, managers have an obligation to allow these employees flexibility in their working arrangements, including hours of work, and have the authority to grant time off in recognition of additional hours worked where such hours are in excess of agreed working arrangements. however, time off will not be granted on an exact time for time basis. the working arrangements for an el employee should be agreed at the section or branch level through discussion between the manager and the el employee. further information is contained in the department’s working arrangements policy. 3.26 el employees are not eligible to work shiftwork (clauses 3.59 to 3.68) although they are eligible to work part-time (clauses 3.27 to 3.34). part-time work 3.27 a part-time employee is one whose ordinary hours of work are less than 75 hours over a two-week settlement period commencing on a thursday payday and finishing on a wednesday. salaries and some allowances (see clause 5.1 and schedule 2) for part-time employees will be paid at a pro rata rate based on their agreed ordinary hours of work. leave entitlements for part-time employees will also accrue at a pro rata rate based on their agreed ordinary hours of work . 3.28 employees who commenced employment with the department on a part-time basis will not be required to convert from part-time to full-time hours without their agreement. 3.29 employees will not be required to convert from full-time to part-time hours without their agreement. 3.30 an employee may request in writing to work on a part-time basis for up to 12 months at a time. the delegate will respond in writing within three weeks providing reasons if the request is declined. the delegate may decline a request for part-time work only on reasonable business grounds and will consider:
Department of Energy and environemtn enterprise-agreement-2016-2019.txt591flextime3.24 a manager may remove an employee’s access to flextime arrangements (so that their working hours are in accordance with clause 3.3) where the manager, after discussion with the employee, reasonably considers the employee’s attendance is unsatisfactory or that the employee is misusing the flex7 time arrangements. the manager will provide a written explanation of the reasons for their decision. where such an employee is required to work hours additional to their standard working day they will be paid overtime in accordance with table 3.54.1. access to flextime arrangements may be restored when the manager is satisfied the employee’s attendance is satisfactory and misuse of flextime arrangements is unlikely to reoccur. working arrangements for executive level employees 3.25 while the flextime provisions as outlined in clauses 3.17 to 3.24 do not apply to executive level (el) employees, managers have an obligation to allow these employees flexibility in their working arrangements, including hours of work, and have the authority to grant time off in recognition of additional hours worked where such hours are in excess of agreed working arrangements. however, time off will not be granted on an exact time for time basis. the working arrangements for an el employee should be agreed at the section or branch level through discussion between the manager and the el employee. further information is contained in the department’s working arrangements policy. 3.26 el employees are not eligible to work shiftwork (clauses 3.59 to 3.68) although they are eligible to work part-time (clauses 3.27 to 3.34). part-time work 3.27 a part-time employee is one whose ordinary hours of work are less than 75 hours over a two-week settlement period commencing on a thursday payday and finishing on a wednesday. salaries and some allowances (see clause 5.1 and schedule 2) for part-time employees will be paid at a pro rata rate based on their agreed ordinary hours of work. leave entitlements for part-time employees will also accrue at a pro rata rate based on their agreed ordinary hours of work . 3.28 employees who commenced employment with the department on a part-time basis will not be required to convert from part-time to full-time hours without their agreement. 3.29 employees will not be required to convert from full-time to part-time hours without their agreement. 3.30 an employee may request in writing to work on a part-time basis for up to 12 months at a time. the delegate will respond in writing within three weeks providing reasons if the request is declined. the delegate may decline a request for part-time work only on reasonable business grounds and will consider: a.
Department of Energy and environemtn enterprise-agreement-2016-2019.txt596flextimebe paid overtime in accordance with table 3.54.1. access to flextime arrangements may be restored when the manager is satisfied the employee’s attendance is satisfactory and misuse of flextime arrangements is unlikely to reoccur. working arrangements for executive level employees 3.25 while the flextime provisions as outlined in clauses 3.17 to 3.24 do not apply to executive level (el) employees, managers have an obligation to allow these employees flexibility in their working arrangements, including hours of work, and have the authority to grant time off in recognition of additional hours worked where such hours are in excess of agreed working arrangements. however, time off will not be granted on an exact time for time basis. the working arrangements for an el employee should be agreed at the section or branch level through discussion between the manager and the el employee. further information is contained in the department’s working arrangements policy. 3.26 el employees are not eligible to work shiftwork (clauses 3.59 to 3.68) although they are eligible to work part-time (clauses 3.27 to 3.34). part-time work 3.27 a part-time employee is one whose ordinary hours of work are less than 75 hours over a two-week settlement period commencing on a thursday payday and finishing on a wednesday. salaries and some allowances (see clause 5.1 and schedule 2) for part-time employees will be paid at a pro rata rate based on their agreed ordinary hours of work. leave entitlements for part-time employees will also accrue at a pro rata rate based on their agreed ordinary hours of work . 3.28 employees who commenced employment with the department on a part-time basis will not be required to convert from part-time to full-time hours without their agreement. 3.29 employees will not be required to convert from full-time to part-time hours without their agreement. 3.30 an employee may request in writing to work on a part-time basis for up to 12 months at a time. the delegate will respond in writing within three weeks providing reasons if the request is declined. the delegate may decline a request for part-time work only on reasonable business grounds and will consider: a. b. c. operational requirements impact on the team and
Department of Energy and environemtn enterprise-agreement-2016-2019.txt596overtimebe paid overtime in accordance with table 3.54.1. access to flextime arrangements may be restored when the manager is satisfied the employee’s attendance is satisfactory and misuse of flextime arrangements is unlikely to reoccur. working arrangements for executive level employees 3.25 while the flextime provisions as outlined in clauses 3.17 to 3.24 do not apply to executive level (el) employees, managers have an obligation to allow these employees flexibility in their working arrangements, including hours of work, and have the authority to grant time off in recognition of additional hours worked where such hours are in excess of agreed working arrangements. however, time off will not be granted on an exact time for time basis. the working arrangements for an el employee should be agreed at the section or branch level through discussion between the manager and the el employee. further information is contained in the department’s working arrangements policy. 3.26 el employees are not eligible to work shiftwork (clauses 3.59 to 3.68) although they are eligible to work part-time (clauses 3.27 to 3.34). part-time work 3.27 a part-time employee is one whose ordinary hours of work are less than 75 hours over a two-week settlement period commencing on a thursday payday and finishing on a wednesday. salaries and some allowances (see clause 5.1 and schedule 2) for part-time employees will be paid at a pro rata rate based on their agreed ordinary hours of work. leave entitlements for part-time employees will also accrue at a pro rata rate based on their agreed ordinary hours of work . 3.28 employees who commenced employment with the department on a part-time basis will not be required to convert from part-time to full-time hours without their agreement. 3.29 employees will not be required to convert from full-time to part-time hours without their agreement. 3.30 an employee may request in writing to work on a part-time basis for up to 12 months at a time. the delegate will respond in writing within three weeks providing reasons if the request is declined. the delegate may decline a request for part-time work only on reasonable business grounds and will consider: a. b. c. operational requirements impact on the team and
Department of Energy and environemtn enterprise-agreement-2016-2019.txt597flextimewhen the manager is satisfied the employee’s attendance is satisfactory and misuse of flextime arrangements is unlikely to reoccur. working arrangements for executive level employees 3.25 while the flextime provisions as outlined in clauses 3.17 to 3.24 do not apply to executive level (el) employees, managers have an obligation to allow these employees flexibility in their working arrangements, including hours of work, and have the authority to grant time off in recognition of additional hours worked where such hours are in excess of agreed working arrangements. however, time off will not be granted on an exact time for time basis. the working arrangements for an el employee should be agreed at the section or branch level through discussion between the manager and the el employee. further information is contained in the department’s working arrangements policy. 3.26 el employees are not eligible to work shiftwork (clauses 3.59 to 3.68) although they are eligible to work part-time (clauses 3.27 to 3.34). part-time work 3.27 a part-time employee is one whose ordinary hours of work are less than 75 hours over a two-week settlement period commencing on a thursday payday and finishing on a wednesday. salaries and some allowances (see clause 5.1 and schedule 2) for part-time employees will be paid at a pro rata rate based on their agreed ordinary hours of work. leave entitlements for part-time employees will also accrue at a pro rata rate based on their agreed ordinary hours of work . 3.28 employees who commenced employment with the department on a part-time basis will not be required to convert from part-time to full-time hours without their agreement. 3.29 employees will not be required to convert from full-time to part-time hours without their agreement. 3.30 an employee may request in writing to work on a part-time basis for up to 12 months at a time. the delegate will respond in writing within three weeks providing reasons if the request is declined. the delegate may decline a request for part-time work only on reasonable business grounds and will consider: a. b. c. operational requirements impact on the team and any personal circumstances behind the request.
Department of Energy and environemtn enterprise-agreement-2016-2019.txt599flextime3.25 while the flextime provisions as outlined in clauses 3.17 to 3.24 do not apply to executive level (el) employees, managers have an obligation to allow these employees flexibility in their working arrangements, including hours of work, and have the authority to grant time off in recognition of additional hours worked where such hours are in excess of agreed working arrangements. however, time off will not be granted on an exact time for time basis. the working arrangements for an el employee should be agreed at the section or branch level through discussion between the manager and the el employee. further information is contained in the department’s working arrangements policy. 3.26 el employees are not eligible to work shiftwork (clauses 3.59 to 3.68) although they are eligible to work part-time (clauses 3.27 to 3.34). part-time work 3.27 a part-time employee is one whose ordinary hours of work are less than 75 hours over a two-week settlement period commencing on a thursday payday and finishing on a wednesday. salaries and some allowances (see clause 5.1 and schedule 2) for part-time employees will be paid at a pro rata rate based on their agreed ordinary hours of work. leave entitlements for part-time employees will also accrue at a pro rata rate based on their agreed ordinary hours of work . 3.28 employees who commenced employment with the department on a part-time basis will not be required to convert from part-time to full-time hours without their agreement. 3.29 employees will not be required to convert from full-time to part-time hours without their agreement. 3.30 an employee may request in writing to work on a part-time basis for up to 12 months at a time. the delegate will respond in writing within three weeks providing reasons if the request is declined. the delegate may decline a request for part-time work only on reasonable business grounds and will consider: a. b. c. operational requirements impact on the team and any personal circumstances behind the request. 3.31 any employee returning from parental or maternity leave will have the right to work part-time hours
Department of Energy and environemtn enterprise-agreement-2016-2019.txt599flextime provisions3.25 while the flextime provisions as outlined in clauses 3.17 to 3.24 do not apply to executive level (el) employees, managers have an obligation to allow these employees flexibility in their working arrangements, including hours of work, and have the authority to grant time off in recognition of additional hours worked where such hours are in excess of agreed working arrangements. however, time off will not be granted on an exact time for time basis. the working arrangements for an el employee should be agreed at the section or branch level through discussion between the manager and the el employee. further information is contained in the department’s working arrangements policy. 3.26 el employees are not eligible to work shiftwork (clauses 3.59 to 3.68) although they are eligible to work part-time (clauses 3.27 to 3.34). part-time work 3.27 a part-time employee is one whose ordinary hours of work are less than 75 hours over a two-week settlement period commencing on a thursday payday and finishing on a wednesday. salaries and some allowances (see clause 5.1 and schedule 2) for part-time employees will be paid at a pro rata rate based on their agreed ordinary hours of work. leave entitlements for part-time employees will also accrue at a pro rata rate based on their agreed ordinary hours of work . 3.28 employees who commenced employment with the department on a part-time basis will not be required to convert from part-time to full-time hours without their agreement. 3.29 employees will not be required to convert from full-time to part-time hours without their agreement. 3.30 an employee may request in writing to work on a part-time basis for up to 12 months at a time. the delegate will respond in writing within three weeks providing reasons if the request is declined. the delegate may decline a request for part-time work only on reasonable business grounds and will consider: a. b. c. operational requirements impact on the team and any personal circumstances behind the request. 3.31 any employee returning from parental or maternity leave will have the right to work part-time hours
Department of Energy and environemtn enterprise-agreement-2016-2019.txt628maternity leave3.31 any employee returning from parental or maternity leave will have the right to work part-time hours during the period within two years of the birth (or, in the case of adoption or permanent care, within two years of the placement) of the child. beyond this period, approval will be given in accordance with the part-time provisions of this agreement unless part-time work does not meet operational requirements. 3.32 part-time work arrangements must be set out in a written part-time work agreement between the employee and their manager specifying the days and hours to be worked during a settlement period. these arrangements should be reviewed on an annual basis, at a minimum. the part-time work agreement must ensure that any single period of attendance is no less than three hours and 45 minutes in any one day and no less than seven hours and 30 minutes in any one week. 3.33 at the expiry of a part-time work agreement the delegate will consider any request from the employee for a new part-time work agreement in accordance with clauses 3.30 and 3.32 and subject to 3.28. 8 3.34 a part-time employee may convert to full-time hours before the expiry of their part-time work agreement only with the delegate’s approval. part-time employees will not be required to extend or change their part-time work arrangements or to convert to full-time hours before the expiry of their part-time work agreement without their agreement. job sharing 3.35 the department encourages and will facilitate the use of job-sharing arrangements where feasible. part-time work can be used for job-sharing arrangements where both employees are at the same classification level. all parties to the arrangement must complete a written agreement setting out the conditions of the arrangement. public holidays 3.36 employees will be entitled to the following public holidays:   
Department of Energy and environemtn enterprise-agreement-2016-2019.txt684overtimemake-up time at times to be agreed, without entitlement to overtime payment. 3.39 an employee, other than a shiftworker, who is absent on a day or part-day that is a public holiday in the place where the employee is based for work purposes is entitled to be paid for the part- or full-day absence as if that day or part-day was not a public holiday, except where that employee would not normally have worked on that day. 3.40 an employee who is on unpaid leave that includes both the working day before and the working day after a public holiday (or consecutive public holidays) will not receive payment for this (these) public holiday(s). the holidays occurring between christmas and new year each year will be regarded as consecutive. 3.41 employees who receive a loading in lieu of leave entitlements (clause 4.5 of this agreement) will not receive payment for a public holiday unless they work on the public holiday. 3.42 payment of temporary reassignment of duties allowance at a higher level for a public holiday is only payable where the employee is in receipt of that allowance on both the working day before and the working day after the public holiday. 9 christmas closedown 3.43 the department will close its normal operations from close of business on the last working day before christmas and resume normal operations on the first working day after new year’s day. 3.44 employees will be provided with time off for the weekdays between christmas and new year’s day and will be paid in accordance with their ordinary hours of work. where an employee is absent on leave, payment for the christmas closedown provision will be in accordance with the entitlement for that form of leave (e.g. if they are on long service leave at half pay, payment is at half pay). 3.45 there will be no deduction from annual or personal/carer’s leave credits for the closedown days. 3.46 duty performed on the weekday immediately following the boxing day public holiday or its substitute will be paid as public holiday duty. 3.47 in cases where employees are required by their manager to work on the second or third weekday following the boxing day public holiday or its substitute, they must be provided with two days of time off in lieu to be taken within four weeks of new year’s day or an alternative time agreed between the
Department of Energy and environemtn enterprise-agreement-2016-2019.txt707long service leavethat form of leave (e.g. if they are on long service leave at half pay, payment is at half pay). 3.45 there will be no deduction from annual or personal/carer’s leave credits for the closedown days. 3.46 duty performed on the weekday immediately following the boxing day public holiday or its substitute will be paid as public holiday duty. 3.47 in cases where employees are required by their manager to work on the second or third weekday following the boxing day public holiday or its substitute, they must be provided with two days of time off in lieu to be taken within four weeks of new year’s day or an alternative time agreed between the employee and their manager. overtime duty 3.48 employees working at the aps 1 to aps 6 classification level who are required by their manager to work outside the bandwidth, or on weekends or public holidays, will be paid at overtime rates (subject to clause 3.53). however, travel time will not be paid as overtime. the entitlement to overtime meal allowance is contained in clause 5.2. 3.49 overtime on a normal working day will normally only be allowed outside the bandwidth (except for employees who work on a shift roster or fixed daily hours basis) where an employee is required by their manager to continue work after they have completed nine hours of work on that same day (excluding meal breaks). in exceptional circumstances (for example in priority or emergency situations) where the manager assesses that overtime is appropriate, overtime may be approved by the delegate within the flextime bandwidth for the period worked beyond seven hours and 30 minutes. 3.50 where a part-time employee at the aps 1 to aps 6 classification level is required by their manager to work extra duty outside their ordinary working hours the overtime rate of payment will apply. 3.51 where an employee who has a flex debit is required to work overtime, they may eliminate their flex debit (at the overtime rate) before overtime is payable. rest break 3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time, between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where such a break is not possible, the employee will be paid double the regular rate of pay until they have such a break. option to take time off in lieu
Department of Energy and environemtn enterprise-agreement-2016-2019.txt716overtimeovertime duty 3.48 employees working at the aps 1 to aps 6 classification level who are required by their manager to work outside the bandwidth, or on weekends or public holidays, will be paid at overtime rates (subject to clause 3.53). however, travel time will not be paid as overtime. the entitlement to overtime meal allowance is contained in clause 5.2. 3.49 overtime on a normal working day will normally only be allowed outside the bandwidth (except for employees who work on a shift roster or fixed daily hours basis) where an employee is required by their manager to continue work after they have completed nine hours of work on that same day (excluding meal breaks). in exceptional circumstances (for example in priority or emergency situations) where the manager assesses that overtime is appropriate, overtime may be approved by the delegate within the flextime bandwidth for the period worked beyond seven hours and 30 minutes. 3.50 where a part-time employee at the aps 1 to aps 6 classification level is required by their manager to work extra duty outside their ordinary working hours the overtime rate of payment will apply. 3.51 where an employee who has a flex debit is required to work overtime, they may eliminate their flex debit (at the overtime rate) before overtime is payable. rest break 3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time, between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where such a break is not possible, the employee will be paid double the regular rate of pay until they have such a break. option to take time off in lieu 3.53 where an employee would prefer to take time off in lieu or accrue flex credit rather than receive payment for overtime duty, and their manager agrees to that arrangement, they are entitled to take that time in either circumstance at the same rate at which they would have received it as an overtime payment. overtime – rate of payment 3.54 overtime duty is payable at the following rates as outlined in table 3.54.1. 10
Department of Energy and environemtn enterprise-agreement-2016-2019.txt718overtimework outside the bandwidth, or on weekends or public holidays, will be paid at overtime rates (subject to clause 3.53). however, travel time will not be paid as overtime. the entitlement to overtime meal allowance is contained in clause 5.2. 3.49 overtime on a normal working day will normally only be allowed outside the bandwidth (except for employees who work on a shift roster or fixed daily hours basis) where an employee is required by their manager to continue work after they have completed nine hours of work on that same day (excluding meal breaks). in exceptional circumstances (for example in priority or emergency situations) where the manager assesses that overtime is appropriate, overtime may be approved by the delegate within the flextime bandwidth for the period worked beyond seven hours and 30 minutes. 3.50 where a part-time employee at the aps 1 to aps 6 classification level is required by their manager to work extra duty outside their ordinary working hours the overtime rate of payment will apply. 3.51 where an employee who has a flex debit is required to work overtime, they may eliminate their flex debit (at the overtime rate) before overtime is payable. rest break 3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time, between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where such a break is not possible, the employee will be paid double the regular rate of pay until they have such a break. option to take time off in lieu 3.53 where an employee would prefer to take time off in lieu or accrue flex credit rather than receive payment for overtime duty, and their manager agrees to that arrangement, they are entitled to take that time in either circumstance at the same rate at which they would have received it as an overtime payment. overtime – rate of payment 3.54 overtime duty is payable at the following rates as outlined in table 3.54.1. 10 table 3.54.1 overtime period
Department of Energy and environemtn enterprise-agreement-2016-2019.txt718bandwidthwork outside the bandwidth, or on weekends or public holidays, will be paid at overtime rates (subject to clause 3.53). however, travel time will not be paid as overtime. the entitlement to overtime meal allowance is contained in clause 5.2. 3.49 overtime on a normal working day will normally only be allowed outside the bandwidth (except for employees who work on a shift roster or fixed daily hours basis) where an employee is required by their manager to continue work after they have completed nine hours of work on that same day (excluding meal breaks). in exceptional circumstances (for example in priority or emergency situations) where the manager assesses that overtime is appropriate, overtime may be approved by the delegate within the flextime bandwidth for the period worked beyond seven hours and 30 minutes. 3.50 where a part-time employee at the aps 1 to aps 6 classification level is required by their manager to work extra duty outside their ordinary working hours the overtime rate of payment will apply. 3.51 where an employee who has a flex debit is required to work overtime, they may eliminate their flex debit (at the overtime rate) before overtime is payable. rest break 3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time, between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where such a break is not possible, the employee will be paid double the regular rate of pay until they have such a break. option to take time off in lieu 3.53 where an employee would prefer to take time off in lieu or accrue flex credit rather than receive payment for overtime duty, and their manager agrees to that arrangement, they are entitled to take that time in either circumstance at the same rate at which they would have received it as an overtime payment. overtime – rate of payment 3.54 overtime duty is payable at the following rates as outlined in table 3.54.1. 10 table 3.54.1 overtime period
Department of Energy and environemtn enterprise-agreement-2016-2019.txt719travelto clause 3.53). however, travel time will not be paid as overtime. the entitlement to overtime meal allowance is contained in clause 5.2. 3.49 overtime on a normal working day will normally only be allowed outside the bandwidth (except for employees who work on a shift roster or fixed daily hours basis) where an employee is required by their manager to continue work after they have completed nine hours of work on that same day (excluding meal breaks). in exceptional circumstances (for example in priority or emergency situations) where the manager assesses that overtime is appropriate, overtime may be approved by the delegate within the flextime bandwidth for the period worked beyond seven hours and 30 minutes. 3.50 where a part-time employee at the aps 1 to aps 6 classification level is required by their manager to work extra duty outside their ordinary working hours the overtime rate of payment will apply. 3.51 where an employee who has a flex debit is required to work overtime, they may eliminate their flex debit (at the overtime rate) before overtime is payable. rest break 3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time, between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where such a break is not possible, the employee will be paid double the regular rate of pay until they have such a break. option to take time off in lieu 3.53 where an employee would prefer to take time off in lieu or accrue flex credit rather than receive payment for overtime duty, and their manager agrees to that arrangement, they are entitled to take that time in either circumstance at the same rate at which they would have received it as an overtime payment. overtime – rate of payment 3.54 overtime duty is payable at the following rates as outlined in table 3.54.1. 10 table 3.54.1 overtime period
Department of Energy and environemtn enterprise-agreement-2016-2019.txt719overtimeto clause 3.53). however, travel time will not be paid as overtime. the entitlement to overtime meal allowance is contained in clause 5.2. 3.49 overtime on a normal working day will normally only be allowed outside the bandwidth (except for employees who work on a shift roster or fixed daily hours basis) where an employee is required by their manager to continue work after they have completed nine hours of work on that same day (excluding meal breaks). in exceptional circumstances (for example in priority or emergency situations) where the manager assesses that overtime is appropriate, overtime may be approved by the delegate within the flextime bandwidth for the period worked beyond seven hours and 30 minutes. 3.50 where a part-time employee at the aps 1 to aps 6 classification level is required by their manager to work extra duty outside their ordinary working hours the overtime rate of payment will apply. 3.51 where an employee who has a flex debit is required to work overtime, they may eliminate their flex debit (at the overtime rate) before overtime is payable. rest break 3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time, between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where such a break is not possible, the employee will be paid double the regular rate of pay until they have such a break. option to take time off in lieu 3.53 where an employee would prefer to take time off in lieu or accrue flex credit rather than receive payment for overtime duty, and their manager agrees to that arrangement, they are entitled to take that time in either circumstance at the same rate at which they would have received it as an overtime payment. overtime – rate of payment 3.54 overtime duty is payable at the following rates as outlined in table 3.54.1. 10 table 3.54.1 overtime period
Department of Energy and environemtn enterprise-agreement-2016-2019.txt721overtime3.49 overtime on a normal working day will normally only be allowed outside the bandwidth (except for employees who work on a shift roster or fixed daily hours basis) where an employee is required by their manager to continue work after they have completed nine hours of work on that same day (excluding meal breaks). in exceptional circumstances (for example in priority or emergency situations) where the manager assesses that overtime is appropriate, overtime may be approved by the delegate within the flextime bandwidth for the period worked beyond seven hours and 30 minutes. 3.50 where a part-time employee at the aps 1 to aps 6 classification level is required by their manager to work extra duty outside their ordinary working hours the overtime rate of payment will apply. 3.51 where an employee who has a flex debit is required to work overtime, they may eliminate their flex debit (at the overtime rate) before overtime is payable. rest break 3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time, between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where such a break is not possible, the employee will be paid double the regular rate of pay until they have such a break. option to take time off in lieu 3.53 where an employee would prefer to take time off in lieu or accrue flex credit rather than receive payment for overtime duty, and their manager agrees to that arrangement, they are entitled to take that time in either circumstance at the same rate at which they would have received it as an overtime payment. overtime – rate of payment 3.54 overtime duty is payable at the following rates as outlined in table 3.54.1. 10 table 3.54.1 overtime period rate
Department of Energy and environemtn enterprise-agreement-2016-2019.txt721bandwidth3.49 overtime on a normal working day will normally only be allowed outside the bandwidth (except for employees who work on a shift roster or fixed daily hours basis) where an employee is required by their manager to continue work after they have completed nine hours of work on that same day (excluding meal breaks). in exceptional circumstances (for example in priority or emergency situations) where the manager assesses that overtime is appropriate, overtime may be approved by the delegate within the flextime bandwidth for the period worked beyond seven hours and 30 minutes. 3.50 where a part-time employee at the aps 1 to aps 6 classification level is required by their manager to work extra duty outside their ordinary working hours the overtime rate of payment will apply. 3.51 where an employee who has a flex debit is required to work overtime, they may eliminate their flex debit (at the overtime rate) before overtime is payable. rest break 3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time, between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where such a break is not possible, the employee will be paid double the regular rate of pay until they have such a break. option to take time off in lieu 3.53 where an employee would prefer to take time off in lieu or accrue flex credit rather than receive payment for overtime duty, and their manager agrees to that arrangement, they are entitled to take that time in either circumstance at the same rate at which they would have received it as an overtime payment. overtime – rate of payment 3.54 overtime duty is payable at the following rates as outlined in table 3.54.1. 10 table 3.54.1 overtime period rate
Department of Energy and environemtn enterprise-agreement-2016-2019.txt725overtimesituations) where the manager assesses that overtime is appropriate, overtime may be approved by the delegate within the flextime bandwidth for the period worked beyond seven hours and 30 minutes. 3.50 where a part-time employee at the aps 1 to aps 6 classification level is required by their manager to work extra duty outside their ordinary working hours the overtime rate of payment will apply. 3.51 where an employee who has a flex debit is required to work overtime, they may eliminate their flex debit (at the overtime rate) before overtime is payable. rest break 3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time, between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where such a break is not possible, the employee will be paid double the regular rate of pay until they have such a break. option to take time off in lieu 3.53 where an employee would prefer to take time off in lieu or accrue flex credit rather than receive payment for overtime duty, and their manager agrees to that arrangement, they are entitled to take that time in either circumstance at the same rate at which they would have received it as an overtime payment. overtime – rate of payment 3.54 overtime duty is payable at the following rates as outlined in table 3.54.1. 10 table 3.54.1 overtime period rate monday to friday (outside bandwidth hours)
Department of Energy and environemtn enterprise-agreement-2016-2019.txt726flextimethe delegate within the flextime bandwidth for the period worked beyond seven hours and 30 minutes. 3.50 where a part-time employee at the aps 1 to aps 6 classification level is required by their manager to work extra duty outside their ordinary working hours the overtime rate of payment will apply. 3.51 where an employee who has a flex debit is required to work overtime, they may eliminate their flex debit (at the overtime rate) before overtime is payable. rest break 3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time, between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where such a break is not possible, the employee will be paid double the regular rate of pay until they have such a break. option to take time off in lieu 3.53 where an employee would prefer to take time off in lieu or accrue flex credit rather than receive payment for overtime duty, and their manager agrees to that arrangement, they are entitled to take that time in either circumstance at the same rate at which they would have received it as an overtime payment. overtime – rate of payment 3.54 overtime duty is payable at the following rates as outlined in table 3.54.1. 10 table 3.54.1 overtime period rate monday to friday (outside bandwidth hours) 1½ hours for each hour (or part thereof, rounded to the
Department of Energy and environemtn enterprise-agreement-2016-2019.txt726bandwidththe delegate within the flextime bandwidth for the period worked beyond seven hours and 30 minutes. 3.50 where a part-time employee at the aps 1 to aps 6 classification level is required by their manager to work extra duty outside their ordinary working hours the overtime rate of payment will apply. 3.51 where an employee who has a flex debit is required to work overtime, they may eliminate their flex debit (at the overtime rate) before overtime is payable. rest break 3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time, between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where such a break is not possible, the employee will be paid double the regular rate of pay until they have such a break. option to take time off in lieu 3.53 where an employee would prefer to take time off in lieu or accrue flex credit rather than receive payment for overtime duty, and their manager agrees to that arrangement, they are entitled to take that time in either circumstance at the same rate at which they would have received it as an overtime payment. overtime – rate of payment 3.54 overtime duty is payable at the following rates as outlined in table 3.54.1. 10 table 3.54.1 overtime period rate monday to friday (outside bandwidth hours) 1½ hours for each hour (or part thereof, rounded to the
Department of Energy and environemtn enterprise-agreement-2016-2019.txt728overtimework extra duty outside their ordinary working hours the overtime rate of payment will apply. 3.51 where an employee who has a flex debit is required to work overtime, they may eliminate their flex debit (at the overtime rate) before overtime is payable. rest break 3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time, between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where such a break is not possible, the employee will be paid double the regular rate of pay until they have such a break. option to take time off in lieu 3.53 where an employee would prefer to take time off in lieu or accrue flex credit rather than receive payment for overtime duty, and their manager agrees to that arrangement, they are entitled to take that time in either circumstance at the same rate at which they would have received it as an overtime payment. overtime – rate of payment 3.54 overtime duty is payable at the following rates as outlined in table 3.54.1. 10 table 3.54.1 overtime period rate monday to friday (outside bandwidth hours) 1½ hours for each hour (or part thereof, rounded to the nearest 15 minutes) worked for the first 3 hours, and 2 hours for each hour worked thereafter
Department of Energy and environemtn enterprise-agreement-2016-2019.txt729overtime3.51 where an employee who has a flex debit is required to work overtime, they may eliminate their flex debit (at the overtime rate) before overtime is payable. rest break 3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time, between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where such a break is not possible, the employee will be paid double the regular rate of pay until they have such a break. option to take time off in lieu 3.53 where an employee would prefer to take time off in lieu or accrue flex credit rather than receive payment for overtime duty, and their manager agrees to that arrangement, they are entitled to take that time in either circumstance at the same rate at which they would have received it as an overtime payment. overtime – rate of payment 3.54 overtime duty is payable at the following rates as outlined in table 3.54.1. 10 table 3.54.1 overtime period rate monday to friday (outside bandwidth hours) 1½ hours for each hour (or part thereof, rounded to the nearest 15 minutes) worked for the first 3 hours, and 2 hours for each hour worked thereafter
Department of Energy and environemtn enterprise-agreement-2016-2019.txt730overtimedebit (at the overtime rate) before overtime is payable. rest break 3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time, between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where such a break is not possible, the employee will be paid double the regular rate of pay until they have such a break. option to take time off in lieu 3.53 where an employee would prefer to take time off in lieu or accrue flex credit rather than receive payment for overtime duty, and their manager agrees to that arrangement, they are entitled to take that time in either circumstance at the same rate at which they would have received it as an overtime payment. overtime – rate of payment 3.54 overtime duty is payable at the following rates as outlined in table 3.54.1. 10 table 3.54.1 overtime period rate monday to friday (outside bandwidth hours) 1½ hours for each hour (or part thereof, rounded to the nearest 15 minutes) worked for the first 3 hours, and 2 hours for each hour worked thereafter saturday
Department of Energy and environemtn enterprise-agreement-2016-2019.txt732travel3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time, between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where such a break is not possible, the employee will be paid double the regular rate of pay until they have such a break. option to take time off in lieu 3.53 where an employee would prefer to take time off in lieu or accrue flex credit rather than receive payment for overtime duty, and their manager agrees to that arrangement, they are entitled to take that time in either circumstance at the same rate at which they would have received it as an overtime payment. overtime – rate of payment 3.54 overtime duty is payable at the following rates as outlined in table 3.54.1. 10 table 3.54.1 overtime period rate monday to friday (outside bandwidth hours) 1½ hours for each hour (or part thereof, rounded to the nearest 15 minutes) worked for the first 3 hours, and 2 hours for each hour worked thereafter saturday 1½ hours for each hour worked for the first 3 hours, and
Department of Energy and environemtn enterprise-agreement-2016-2019.txt738overtimepayment for overtime duty, and their manager agrees to that arrangement, they are entitled to take that time in either circumstance at the same rate at which they would have received it as an overtime payment. overtime – rate of payment 3.54 overtime duty is payable at the following rates as outlined in table 3.54.1. 10 table 3.54.1 overtime period rate monday to friday (outside bandwidth hours) 1½ hours for each hour (or part thereof, rounded to the nearest 15 minutes) worked for the first 3 hours, and 2 hours for each hour worked thereafter saturday 1½ hours for each hour worked for the first 3 hours, and 2 hours for each hour worked thereafter sunday 2 hours for each hour worked
Department of Energy and environemtn enterprise-agreement-2016-2019.txt739overtimethat time in either circumstance at the same rate at which they would have received it as an overtime payment. overtime – rate of payment 3.54 overtime duty is payable at the following rates as outlined in table 3.54.1. 10 table 3.54.1 overtime period rate monday to friday (outside bandwidth hours) 1½ hours for each hour (or part thereof, rounded to the nearest 15 minutes) worked for the first 3 hours, and 2 hours for each hour worked thereafter saturday 1½ hours for each hour worked for the first 3 hours, and 2 hours for each hour worked thereafter sunday 2 hours for each hour worked public holidays (within
Department of Energy and environemtn enterprise-agreement-2016-2019.txt741overtimeovertime – rate of payment 3.54 overtime duty is payable at the following rates as outlined in table 3.54.1. 10 table 3.54.1 overtime period rate monday to friday (outside bandwidth hours) 1½ hours for each hour (or part thereof, rounded to the nearest 15 minutes) worked for the first 3 hours, and 2 hours for each hour worked thereafter saturday 1½ hours for each hour worked for the first 3 hours, and 2 hours for each hour worked thereafter sunday 2 hours for each hour worked public holidays (within ordinary hours)
Department of Energy and environemtn enterprise-agreement-2016-2019.txt742overtime3.54 overtime duty is payable at the following rates as outlined in table 3.54.1. 10 table 3.54.1 overtime period rate monday to friday (outside bandwidth hours) 1½ hours for each hour (or part thereof, rounded to the nearest 15 minutes) worked for the first 3 hours, and 2 hours for each hour worked thereafter saturday 1½ hours for each hour worked for the first 3 hours, and 2 hours for each hour worked thereafter sunday 2 hours for each hour worked public holidays (within ordinary hours) 1½ hours for each hour worked (as employees are already
Department of Energy and environemtn enterprise-agreement-2016-2019.txt747overtimeovertime period rate monday to friday (outside bandwidth hours) 1½ hours for each hour (or part thereof, rounded to the nearest 15 minutes) worked for the first 3 hours, and 2 hours for each hour worked thereafter saturday 1½ hours for each hour worked for the first 3 hours, and 2 hours for each hour worked thereafter sunday 2 hours for each hour worked public holidays (within ordinary hours) 1½ hours for each hour worked (as employees are already receiving payment for the public holiday at single-time rates) public holidays (outside ordinary hours)
Department of Energy and environemtn enterprise-agreement-2016-2019.txt752bandwidth(outside bandwidth hours) 1½ hours for each hour (or part thereof, rounded to the nearest 15 minutes) worked for the first 3 hours, and 2 hours for each hour worked thereafter saturday 1½ hours for each hour worked for the first 3 hours, and 2 hours for each hour worked thereafter sunday 2 hours for each hour worked public holidays (within ordinary hours) 1½ hours for each hour worked (as employees are already receiving payment for the public holiday at single-time rates) public holidays (outside ordinary hours) 2½ hours for each hour worked minimum period for overtime payment on weekends and public holidays 3.55 subject to clauses 5.3 to 5.9 (restriction allowance), where an employee is required to work overtime on a weekend or public holiday, they will be paid for a minimum period of two hours at the appropriate
Department of Energy and environemtn enterprise-agreement-2016-2019.txt779overtimeminimum period for overtime payment on weekends and public holidays 3.55 subject to clauses 5.3 to 5.9 (restriction allowance), where an employee is required to work overtime on a weekend or public holiday, they will be paid for a minimum period of two hours at the appropriate overtime rate. emergency duty 3.56 this clause only applies to employees in classifications at the aps 1 to aps 6 level. where an employee is called on duty to respond to an emergency at a time when they would not normally have been on duty, and has been given no notice of such a call prior to ceasing ordinary duty, they will be paid for the emergency duty at double their regular rate of pay. the period for which this emergency payment will be made will include time necessarily spent travelling to and from duty. the minimum payment under this clause will be two hours at double the regular rate of pay. overtime for executive level employees 3.57 the delegate may approve payment of overtime, on a case-by-case basis, to el employees assigned to information technology duties who perform extra duties on a regular and continuing basis to provide non-discretionary computing services that cannot be undertaken during ordinary hours. 3.58 apart from the circumstances in clause 3.57, el employees are only eligible to receive overtime payments in exceptional circumstances. in assessing exceptional circumstances the delegate will take into account: a. the nature and extent of the overtime b. whether the overtime has been directed and certified (such as on restriction) c. whether the nature of directions received means that the overtime must be done (i.e. it is unavoidable and can only be performed by employees at that level) d. whether the extra duty is regular and excessive, compared with that worked by employees generally at the same level, over a long period of time (i.e. on a continuing basis, as overtime is not usually paid for one-off special tasks) e. whether the extra duty is burdensome or unusually urgent compared with that undertaken by employees at the same level. shiftwork and fixed daily hours 3.59 a shiftworker is an employee at aps 1 to aps 6 level who is rostered to perform ordinary duty outside
Department of Energy and environemtn enterprise-agreement-2016-2019.txt780overtime3.55 subject to clauses 5.3 to 5.9 (restriction allowance), where an employee is required to work overtime on a weekend or public holiday, they will be paid for a minimum period of two hours at the appropriate overtime rate. emergency duty 3.56 this clause only applies to employees in classifications at the aps 1 to aps 6 level. where an employee is called on duty to respond to an emergency at a time when they would not normally have been on duty, and has been given no notice of such a call prior to ceasing ordinary duty, they will be paid for the emergency duty at double their regular rate of pay. the period for which this emergency payment will be made will include time necessarily spent travelling to and from duty. the minimum payment under this clause will be two hours at double the regular rate of pay. overtime for executive level employees 3.57 the delegate may approve payment of overtime, on a case-by-case basis, to el employees assigned to information technology duties who perform extra duties on a regular and continuing basis to provide non-discretionary computing services that cannot be undertaken during ordinary hours. 3.58 apart from the circumstances in clause 3.57, el employees are only eligible to receive overtime payments in exceptional circumstances. in assessing exceptional circumstances the delegate will take into account: a. the nature and extent of the overtime b. whether the overtime has been directed and certified (such as on restriction) c. whether the nature of directions received means that the overtime must be done (i.e. it is unavoidable and can only be performed by employees at that level) d. whether the extra duty is regular and excessive, compared with that worked by employees generally at the same level, over a long period of time (i.e. on a continuing basis, as overtime is not usually paid for one-off special tasks) e. whether the extra duty is burdensome or unusually urgent compared with that undertaken by employees at the same level. shiftwork and fixed daily hours 3.59 a shiftworker is an employee at aps 1 to aps 6 level who is rostered to perform ordinary duty outside the period of 6.30 am to 6.00 pm on monday to friday and/or is rostered to work on saturdays,
Department of Energy and environemtn enterprise-agreement-2016-2019.txt782overtimeovertime rate. emergency duty 3.56 this clause only applies to employees in classifications at the aps 1 to aps 6 level. where an employee is called on duty to respond to an emergency at a time when they would not normally have been on duty, and has been given no notice of such a call prior to ceasing ordinary duty, they will be paid for the emergency duty at double their regular rate of pay. the period for which this emergency payment will be made will include time necessarily spent travelling to and from duty. the minimum payment under this clause will be two hours at double the regular rate of pay. overtime for executive level employees 3.57 the delegate may approve payment of overtime, on a case-by-case basis, to el employees assigned to information technology duties who perform extra duties on a regular and continuing basis to provide non-discretionary computing services that cannot be undertaken during ordinary hours. 3.58 apart from the circumstances in clause 3.57, el employees are only eligible to receive overtime payments in exceptional circumstances. in assessing exceptional circumstances the delegate will take into account: a. the nature and extent of the overtime b. whether the overtime has been directed and certified (such as on restriction) c. whether the nature of directions received means that the overtime must be done (i.e. it is unavoidable and can only be performed by employees at that level) d. whether the extra duty is regular and excessive, compared with that worked by employees generally at the same level, over a long period of time (i.e. on a continuing basis, as overtime is not usually paid for one-off special tasks) e. whether the extra duty is burdensome or unusually urgent compared with that undertaken by employees at the same level. shiftwork and fixed daily hours 3.59 a shiftworker is an employee at aps 1 to aps 6 level who is rostered to perform ordinary duty outside the period of 6.30 am to 6.00 pm on monday to friday and/or is rostered to work on saturdays, 11
Department of Energy and environemtn enterprise-agreement-2016-2019.txt788travelpayment will be made will include time necessarily spent travelling to and from duty. the minimum payment under this clause will be two hours at double the regular rate of pay. overtime for executive level employees 3.57 the delegate may approve payment of overtime, on a case-by-case basis, to el employees assigned to information technology duties who perform extra duties on a regular and continuing basis to provide non-discretionary computing services that cannot be undertaken during ordinary hours. 3.58 apart from the circumstances in clause 3.57, el employees are only eligible to receive overtime payments in exceptional circumstances. in assessing exceptional circumstances the delegate will take into account: a. the nature and extent of the overtime b. whether the overtime has been directed and certified (such as on restriction) c. whether the nature of directions received means that the overtime must be done (i.e. it is unavoidable and can only be performed by employees at that level) d. whether the extra duty is regular and excessive, compared with that worked by employees generally at the same level, over a long period of time (i.e. on a continuing basis, as overtime is not usually paid for one-off special tasks) e. whether the extra duty is burdensome or unusually urgent compared with that undertaken by employees at the same level. shiftwork and fixed daily hours 3.59 a shiftworker is an employee at aps 1 to aps 6 level who is rostered to perform ordinary duty outside the period of 6.30 am to 6.00 pm on monday to friday and/or is rostered to work on saturdays, 11 sundays or public holidays for an ongoing or fixed period. employees employed on a fixed daily hours or shift roster basis are not entitled to flextime as outlined in clauses 3.17 to 3.23. this definition does not prevent a shiftworker returning from parental or maternity leave requesting to work on a part-time basis under clause 3.30. 3.60 where for operational reasons the delegate considers that employees in a work area should work fixed daily hours or shiftwork, the delegate may require an employee to work these hours. the actual
Department of Energy and environemtn enterprise-agreement-2016-2019.txt790overtimeovertime for executive level employees 3.57 the delegate may approve payment of overtime, on a case-by-case basis, to el employees assigned to information technology duties who perform extra duties on a regular and continuing basis to provide non-discretionary computing services that cannot be undertaken during ordinary hours. 3.58 apart from the circumstances in clause 3.57, el employees are only eligible to receive overtime payments in exceptional circumstances. in assessing exceptional circumstances the delegate will take into account: a. the nature and extent of the overtime b. whether the overtime has been directed and certified (such as on restriction) c. whether the nature of directions received means that the overtime must be done (i.e. it is unavoidable and can only be performed by employees at that level) d. whether the extra duty is regular and excessive, compared with that worked by employees generally at the same level, over a long period of time (i.e. on a continuing basis, as overtime is not usually paid for one-off special tasks) e. whether the extra duty is burdensome or unusually urgent compared with that undertaken by employees at the same level. shiftwork and fixed daily hours 3.59 a shiftworker is an employee at aps 1 to aps 6 level who is rostered to perform ordinary duty outside the period of 6.30 am to 6.00 pm on monday to friday and/or is rostered to work on saturdays, 11 sundays or public holidays for an ongoing or fixed period. employees employed on a fixed daily hours or shift roster basis are not entitled to flextime as outlined in clauses 3.17 to 3.23. this definition does not prevent a shiftworker returning from parental or maternity leave requesting to work on a part-time basis under clause 3.30. 3.60 where for operational reasons the delegate considers that employees in a work area should work fixed daily hours or shiftwork, the delegate may require an employee to work these hours. the actual hours of work and rostering arrangements will be determined at the work place (including any arrangements for working additional hours towards an accrued day off) by the local manager after
Department of Energy and environemtn enterprise-agreement-2016-2019.txt791overtime3.57 the delegate may approve payment of overtime, on a case-by-case basis, to el employees assigned to information technology duties who perform extra duties on a regular and continuing basis to provide non-discretionary computing services that cannot be undertaken during ordinary hours. 3.58 apart from the circumstances in clause 3.57, el employees are only eligible to receive overtime payments in exceptional circumstances. in assessing exceptional circumstances the delegate will take into account: a. the nature and extent of the overtime b. whether the overtime has been directed and certified (such as on restriction) c. whether the nature of directions received means that the overtime must be done (i.e. it is unavoidable and can only be performed by employees at that level) d. whether the extra duty is regular and excessive, compared with that worked by employees generally at the same level, over a long period of time (i.e. on a continuing basis, as overtime is not usually paid for one-off special tasks) e. whether the extra duty is burdensome or unusually urgent compared with that undertaken by employees at the same level. shiftwork and fixed daily hours 3.59 a shiftworker is an employee at aps 1 to aps 6 level who is rostered to perform ordinary duty outside the period of 6.30 am to 6.00 pm on monday to friday and/or is rostered to work on saturdays, 11 sundays or public holidays for an ongoing or fixed period. employees employed on a fixed daily hours or shift roster basis are not entitled to flextime as outlined in clauses 3.17 to 3.23. this definition does not prevent a shiftworker returning from parental or maternity leave requesting to work on a part-time basis under clause 3.30. 3.60 where for operational reasons the delegate considers that employees in a work area should work fixed daily hours or shiftwork, the delegate may require an employee to work these hours. the actual hours of work and rostering arrangements will be determined at the work place (including any arrangements for working additional hours towards an accrued day off) by the local manager after consultation with affected employees.
Department of Energy and environemtn enterprise-agreement-2016-2019.txt794overtime3.58 apart from the circumstances in clause 3.57, el employees are only eligible to receive overtime payments in exceptional circumstances. in assessing exceptional circumstances the delegate will take into account: a. the nature and extent of the overtime b. whether the overtime has been directed and certified (such as on restriction) c. whether the nature of directions received means that the overtime must be done (i.e. it is unavoidable and can only be performed by employees at that level) d. whether the extra duty is regular and excessive, compared with that worked by employees generally at the same level, over a long period of time (i.e. on a continuing basis, as overtime is not usually paid for one-off special tasks) e. whether the extra duty is burdensome or unusually urgent compared with that undertaken by employees at the same level. shiftwork and fixed daily hours 3.59 a shiftworker is an employee at aps 1 to aps 6 level who is rostered to perform ordinary duty outside the period of 6.30 am to 6.00 pm on monday to friday and/or is rostered to work on saturdays, 11 sundays or public holidays for an ongoing or fixed period. employees employed on a fixed daily hours or shift roster basis are not entitled to flextime as outlined in clauses 3.17 to 3.23. this definition does not prevent a shiftworker returning from parental or maternity leave requesting to work on a part-time basis under clause 3.30. 3.60 where for operational reasons the delegate considers that employees in a work area should work fixed daily hours or shiftwork, the delegate may require an employee to work these hours. the actual hours of work and rostering arrangements will be determined at the work place (including any arrangements for working additional hours towards an accrued day off) by the local manager after consultation with affected employees. 3.61 except at the regular changeover of shifts an employee should not be required to work more than one shift in each 24 hours. 3.62 the department may change fixed daily hours or shiftwork rosters by mutual consent of the manager
Department of Energy and environemtn enterprise-agreement-2016-2019.txt797overtimea. the nature and extent of the overtime b. whether the overtime has been directed and certified (such as on restriction) c. whether the nature of directions received means that the overtime must be done (i.e. it is unavoidable and can only be performed by employees at that level) d. whether the extra duty is regular and excessive, compared with that worked by employees generally at the same level, over a long period of time (i.e. on a continuing basis, as overtime is not usually paid for one-off special tasks) e. whether the extra duty is burdensome or unusually urgent compared with that undertaken by employees at the same level. shiftwork and fixed daily hours 3.59 a shiftworker is an employee at aps 1 to aps 6 level who is rostered to perform ordinary duty outside the period of 6.30 am to 6.00 pm on monday to friday and/or is rostered to work on saturdays, 11 sundays or public holidays for an ongoing or fixed period. employees employed on a fixed daily hours or shift roster basis are not entitled to flextime as outlined in clauses 3.17 to 3.23. this definition does not prevent a shiftworker returning from parental or maternity leave requesting to work on a part-time basis under clause 3.30. 3.60 where for operational reasons the delegate considers that employees in a work area should work fixed daily hours or shiftwork, the delegate may require an employee to work these hours. the actual hours of work and rostering arrangements will be determined at the work place (including any arrangements for working additional hours towards an accrued day off) by the local manager after consultation with affected employees. 3.61 except at the regular changeover of shifts an employee should not be required to work more than one shift in each 24 hours. 3.62 the department may change fixed daily hours or shiftwork rosters by mutual consent of the manager and affected employees at any time or by amendment of the roster on ten working days notice given by the manager to the affected employees. in the absence of consent or ten working days notice, employees will be paid overtime for work outside the previously rostered hours of duty. payments on this basis will be continued for each changed shift until employees have received ten working days notice
Department of Energy and environemtn enterprise-agreement-2016-2019.txt798overtimeb. whether the overtime has been directed and certified (such as on restriction) c. whether the nature of directions received means that the overtime must be done (i.e. it is unavoidable and can only be performed by employees at that level) d. whether the extra duty is regular and excessive, compared with that worked by employees generally at the same level, over a long period of time (i.e. on a continuing basis, as overtime is not usually paid for one-off special tasks) e. whether the extra duty is burdensome or unusually urgent compared with that undertaken by employees at the same level. shiftwork and fixed daily hours 3.59 a shiftworker is an employee at aps 1 to aps 6 level who is rostered to perform ordinary duty outside the period of 6.30 am to 6.00 pm on monday to friday and/or is rostered to work on saturdays, 11 sundays or public holidays for an ongoing or fixed period. employees employed on a fixed daily hours or shift roster basis are not entitled to flextime as outlined in clauses 3.17 to 3.23. this definition does not prevent a shiftworker returning from parental or maternity leave requesting to work on a part-time basis under clause 3.30. 3.60 where for operational reasons the delegate considers that employees in a work area should work fixed daily hours or shiftwork, the delegate may require an employee to work these hours. the actual hours of work and rostering arrangements will be determined at the work place (including any arrangements for working additional hours towards an accrued day off) by the local manager after consultation with affected employees. 3.61 except at the regular changeover of shifts an employee should not be required to work more than one shift in each 24 hours. 3.62 the department may change fixed daily hours or shiftwork rosters by mutual consent of the manager and affected employees at any time or by amendment of the roster on ten working days notice given by the manager to the affected employees. in the absence of consent or ten working days notice, employees will be paid overtime for work outside the previously rostered hours of duty. payments on this basis will be continued for each changed shift until employees have received ten working days notice of the shift changing. however this payment does not apply where a manager is unable to give ten
Department of Energy and environemtn enterprise-agreement-2016-2019.txt799overtimec. whether the nature of directions received means that the overtime must be done (i.e. it is unavoidable and can only be performed by employees at that level) d. whether the extra duty is regular and excessive, compared with that worked by employees generally at the same level, over a long period of time (i.e. on a continuing basis, as overtime is not usually paid for one-off special tasks) e. whether the extra duty is burdensome or unusually urgent compared with that undertaken by employees at the same level. shiftwork and fixed daily hours 3.59 a shiftworker is an employee at aps 1 to aps 6 level who is rostered to perform ordinary duty outside the period of 6.30 am to 6.00 pm on monday to friday and/or is rostered to work on saturdays, 11 sundays or public holidays for an ongoing or fixed period. employees employed on a fixed daily hours or shift roster basis are not entitled to flextime as outlined in clauses 3.17 to 3.23. this definition does not prevent a shiftworker returning from parental or maternity leave requesting to work on a part-time basis under clause 3.30. 3.60 where for operational reasons the delegate considers that employees in a work area should work fixed daily hours or shiftwork, the delegate may require an employee to work these hours. the actual hours of work and rostering arrangements will be determined at the work place (including any arrangements for working additional hours towards an accrued day off) by the local manager after consultation with affected employees. 3.61 except at the regular changeover of shifts an employee should not be required to work more than one shift in each 24 hours. 3.62 the department may change fixed daily hours or shiftwork rosters by mutual consent of the manager and affected employees at any time or by amendment of the roster on ten working days notice given by the manager to the affected employees. in the absence of consent or ten working days notice, employees will be paid overtime for work outside the previously rostered hours of duty. payments on this basis will be continued for each changed shift until employees have received ten working days notice of the shift changing. however this payment does not apply where a manager is unable to give ten working days notice because of the sickness or unanticipated absence of another employee.
Department of Energy and environemtn enterprise-agreement-2016-2019.txt802overtimegenerally at the same level, over a long period of time (i.e. on a continuing basis, as overtime is not usually paid for one-off special tasks) e. whether the extra duty is burdensome or unusually urgent compared with that undertaken by employees at the same level. shiftwork and fixed daily hours 3.59 a shiftworker is an employee at aps 1 to aps 6 level who is rostered to perform ordinary duty outside the period of 6.30 am to 6.00 pm on monday to friday and/or is rostered to work on saturdays, 11 sundays or public holidays for an ongoing or fixed period. employees employed on a fixed daily hours or shift roster basis are not entitled to flextime as outlined in clauses 3.17 to 3.23. this definition does not prevent a shiftworker returning from parental or maternity leave requesting to work on a part-time basis under clause 3.30. 3.60 where for operational reasons the delegate considers that employees in a work area should work fixed daily hours or shiftwork, the delegate may require an employee to work these hours. the actual hours of work and rostering arrangements will be determined at the work place (including any arrangements for working additional hours towards an accrued day off) by the local manager after consultation with affected employees. 3.61 except at the regular changeover of shifts an employee should not be required to work more than one shift in each 24 hours. 3.62 the department may change fixed daily hours or shiftwork rosters by mutual consent of the manager and affected employees at any time or by amendment of the roster on ten working days notice given by the manager to the affected employees. in the absence of consent or ten working days notice, employees will be paid overtime for work outside the previously rostered hours of duty. payments on this basis will be continued for each changed shift until employees have received ten working days notice of the shift changing. however this payment does not apply where a manager is unable to give ten working days notice because of the sickness or unanticipated absence of another employee. 3.63 employees working fixed daily hours or on a shift roster basis may exchange shifts or rostered days off with another employee by mutual agreement, and the consent of the manager. shifts and rostered days off must not be exchanged if the arrangement would entitle either employee to an overtime payment.
Department of Energy and environemtn enterprise-agreement-2016-2019.txt813flextimeor shift roster basis are not entitled to flextime as outlined in clauses 3.17 to 3.23. this definition does not prevent a shiftworker returning from parental or maternity leave requesting to work on a part-time basis under clause 3.30. 3.60 where for operational reasons the delegate considers that employees in a work area should work fixed daily hours or shiftwork, the delegate may require an employee to work these hours. the actual hours of work and rostering arrangements will be determined at the work place (including any arrangements for working additional hours towards an accrued day off) by the local manager after consultation with affected employees. 3.61 except at the regular changeover of shifts an employee should not be required to work more than one shift in each 24 hours. 3.62 the department may change fixed daily hours or shiftwork rosters by mutual consent of the manager and affected employees at any time or by amendment of the roster on ten working days notice given by the manager to the affected employees. in the absence of consent or ten working days notice, employees will be paid overtime for work outside the previously rostered hours of duty. payments on this basis will be continued for each changed shift until employees have received ten working days notice of the shift changing. however this payment does not apply where a manager is unable to give ten working days notice because of the sickness or unanticipated absence of another employee. 3.63 employees working fixed daily hours or on a shift roster basis may exchange shifts or rostered days off with another employee by mutual agreement, and the consent of the manager. shifts and rostered days off must not be exchanged if the arrangement would entitle either employee to an overtime payment. 3.64 where a public holiday occurs on a shiftworker’s rostered day off the employee will be granted one day of leave in lieu of that public holiday within a month or if this is not practicable, they will be paid one days pay at ordinary rates. 3.65 the manager may remove an employee or group of employees from a shiftwork roster to work ordinary hours after consulting with affected employees in accordance with clauses 2.17 to 2.23 and providing 28 days notice. for employees who have been on a fixed roster (shiftwork or fixed daily hours) for four years or more, salary maintenance for a three month period (including the 28 day notice period) will be provided. 3.66 where employees employed on a fixed daily hours or a shift roster basis are required to work additional hours, they will receive overtime payments for all duty performed outside their rostered or fixed hours. an employee may elect to take time off at overtime rates in lieu of overtime payments,
Department of Energy and environemtn enterprise-agreement-2016-2019.txt814maternity leavenot prevent a shiftworker returning from parental or maternity leave requesting to work on a part-time basis under clause 3.30. 3.60 where for operational reasons the delegate considers that employees in a work area should work fixed daily hours or shiftwork, the delegate may require an employee to work these hours. the actual hours of work and rostering arrangements will be determined at the work place (including any arrangements for working additional hours towards an accrued day off) by the local manager after consultation with affected employees. 3.61 except at the regular changeover of shifts an employee should not be required to work more than one shift in each 24 hours. 3.62 the department may change fixed daily hours or shiftwork rosters by mutual consent of the manager and affected employees at any time or by amendment of the roster on ten working days notice given by the manager to the affected employees. in the absence of consent or ten working days notice, employees will be paid overtime for work outside the previously rostered hours of duty. payments on this basis will be continued for each changed shift until employees have received ten working days notice of the shift changing. however this payment does not apply where a manager is unable to give ten working days notice because of the sickness or unanticipated absence of another employee. 3.63 employees working fixed daily hours or on a shift roster basis may exchange shifts or rostered days off with another employee by mutual agreement, and the consent of the manager. shifts and rostered days off must not be exchanged if the arrangement would entitle either employee to an overtime payment. 3.64 where a public holiday occurs on a shiftworker’s rostered day off the employee will be granted one day of leave in lieu of that public holiday within a month or if this is not practicable, they will be paid one days pay at ordinary rates. 3.65 the manager may remove an employee or group of employees from a shiftwork roster to work ordinary hours after consulting with affected employees in accordance with clauses 2.17 to 2.23 and providing 28 days notice. for employees who have been on a fixed roster (shiftwork or fixed daily hours) for four years or more, salary maintenance for a three month period (including the 28 day notice period) will be provided. 3.66 where employees employed on a fixed daily hours or a shift roster basis are required to work additional hours, they will receive overtime payments for all duty performed outside their rostered or fixed hours. an employee may elect to take time off at overtime rates in lieu of overtime payments, subject to operational requirements and approval of the delegate. where an employee ceases
Department of Energy and environemtn enterprise-agreement-2016-2019.txt825overtimeby the manager to the affected employees. in the absence of consent or ten working days notice, employees will be paid overtime for work outside the previously rostered hours of duty. payments on this basis will be continued for each changed shift until employees have received ten working days notice of the shift changing. however this payment does not apply where a manager is unable to give ten working days notice because of the sickness or unanticipated absence of another employee. 3.63 employees working fixed daily hours or on a shift roster basis may exchange shifts or rostered days off with another employee by mutual agreement, and the consent of the manager. shifts and rostered days off must not be exchanged if the arrangement would entitle either employee to an overtime payment. 3.64 where a public holiday occurs on a shiftworker’s rostered day off the employee will be granted one day of leave in lieu of that public holiday within a month or if this is not practicable, they will be paid one days pay at ordinary rates. 3.65 the manager may remove an employee or group of employees from a shiftwork roster to work ordinary hours after consulting with affected employees in accordance with clauses 2.17 to 2.23 and providing 28 days notice. for employees who have been on a fixed roster (shiftwork or fixed daily hours) for four years or more, salary maintenance for a three month period (including the 28 day notice period) will be provided. 3.66 where employees employed on a fixed daily hours or a shift roster basis are required to work additional hours, they will receive overtime payments for all duty performed outside their rostered or fixed hours. an employee may elect to take time off at overtime rates in lieu of overtime payments, subject to operational requirements and approval of the delegate. where an employee ceases employment with the department and their manager certifies that they were unable to access their time in lieu credits prior to ceasing, they will receive payment for those credits. 3.67 shift penalty payments will not be taken into account in the calculation of overtime or in the calculation of any allowance based on salary. 3.68 shiftworkers who do not receive commuted penalty payments (clause 3.69) will be paid the penalty rates outlined in table 3.68.1. 12 table 3.68.1 rostered time of ordinary duty
Department of Energy and environemtn enterprise-agreement-2016-2019.txt831overtimedays off must not be exchanged if the arrangement would entitle either employee to an overtime payment. 3.64 where a public holiday occurs on a shiftworker’s rostered day off the employee will be granted one day of leave in lieu of that public holiday within a month or if this is not practicable, they will be paid one days pay at ordinary rates. 3.65 the manager may remove an employee or group of employees from a shiftwork roster to work ordinary hours after consulting with affected employees in accordance with clauses 2.17 to 2.23 and providing 28 days notice. for employees who have been on a fixed roster (shiftwork or fixed daily hours) for four years or more, salary maintenance for a three month period (including the 28 day notice period) will be provided. 3.66 where employees employed on a fixed daily hours or a shift roster basis are required to work additional hours, they will receive overtime payments for all duty performed outside their rostered or fixed hours. an employee may elect to take time off at overtime rates in lieu of overtime payments, subject to operational requirements and approval of the delegate. where an employee ceases employment with the department and their manager certifies that they were unable to access their time in lieu credits prior to ceasing, they will receive payment for those credits. 3.67 shift penalty payments will not be taken into account in the calculation of overtime or in the calculation of any allowance based on salary. 3.68 shiftworkers who do not receive commuted penalty payments (clause 3.69) will be paid the penalty rates outlined in table 3.68.1. 12 table 3.68.1 rostered time of ordinary duty penalty rate ordinary duty performed on a shift (monday–friday) any part of which falls between 6.00 pm and 6.30 am
Department of Energy and environemtn enterprise-agreement-2016-2019.txt841overtimeadditional hours, they will receive overtime payments for all duty performed outside their rostered or fixed hours. an employee may elect to take time off at overtime rates in lieu of overtime payments, subject to operational requirements and approval of the delegate. where an employee ceases employment with the department and their manager certifies that they were unable to access their time in lieu credits prior to ceasing, they will receive payment for those credits. 3.67 shift penalty payments will not be taken into account in the calculation of overtime or in the calculation of any allowance based on salary. 3.68 shiftworkers who do not receive commuted penalty payments (clause 3.69) will be paid the penalty rates outlined in table 3.68.1. 12 table 3.68.1 rostered time of ordinary duty penalty rate ordinary duty performed on a shift (monday–friday) any part of which falls between 6.00 pm and 6.30 am 15% ordinary duty performed on saturday 50% ordinary duty performed on sunday 100%
Department of Energy and environemtn enterprise-agreement-2016-2019.txt842overtimefixed hours. an employee may elect to take time off at overtime rates in lieu of overtime payments, subject to operational requirements and approval of the delegate. where an employee ceases employment with the department and their manager certifies that they were unable to access their time in lieu credits prior to ceasing, they will receive payment for those credits. 3.67 shift penalty payments will not be taken into account in the calculation of overtime or in the calculation of any allowance based on salary. 3.68 shiftworkers who do not receive commuted penalty payments (clause 3.69) will be paid the penalty rates outlined in table 3.68.1. 12 table 3.68.1 rostered time of ordinary duty penalty rate ordinary duty performed on a shift (monday–friday) any part of which falls between 6.00 pm and 6.30 am 15% ordinary duty performed on saturday 50% ordinary duty performed on sunday 100% ordinary duty performed on a public holiday (or the
Department of Energy and environemtn enterprise-agreement-2016-2019.txt846overtime3.67 shift penalty payments will not be taken into account in the calculation of overtime or in the calculation of any allowance based on salary. 3.68 shiftworkers who do not receive commuted penalty payments (clause 3.69) will be paid the penalty rates outlined in table 3.68.1. 12 table 3.68.1 rostered time of ordinary duty penalty rate ordinary duty performed on a shift (monday–friday) any part of which falls between 6.00 pm and 6.30 am 15% ordinary duty performed on saturday 50% ordinary duty performed on sunday 100% ordinary duty performed on a public holiday (or the weekday immediately following the day observed as the boxing day public holiday) 150%
Department of Energy and environemtn enterprise-agreement-2016-2019.txt890long service leaveand other paid leave (but not for periods of long service leave in any circumstances). temporary reassignment to shiftwork 3.71 where an employee is temporarily reassigned to duties involving a shiftwork roster they will receive either the relevant commuted penalty payment or if the temporary reassignment is for a short period only they will apply for and be paid shift penalties in accordance with the shift work and fixed daily hours clauses 3.59 to 3.68. if this shiftwork roster involves the employee working weekends as a part of the roster (as for example in a ten days on, four days off roster) they will receive a day off for each saturday and sunday worked as part of their rostered days off. 13 part 4 – remuneration 4.1 all references to amounts of salaries throughout this agreement apply to full-time employees. parttime employees are entitled to a pro rata amount of these salaries based on their part-time hours as outlined in their part-time agreement. payment of salary 4.2 employees will be paid fortnightly. the fortnightly rate of pay will be calculated using the following formula: fortnightly pay = annual salary x 12/313. 4.3 employees will have their fortnightly salary paid by electronic funds transfer into a financial institution account of their choice. 4.4
Department of Energy and environemtn enterprise-agreement-2016-2019.txt928long service leavelong service leave, which is covered by the provisions of the long service leave (commonwealth employees) act 1976. the loading is calculated in accordance with the employee’s base annual salary rate. the employee will be paid for the time worked, rounded up to the nearest 15 minutes. the minimum payment per attendance will be two hours. junior rates junior rates of pay will apply to the minimum pay point of the department’s aps 1/2 classification and 4.6 the minimum pay point of the department’s training broadband (unless otherwise stated), as follows. table 4.6.1 age rate of pay under 18 years 60% of the aps 1/2 adult rate of pay at 18 years 70% of the department’s aps 1/2 adult rate of pay at 19 years 81% of the department’s aps 1/2 adult rate of pay at 20 years
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1204overtimeii. overtime rates iii. penalty rates iv. allowances v. remuneration vi. leave and leave loading and b. the arrangement meets the genuine needs of the department and the employee in relation to one or more of the matters mentioned in paragraph (a) and c. the arrangement is genuinely agreed to by the delegate and the employee. 4.42 the delegate must ensure that the terms of the individual flexibility arrangement: a. are about permitted matters under section 172 of the fw act and b. are not unlawful terms under section 194 of the fw act and c. result in the employee being better off overall than they would be if no arrangement were made. 4.43 the delegate must ensure that the individual flexibility arrangement: a. is in writing b. includes the names of the employer and the employee and c. is signed by the delegate and the employee and, if the employee is under 18 years of age, signed by a parent or guardian of the employee and d. includes details of i. the terms of this agreement that will be varied by the arrangement and ii. how the arrangement will vary the effect of the terms and iii. how the employee will be better off overall in relation to the terms and conditions of his or her employment as a result of the arrangement and e. states the day on which the arrangement commences and, where applicable, when the arrangement ceases. 4.44 the delegate must give the employee a copy of the individual flexibility arrangement within 14 days after it is agreed. 4.45 the delegate or the employee may terminate the individual flexibility arrangement: a. by giving no more than 28 days written notice to the other party to the arrangement or b. at any time if the delegate and employee agree in writing.
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1252salary packagingsalary packaging 4.48 all employees covered by this agreement can access the department’s salary packaging scheme. the employee’s pre-sacrifice salary will be their salary for the purposes of this agreement. further information is contained in the guidelines published by the department’s salary packaging provider. salary progression 4.49 employees (except expeditioner employees or those in the training broadband) will receive an annual increase in their salary (substantive and/or acting) to the next higher pay point in their classification level as set out in schedule 1 of this agreement, if on september 1 each year: a. their performance is assessed at their annual performance review as at least fully effective (further information is contained in the department’s pds policy) b. they are not already receiving salary at the highest pay point of their substantive and, if applicable, acting classification level(s) and c. they have been receiving salary at their current pay point (substantive or acting level) for at least the immediately preceding six months. 4.50 salary progression for eligible employees may occur on the first full pay period on or after 1 september each year. further information is contained in the department’s pds policy. 4.51 eligibility for salary progression is not affected by paid leave, by personal/carer’s leave without pay for personal illness/injury, by defence reserve leave without pay or by work in another commonwealth agency if the employee’s supervisor in that agency provides an assessment of the employee that indicates satisfactory performance. employer superannuation contributions 4.52 the department will make compulsory employer contributions as required by the applicable legislation and fund requirements. 4.53 where employer contributions are to an accumulation superannuation fund the employer contribution will be 15.4 per cent of fortnightly salary. this will not be reduced by any other contributions made through salary sacrifice arrangements. this clause does not apply where a superannuation fund cannot accept employer superannuation contributions (e.g. the fund is unable to accept contributions for people aged over 75).
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1253salary packaging4.48 all employees covered by this agreement can access the department’s salary packaging scheme. the employee’s pre-sacrifice salary will be their salary for the purposes of this agreement. further information is contained in the guidelines published by the department’s salary packaging provider. salary progression 4.49 employees (except expeditioner employees or those in the training broadband) will receive an annual increase in their salary (substantive and/or acting) to the next higher pay point in their classification level as set out in schedule 1 of this agreement, if on september 1 each year: a. their performance is assessed at their annual performance review as at least fully effective (further information is contained in the department’s pds policy) b. they are not already receiving salary at the highest pay point of their substantive and, if applicable, acting classification level(s) and c. they have been receiving salary at their current pay point (substantive or acting level) for at least the immediately preceding six months. 4.50 salary progression for eligible employees may occur on the first full pay period on or after 1 september each year. further information is contained in the department’s pds policy. 4.51 eligibility for salary progression is not affected by paid leave, by personal/carer’s leave without pay for personal illness/injury, by defence reserve leave without pay or by work in another commonwealth agency if the employee’s supervisor in that agency provides an assessment of the employee that indicates satisfactory performance. employer superannuation contributions 4.52 the department will make compulsory employer contributions as required by the applicable legislation and fund requirements. 4.53 where employer contributions are to an accumulation superannuation fund the employer contribution will be 15.4 per cent of fortnightly salary. this will not be reduced by any other contributions made through salary sacrifice arrangements. this clause does not apply where a superannuation fund cannot accept employer superannuation contributions (e.g. the fund is unable to accept contributions for people aged over 75). 4.54 the department will make superannuation contributions for employees who earn below the
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1255salary packaginginformation is contained in the guidelines published by the department’s salary packaging provider. salary progression 4.49 employees (except expeditioner employees or those in the training broadband) will receive an annual increase in their salary (substantive and/or acting) to the next higher pay point in their classification level as set out in schedule 1 of this agreement, if on september 1 each year: a. their performance is assessed at their annual performance review as at least fully effective (further information is contained in the department’s pds policy) b. they are not already receiving salary at the highest pay point of their substantive and, if applicable, acting classification level(s) and c. they have been receiving salary at their current pay point (substantive or acting level) for at least the immediately preceding six months. 4.50 salary progression for eligible employees may occur on the first full pay period on or after 1 september each year. further information is contained in the department’s pds policy. 4.51 eligibility for salary progression is not affected by paid leave, by personal/carer’s leave without pay for personal illness/injury, by defence reserve leave without pay or by work in another commonwealth agency if the employee’s supervisor in that agency provides an assessment of the employee that indicates satisfactory performance. employer superannuation contributions 4.52 the department will make compulsory employer contributions as required by the applicable legislation and fund requirements. 4.53 where employer contributions are to an accumulation superannuation fund the employer contribution will be 15.4 per cent of fortnightly salary. this will not be reduced by any other contributions made through salary sacrifice arrangements. this clause does not apply where a superannuation fund cannot accept employer superannuation contributions (e.g. the fund is unable to accept contributions for people aged over 75). 4.54 the department will make superannuation contributions for employees who earn below the superannuation guarantee minimum payment of $450 per month. 4.55 for employees who take half pay or unpaid parental leave (which includes maternity, adoption,
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1284parental leave4.55 for employees who take half pay or unpaid parental leave (which includes maternity, adoption, supporting partner and foster parent’s leave), employer contributions (based on the employer contribution amount in the full pay period immediately prior to commencing parental leave) will be 20 made for a period up to a maximum of 52 weeks, in accordance with the rules of the appropriate superannuation scheme. 4.56 except for employees who take unpaid parental leave (see clause 4.55) employer superannuation contributions will not be paid during periods of unpaid leave that do not count as service, unless otherwise required by law. 4.57 the delegate may choose to limit superannuation choice to complying superannuation funds that allow employee and/or employer contributions to be paid through fortnightly electronic funds transfer. 21 part 5 – allowances and reimbursements 5.1 all allowance amounts are listed in schedule 2 of this agreement. where indicated in schedule 2, part-time employees are only entitled to a pro rata amount of these allowances based on their parttime hours; otherwise they are entitled to the full allowance. overtime meal allowance 5.2 an employee is entitled to a meal allowance if the employee works more than two hours overtime duty on a weekday or on a normal rostered workday or four hours continuous overtime duty on a weekend or public holiday. where an employee works nine hours continuous overtime, they are entitled to an additional meal allowance. overtime entitlements are contained in clauses 3.48 to 3.58.
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1286parental leavecontribution amount in the full pay period immediately prior to commencing parental leave) will be 20 made for a period up to a maximum of 52 weeks, in accordance with the rules of the appropriate superannuation scheme. 4.56 except for employees who take unpaid parental leave (see clause 4.55) employer superannuation contributions will not be paid during periods of unpaid leave that do not count as service, unless otherwise required by law. 4.57 the delegate may choose to limit superannuation choice to complying superannuation funds that allow employee and/or employer contributions to be paid through fortnightly electronic funds transfer. 21 part 5 – allowances and reimbursements 5.1 all allowance amounts are listed in schedule 2 of this agreement. where indicated in schedule 2, part-time employees are only entitled to a pro rata amount of these allowances based on their parttime hours; otherwise they are entitled to the full allowance. overtime meal allowance 5.2 an employee is entitled to a meal allowance if the employee works more than two hours overtime duty on a weekday or on a normal rostered workday or four hours continuous overtime duty on a weekend or public holiday. where an employee works nine hours continuous overtime, they are entitled to an additional meal allowance. overtime entitlements are contained in clauses 3.48 to 3.58. restriction allowances 5.3
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1292parental leave4.56 except for employees who take unpaid parental leave (see clause 4.55) employer superannuation contributions will not be paid during periods of unpaid leave that do not count as service, unless otherwise required by law. 4.57 the delegate may choose to limit superannuation choice to complying superannuation funds that allow employee and/or employer contributions to be paid through fortnightly electronic funds transfer. 21 part 5 – allowances and reimbursements 5.1 all allowance amounts are listed in schedule 2 of this agreement. where indicated in schedule 2, part-time employees are only entitled to a pro rata amount of these allowances based on their parttime hours; otherwise they are entitled to the full allowance. overtime meal allowance 5.2 an employee is entitled to a meal allowance if the employee works more than two hours overtime duty on a weekday or on a normal rostered workday or four hours continuous overtime duty on a weekend or public holiday. where an employee works nine hours continuous overtime, they are entitled to an additional meal allowance. overtime entitlements are contained in clauses 3.48 to 3.58. restriction allowances 5.3 an employee (excluding aad employees for whom clauses 5.10 to 5.12 apply) may be required to be ‘on restriction’, which means they are contactable and available to perform extra duty outside their normal hours of work. in addition, employees may have some restrictions placed on their mobility, such as distance from work, and must be ready to work. normal hours of work means for: a. a shiftworker, the employee’s rostered hours of duty
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1306overtimeovertime meal allowance 5.2 an employee is entitled to a meal allowance if the employee works more than two hours overtime duty on a weekday or on a normal rostered workday or four hours continuous overtime duty on a weekend or public holiday. where an employee works nine hours continuous overtime, they are entitled to an additional meal allowance. overtime entitlements are contained in clauses 3.48 to 3.58. restriction allowances 5.3 an employee (excluding aad employees for whom clauses 5.10 to 5.12 apply) may be required to be ‘on restriction’, which means they are contactable and available to perform extra duty outside their normal hours of work. in addition, employees may have some restrictions placed on their mobility, such as distance from work, and must be ready to work. normal hours of work means for: a. a shiftworker, the employee’s rostered hours of duty b. an employee with fixed daily hours, those hours, excluding public holidays and the christmas closedown c. 5.4 an employee who works flextime, the hours of 8.30 am to 5.00 pm monday to friday, excluding public holidays and the christmas closedown. an employee will be paid a restriction allowance for each hour they are required to be on restriction at the rate of 8.5 per cent of their hourly salary. 5.5
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1309overtimean employee is entitled to a meal allowance if the employee works more than two hours overtime duty on a weekday or on a normal rostered workday or four hours continuous overtime duty on a weekend or public holiday. where an employee works nine hours continuous overtime, they are entitled to an additional meal allowance. overtime entitlements are contained in clauses 3.48 to 3.58. restriction allowances 5.3 an employee (excluding aad employees for whom clauses 5.10 to 5.12 apply) may be required to be ‘on restriction’, which means they are contactable and available to perform extra duty outside their normal hours of work. in addition, employees may have some restrictions placed on their mobility, such as distance from work, and must be ready to work. normal hours of work means for: a. a shiftworker, the employee’s rostered hours of duty b. an employee with fixed daily hours, those hours, excluding public holidays and the christmas closedown c. 5.4 an employee who works flextime, the hours of 8.30 am to 5.00 pm monday to friday, excluding public holidays and the christmas closedown. an employee will be paid a restriction allowance for each hour they are required to be on restriction at the rate of 8.5 per cent of their hourly salary. 5.5 salary for the purpose of calculation of restriction allowance will include additional remuneration paid for temporary re-assignment at a higher level and any allowances in the nature of salary.
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1310overtimeon a weekday or on a normal rostered workday or four hours continuous overtime duty on a weekend or public holiday. where an employee works nine hours continuous overtime, they are entitled to an additional meal allowance. overtime entitlements are contained in clauses 3.48 to 3.58. restriction allowances 5.3 an employee (excluding aad employees for whom clauses 5.10 to 5.12 apply) may be required to be ‘on restriction’, which means they are contactable and available to perform extra duty outside their normal hours of work. in addition, employees may have some restrictions placed on their mobility, such as distance from work, and must be ready to work. normal hours of work means for: a. a shiftworker, the employee’s rostered hours of duty b. an employee with fixed daily hours, those hours, excluding public holidays and the christmas closedown c. 5.4 an employee who works flextime, the hours of 8.30 am to 5.00 pm monday to friday, excluding public holidays and the christmas closedown. an employee will be paid a restriction allowance for each hour they are required to be on restriction at the rate of 8.5 per cent of their hourly salary. 5.5 salary for the purpose of calculation of restriction allowance will include additional remuneration paid for temporary re-assignment at a higher level and any allowances in the nature of salary. 5.6
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1311overtimeor public holiday. where an employee works nine hours continuous overtime, they are entitled to an additional meal allowance. overtime entitlements are contained in clauses 3.48 to 3.58. restriction allowances 5.3 an employee (excluding aad employees for whom clauses 5.10 to 5.12 apply) may be required to be ‘on restriction’, which means they are contactable and available to perform extra duty outside their normal hours of work. in addition, employees may have some restrictions placed on their mobility, such as distance from work, and must be ready to work. normal hours of work means for: a. a shiftworker, the employee’s rostered hours of duty b. an employee with fixed daily hours, those hours, excluding public holidays and the christmas closedown c. 5.4 an employee who works flextime, the hours of 8.30 am to 5.00 pm monday to friday, excluding public holidays and the christmas closedown. an employee will be paid a restriction allowance for each hour they are required to be on restriction at the rate of 8.5 per cent of their hourly salary. 5.5 salary for the purpose of calculation of restriction allowance will include additional remuneration paid for temporary re-assignment at a higher level and any allowances in the nature of salary. 5.6
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1312overtimeadditional meal allowance. overtime entitlements are contained in clauses 3.48 to 3.58. restriction allowances 5.3 an employee (excluding aad employees for whom clauses 5.10 to 5.12 apply) may be required to be ‘on restriction’, which means they are contactable and available to perform extra duty outside their normal hours of work. in addition, employees may have some restrictions placed on their mobility, such as distance from work, and must be ready to work. normal hours of work means for: a. a shiftworker, the employee’s rostered hours of duty b. an employee with fixed daily hours, those hours, excluding public holidays and the christmas closedown c. 5.4 an employee who works flextime, the hours of 8.30 am to 5.00 pm monday to friday, excluding public holidays and the christmas closedown. an employee will be paid a restriction allowance for each hour they are required to be on restriction at the rate of 8.5 per cent of their hourly salary. 5.5 salary for the purpose of calculation of restriction allowance will include additional remuneration paid for temporary re-assignment at a higher level and any allowances in the nature of salary. 5.6 an employee, other than an el employee, who is required to perform work or duties while restricted,
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1328flextimean employee who works flextime, the hours of 8.30 am to 5.00 pm monday to friday, excluding public holidays and the christmas closedown. an employee will be paid a restriction allowance for each hour they are required to be on restriction at the rate of 8.5 per cent of their hourly salary. 5.5 salary for the purpose of calculation of restriction allowance will include additional remuneration paid for temporary re-assignment at a higher level and any allowances in the nature of salary. 5.6 an employee, other than an el employee, who is required to perform work or duties while restricted, will be paid overtime for the hours actually worked. payment of overtime for any one day will be: a. if the employee is not required to be recalled to the place of work, payment in accordance with overtime provisions, the minimum payment being for one hour or b. if the employee is recalled to the place of work, payment in accordance with overtime provisions, the minimum payment being for three hours. 5.7 where an employee is on restriction and required to monitor and respond regularly to the radio, they will be paid overtime for the first two hours of the restriction period. 5.8 the delegate may determine an alternative amount of the restriction allowance rate, which may include the payment of overtime having regard to the circumstances of the restriction situation.
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1342overtimewill be paid overtime for the hours actually worked. payment of overtime for any one day will be: a. if the employee is not required to be recalled to the place of work, payment in accordance with overtime provisions, the minimum payment being for one hour or b. if the employee is recalled to the place of work, payment in accordance with overtime provisions, the minimum payment being for three hours. 5.7 where an employee is on restriction and required to monitor and respond regularly to the radio, they will be paid overtime for the first two hours of the restriction period. 5.8 the delegate may determine an alternative amount of the restriction allowance rate, which may include the payment of overtime having regard to the circumstances of the restriction situation. 5.9 where more than one attendance or call is involved, the minimum payment provisions will not apply. an employee’s overtime payment will not be greater than the amount that would have been payable had the employee remained on duty from the commencing time of duty on one attendance to the ceasing time of duty on a subsequent attendance. aad restriction allowance 5.10 where the relevant manager (delegate) determines that there is a requirement for an employee to be contactable and available to work extra duty on a regular, extensive and continuing basis, that employee will be paid a restriction allowance at a rate in accordance with schedule 2 of this agreement. this allowance covers telephone calls necessary to provide advice and/or to resolve 22
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1344overtimewith overtime provisions, the minimum payment being for one hour or b. if the employee is recalled to the place of work, payment in accordance with overtime provisions, the minimum payment being for three hours. 5.7 where an employee is on restriction and required to monitor and respond regularly to the radio, they will be paid overtime for the first two hours of the restriction period. 5.8 the delegate may determine an alternative amount of the restriction allowance rate, which may include the payment of overtime having regard to the circumstances of the restriction situation. 5.9 where more than one attendance or call is involved, the minimum payment provisions will not apply. an employee’s overtime payment will not be greater than the amount that would have been payable had the employee remained on duty from the commencing time of duty on one attendance to the ceasing time of duty on a subsequent attendance. aad restriction allowance 5.10 where the relevant manager (delegate) determines that there is a requirement for an employee to be contactable and available to work extra duty on a regular, extensive and continuing basis, that employee will be paid a restriction allowance at a rate in accordance with schedule 2 of this agreement. this allowance covers telephone calls necessary to provide advice and/or to resolve 22 problems, and attendance to the employee’s place of work or another location to perform duties of up to three hours where necessary. no other allowance is payable to employees if they receive a
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1345overtimeb. if the employee is recalled to the place of work, payment in accordance with overtime provisions, the minimum payment being for three hours. 5.7 where an employee is on restriction and required to monitor and respond regularly to the radio, they will be paid overtime for the first two hours of the restriction period. 5.8 the delegate may determine an alternative amount of the restriction allowance rate, which may include the payment of overtime having regard to the circumstances of the restriction situation. 5.9 where more than one attendance or call is involved, the minimum payment provisions will not apply. an employee’s overtime payment will not be greater than the amount that would have been payable had the employee remained on duty from the commencing time of duty on one attendance to the ceasing time of duty on a subsequent attendance. aad restriction allowance 5.10 where the relevant manager (delegate) determines that there is a requirement for an employee to be contactable and available to work extra duty on a regular, extensive and continuing basis, that employee will be paid a restriction allowance at a rate in accordance with schedule 2 of this agreement. this allowance covers telephone calls necessary to provide advice and/or to resolve 22 problems, and attendance to the employee’s place of work or another location to perform duties of up to three hours where necessary. no other allowance is payable to employees if they receive a restriction allowance under this clause. if an employee in receipt of a restriction allowance is required
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1351overtimewill be paid overtime for the first two hours of the restriction period. 5.8 the delegate may determine an alternative amount of the restriction allowance rate, which may include the payment of overtime having regard to the circumstances of the restriction situation. 5.9 where more than one attendance or call is involved, the minimum payment provisions will not apply. an employee’s overtime payment will not be greater than the amount that would have been payable had the employee remained on duty from the commencing time of duty on one attendance to the ceasing time of duty on a subsequent attendance. aad restriction allowance 5.10 where the relevant manager (delegate) determines that there is a requirement for an employee to be contactable and available to work extra duty on a regular, extensive and continuing basis, that employee will be paid a restriction allowance at a rate in accordance with schedule 2 of this agreement. this allowance covers telephone calls necessary to provide advice and/or to resolve 22 problems, and attendance to the employee’s place of work or another location to perform duties of up to three hours where necessary. no other allowance is payable to employees if they receive a restriction allowance under this clause. if an employee in receipt of a restriction allowance is required to attend work, overtime is payable for the portion of attendances extending beyond three hours. this allowance does not count as salary for superannuation purposes. 5.11 where the employee is unavailable for restriction for more than a day the restriction allowance will cease for the period when they are unavailable. 5.12 in exceptional cases where the employee on restriction is unavailable another employee may be called as back-up and the manager may approve payment to the back-up employee at the appropriate
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1356overtimeinclude the payment of overtime having regard to the circumstances of the restriction situation. 5.9 where more than one attendance or call is involved, the minimum payment provisions will not apply. an employee’s overtime payment will not be greater than the amount that would have been payable had the employee remained on duty from the commencing time of duty on one attendance to the ceasing time of duty on a subsequent attendance. aad restriction allowance 5.10 where the relevant manager (delegate) determines that there is a requirement for an employee to be contactable and available to work extra duty on a regular, extensive and continuing basis, that employee will be paid a restriction allowance at a rate in accordance with schedule 2 of this agreement. this allowance covers telephone calls necessary to provide advice and/or to resolve 22 problems, and attendance to the employee’s place of work or another location to perform duties of up to three hours where necessary. no other allowance is payable to employees if they receive a restriction allowance under this clause. if an employee in receipt of a restriction allowance is required to attend work, overtime is payable for the portion of attendances extending beyond three hours. this allowance does not count as salary for superannuation purposes. 5.11 where the employee is unavailable for restriction for more than a day the restriction allowance will cease for the period when they are unavailable. 5.12 in exceptional cases where the employee on restriction is unavailable another employee may be called as back-up and the manager may approve payment to the back-up employee at the appropriate overtime rate. the minimum overtime payment in these circumstances will be three hours. at sea allowance 5.13 an employee (excluding aad employees) required to undertake an overnight sea patrol will be paid a taxable allowance as set out in schedule 2 of this agreement.
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1361overtimean employee’s overtime payment will not be greater than the amount that would have been payable had the employee remained on duty from the commencing time of duty on one attendance to the ceasing time of duty on a subsequent attendance. aad restriction allowance 5.10 where the relevant manager (delegate) determines that there is a requirement for an employee to be contactable and available to work extra duty on a regular, extensive and continuing basis, that employee will be paid a restriction allowance at a rate in accordance with schedule 2 of this agreement. this allowance covers telephone calls necessary to provide advice and/or to resolve 22 problems, and attendance to the employee’s place of work or another location to perform duties of up to three hours where necessary. no other allowance is payable to employees if they receive a restriction allowance under this clause. if an employee in receipt of a restriction allowance is required to attend work, overtime is payable for the portion of attendances extending beyond three hours. this allowance does not count as salary for superannuation purposes. 5.11 where the employee is unavailable for restriction for more than a day the restriction allowance will cease for the period when they are unavailable. 5.12 in exceptional cases where the employee on restriction is unavailable another employee may be called as back-up and the manager may approve payment to the back-up employee at the appropriate overtime rate. the minimum overtime payment in these circumstances will be three hours. at sea allowance 5.13 an employee (excluding aad employees) required to undertake an overnight sea patrol will be paid a taxable allowance as set out in schedule 2 of this agreement. camping allowance 5.14 a camping allowance is payable for each night an employee (other than employees on, or preparing for, a period of antarctic duty) is required to camp. no part-day or hourly rate is payable for the journey to the campsite. the employee will also be reimbursed for any camping fees that are required.
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1375overtimeto attend work, overtime is payable for the portion of attendances extending beyond three hours. this allowance does not count as salary for superannuation purposes. 5.11 where the employee is unavailable for restriction for more than a day the restriction allowance will cease for the period when they are unavailable. 5.12 in exceptional cases where the employee on restriction is unavailable another employee may be called as back-up and the manager may approve payment to the back-up employee at the appropriate overtime rate. the minimum overtime payment in these circumstances will be three hours. at sea allowance 5.13 an employee (excluding aad employees) required to undertake an overnight sea patrol will be paid a taxable allowance as set out in schedule 2 of this agreement. camping allowance 5.14 a camping allowance is payable for each night an employee (other than employees on, or preparing for, a period of antarctic duty) is required to camp. no part-day or hourly rate is payable for the journey to the campsite. the employee will also be reimbursed for any camping fees that are required. 5.15 on the day of return from camping the employee is entitled to an additional camping allowance as set out in schedule 2 to this agreement if they do not return to their normal locality until after 4.00 pm. cadet allowance 5.16 cadet employees are entitled to an allowance, paid before the commencement of their course of study, and to reimbursement for all compulsory study fees. community language allowance 5.17 where the delegate determines that there is a need to regularly utilise an employee’s particular language skills for communicating in languages other than english or utilise sign language skills, the delegate may agree to the payment of a community language allowance (cla). the delegate will determine the rate of cla payable based on three levels of competence. further information is contained in the department’s community language allowance policy.
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1381overtimeovertime rate. the minimum overtime payment in these circumstances will be three hours. at sea allowance 5.13 an employee (excluding aad employees) required to undertake an overnight sea patrol will be paid a taxable allowance as set out in schedule 2 of this agreement. camping allowance 5.14 a camping allowance is payable for each night an employee (other than employees on, or preparing for, a period of antarctic duty) is required to camp. no part-day or hourly rate is payable for the journey to the campsite. the employee will also be reimbursed for any camping fees that are required. 5.15 on the day of return from camping the employee is entitled to an additional camping allowance as set out in schedule 2 to this agreement if they do not return to their normal locality until after 4.00 pm. cadet allowance 5.16 cadet employees are entitled to an allowance, paid before the commencement of their course of study, and to reimbursement for all compulsory study fees. community language allowance 5.17 where the delegate determines that there is a need to regularly utilise an employee’s particular language skills for communicating in languages other than english or utilise sign language skills, the delegate may agree to the payment of a community language allowance (cla). the delegate will determine the rate of cla payable based on three levels of competence. further information is contained in the department’s community language allowance policy. departmental liaison officer allowance 5.18 an employee who works as a departmental liaison officer in the office of the minister or assistant minister associated with the department is entitled to be paid a departmental liaison officer allowance. study support
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1483travelallowance. the allowance recognises the number of hours worked, hourly rate, travelling time and recognition of disruption to personal time. where an employee in receipt of this allowance is required to attend work, overtime is payable for the portion of attendances extending beyond two hours. this allowance does not count as salary for superannuation purposes. motor vehicle allowance 5.31 where the delegate considers that it will result in greater efficiency or involve less expense, they may authorise an employee to use a private car owned or hired by the employee at their own expense for official purposes. this will be subject to the employee providing proof that, for the period of the journey, they have comprehensive insurance on the vehicle, that the vehicle is registered, and that they possess a current driver’s licence. in these circumstances an employee may claim a motor vehicle allowance in accordance with the rates per business kilometre as specified by the australian taxation office. travel expenses 5.32 employees required to travel for official work purposes will have their accommodation, meals and other expenses met by the department. further information is contained in the department’s travel policy. administrative changes for travel 5.33 the department will continue to improve administrative processes supporting travel arrangements. these arrangements will continue to provide reasonable standards of accommodation, meals and incidentals. special arrangements may be necessary in remote or regional areas. all arrangements will ensure that employees are not out of pocket or disadvantaged. overseas postings 5.34 employees posted overseas will be entitled to the provisions in the department of foreign affairs and trade whole-of-government overseas conditions of service policy, as updated from time to time. relocation expenses 5.35 the delegate will approve payment of an amount, or reimbursement of reasonable costs (including only some of the costs), associated with the necessary relocation of an employee and their immediate
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1485overtimeto attend work, overtime is payable for the portion of attendances extending beyond two hours. this allowance does not count as salary for superannuation purposes. motor vehicle allowance 5.31 where the delegate considers that it will result in greater efficiency or involve less expense, they may authorise an employee to use a private car owned or hired by the employee at their own expense for official purposes. this will be subject to the employee providing proof that, for the period of the journey, they have comprehensive insurance on the vehicle, that the vehicle is registered, and that they possess a current driver’s licence. in these circumstances an employee may claim a motor vehicle allowance in accordance with the rates per business kilometre as specified by the australian taxation office. travel expenses 5.32 employees required to travel for official work purposes will have their accommodation, meals and other expenses met by the department. further information is contained in the department’s travel policy. administrative changes for travel 5.33 the department will continue to improve administrative processes supporting travel arrangements. these arrangements will continue to provide reasonable standards of accommodation, meals and incidentals. special arrangements may be necessary in remote or regional areas. all arrangements will ensure that employees are not out of pocket or disadvantaged. overseas postings 5.34 employees posted overseas will be entitled to the provisions in the department of foreign affairs and trade whole-of-government overseas conditions of service policy, as updated from time to time. relocation expenses 5.35 the delegate will approve payment of an amount, or reimbursement of reasonable costs (including only some of the costs), associated with the necessary relocation of an employee and their immediate family from one locality to another upon engagement to, promotion or movement to or within, or separation from the department. the details of what has been approved will be provided to the
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1497traveltravel expenses 5.32 employees required to travel for official work purposes will have their accommodation, meals and other expenses met by the department. further information is contained in the department’s travel policy. administrative changes for travel 5.33 the department will continue to improve administrative processes supporting travel arrangements. these arrangements will continue to provide reasonable standards of accommodation, meals and incidentals. special arrangements may be necessary in remote or regional areas. all arrangements will ensure that employees are not out of pocket or disadvantaged. overseas postings 5.34 employees posted overseas will be entitled to the provisions in the department of foreign affairs and trade whole-of-government overseas conditions of service policy, as updated from time to time. relocation expenses 5.35 the delegate will approve payment of an amount, or reimbursement of reasonable costs (including only some of the costs), associated with the necessary relocation of an employee and their immediate family from one locality to another upon engagement to, promotion or movement to or within, or separation from the department. the details of what has been approved will be provided to the employee in writing. an employee’s entitlement to receive a payment for relocation expenses must be outlined in their letter of offer or in writing from the delegate prior to the relocation. a delegate may then approve payment of reasonable costs associated with relocation from one locality to another upon engagement, promotion, movement or separation. further information is contained in the department’s relocation assistance policy. 25 dependant care reimbursements vacation assistance 5.36 where an employee with school-age or preschool-age children has an application for annual leave or purchased leave during school holidays cancelled for operational reasons, the employee may be
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1498travel5.32 employees required to travel for official work purposes will have their accommodation, meals and other expenses met by the department. further information is contained in the department’s travel policy. administrative changes for travel 5.33 the department will continue to improve administrative processes supporting travel arrangements. these arrangements will continue to provide reasonable standards of accommodation, meals and incidentals. special arrangements may be necessary in remote or regional areas. all arrangements will ensure that employees are not out of pocket or disadvantaged. overseas postings 5.34 employees posted overseas will be entitled to the provisions in the department of foreign affairs and trade whole-of-government overseas conditions of service policy, as updated from time to time. relocation expenses 5.35 the delegate will approve payment of an amount, or reimbursement of reasonable costs (including only some of the costs), associated with the necessary relocation of an employee and their immediate family from one locality to another upon engagement to, promotion or movement to or within, or separation from the department. the details of what has been approved will be provided to the employee in writing. an employee’s entitlement to receive a payment for relocation expenses must be outlined in their letter of offer or in writing from the delegate prior to the relocation. a delegate may then approve payment of reasonable costs associated with relocation from one locality to another upon engagement, promotion, movement or separation. further information is contained in the department’s relocation assistance policy. 25 dependant care reimbursements vacation assistance 5.36 where an employee with school-age or preschool-age children has an application for annual leave or purchased leave during school holidays cancelled for operational reasons, the employee may be eligible for school holiday or childcare assistance. the maximum amount of this assistance is listed in
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1499travelother expenses met by the department. further information is contained in the department’s travel policy. administrative changes for travel 5.33 the department will continue to improve administrative processes supporting travel arrangements. these arrangements will continue to provide reasonable standards of accommodation, meals and incidentals. special arrangements may be necessary in remote or regional areas. all arrangements will ensure that employees are not out of pocket or disadvantaged. overseas postings 5.34 employees posted overseas will be entitled to the provisions in the department of foreign affairs and trade whole-of-government overseas conditions of service policy, as updated from time to time. relocation expenses 5.35 the delegate will approve payment of an amount, or reimbursement of reasonable costs (including only some of the costs), associated with the necessary relocation of an employee and their immediate family from one locality to another upon engagement to, promotion or movement to or within, or separation from the department. the details of what has been approved will be provided to the employee in writing. an employee’s entitlement to receive a payment for relocation expenses must be outlined in their letter of offer or in writing from the delegate prior to the relocation. a delegate may then approve payment of reasonable costs associated with relocation from one locality to another upon engagement, promotion, movement or separation. further information is contained in the department’s relocation assistance policy. 25 dependant care reimbursements vacation assistance 5.36 where an employee with school-age or preschool-age children has an application for annual leave or purchased leave during school holidays cancelled for operational reasons, the employee may be eligible for school holiday or childcare assistance. the maximum amount of this assistance is listed in schedule 2 as a per child per day rate.
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1501traveladministrative changes for travel 5.33 the department will continue to improve administrative processes supporting travel arrangements. these arrangements will continue to provide reasonable standards of accommodation, meals and incidentals. special arrangements may be necessary in remote or regional areas. all arrangements will ensure that employees are not out of pocket or disadvantaged. overseas postings 5.34 employees posted overseas will be entitled to the provisions in the department of foreign affairs and trade whole-of-government overseas conditions of service policy, as updated from time to time. relocation expenses 5.35 the delegate will approve payment of an amount, or reimbursement of reasonable costs (including only some of the costs), associated with the necessary relocation of an employee and their immediate family from one locality to another upon engagement to, promotion or movement to or within, or separation from the department. the details of what has been approved will be provided to the employee in writing. an employee’s entitlement to receive a payment for relocation expenses must be outlined in their letter of offer or in writing from the delegate prior to the relocation. a delegate may then approve payment of reasonable costs associated with relocation from one locality to another upon engagement, promotion, movement or separation. further information is contained in the department’s relocation assistance policy. 25 dependant care reimbursements vacation assistance 5.36 where an employee with school-age or preschool-age children has an application for annual leave or purchased leave during school holidays cancelled for operational reasons, the employee may be eligible for school holiday or childcare assistance. the maximum amount of this assistance is listed in schedule 2 as a per child per day rate. extra dependant care costs 5.37 in recognition of dependant care responsibilities, the delegate may authorise reimbursement of
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1502travel5.33 the department will continue to improve administrative processes supporting travel arrangements. these arrangements will continue to provide reasonable standards of accommodation, meals and incidentals. special arrangements may be necessary in remote or regional areas. all arrangements will ensure that employees are not out of pocket or disadvantaged. overseas postings 5.34 employees posted overseas will be entitled to the provisions in the department of foreign affairs and trade whole-of-government overseas conditions of service policy, as updated from time to time. relocation expenses 5.35 the delegate will approve payment of an amount, or reimbursement of reasonable costs (including only some of the costs), associated with the necessary relocation of an employee and their immediate family from one locality to another upon engagement to, promotion or movement to or within, or separation from the department. the details of what has been approved will be provided to the employee in writing. an employee’s entitlement to receive a payment for relocation expenses must be outlined in their letter of offer or in writing from the delegate prior to the relocation. a delegate may then approve payment of reasonable costs associated with relocation from one locality to another upon engagement, promotion, movement or separation. further information is contained in the department’s relocation assistance policy. 25 dependant care reimbursements vacation assistance 5.36 where an employee with school-age or preschool-age children has an application for annual leave or purchased leave during school holidays cancelled for operational reasons, the employee may be eligible for school holiday or childcare assistance. the maximum amount of this assistance is listed in schedule 2 as a per child per day rate. extra dependant care costs 5.37 in recognition of dependant care responsibilities, the delegate may authorise reimbursement of reasonable expenses arising from additional dependant care arrangements that are necessary
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1533travela. the employee is required to travel away from their normal work location for business purposes b. the employee is directed to be on duty for additional periods outside the employee’s ordinary hours of work or c. other special circumstances exist that the delegate considers justify the payment of reasonable expenses arising from additional dependant care responsibilities. 5.38 reimbursement of such expenses is subject to the employee obtaining prior approval from the delegate. 5.39 in cases of exceptional circumstances where an employee is required to travel with 24 hours or less notification and is required by the department to be away from home outside normal working hours, the delegate will reimburse reasonable costs in relation to additional family care arrangements. 5.40 reimbursement of costs will take into account any government subsidy provided to the employee. eyesight testing/spectacle reimbursement 5.41 the department will meet the full cost of one set of prescribed spectacles or contact lenses, where they are approved by the delegate as necessary to undertake specialised work tasks (e.g. microscopy) which require particular visual acuity not normally required for general tasks, such as screen based equipment. 5.42 the department will meet the full cost of prescription safety glasses where: a. safety glasses are required to perform departmental work tasks and b. the attending/dispensing optometrist’s invoice or letter certifies that the lenses and frames comply with as 1337. loss, damage and indemnity 5.43 where a delegate determines that loss or damage to an employee’s clothing or personal effects is attributable to the employee’s work, the delegate may approve reimbursement of the reasonable cost of repair, or if irreparable, the reasonable cost of replacement of the clothing or personal effects. 26 part 6 – leave provisions principle 6.1
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1540travel5.39 in cases of exceptional circumstances where an employee is required to travel with 24 hours or less notification and is required by the department to be away from home outside normal working hours, the delegate will reimburse reasonable costs in relation to additional family care arrangements. 5.40 reimbursement of costs will take into account any government subsidy provided to the employee. eyesight testing/spectacle reimbursement 5.41 the department will meet the full cost of one set of prescribed spectacles or contact lenses, where they are approved by the delegate as necessary to undertake specialised work tasks (e.g. microscopy) which require particular visual acuity not normally required for general tasks, such as screen based equipment. 5.42 the department will meet the full cost of prescription safety glasses where: a. safety glasses are required to perform departmental work tasks and b. the attending/dispensing optometrist’s invoice or letter certifies that the lenses and frames comply with as 1337. loss, damage and indemnity 5.43 where a delegate determines that loss or damage to an employee’s clothing or personal effects is attributable to the employee’s work, the delegate may approve reimbursement of the reasonable cost of repair, or if irreparable, the reasonable cost of replacement of the clothing or personal effects. 26 part 6 – leave provisions principle 6.1 the department is committed to a set of leave entitlements that are fair, based on mutual trust, and provide all employees with adequate rest and support during times of need. 6.2 the department recognises that both individuals and organisations benefit from parental and carer’s
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1602long service leavesection 10 of the long service leave (commonwealth employees) act 1976, or a service referred to in subsection 11(2) of that act, they may also have that period of previous employment recognised as service for personal/carer’s leave purposes, provided there has been no break in continuity of service and the person did not receive a redundancy benefit at the end of the period of previous employment. 6.8 accrued personal/carer’s leave credits that are recognised will be administered in accordance with this agreement. annual leave 6.9 employees (excluding those receiving a casual loading) will accrue the equivalent of 20 days (150 hours) annual leave for each full year of service. employees may apply to use their annual leave as it accrues. 6.10 the taking of annual leave is subject to the prior approval of the delegate. approval is not to be unreasonably withheld and, once given, is not to be unreasonably revoked. the delegate will, regardless of operational requirements, approve at least once per calendar year, an employee’s annual leave application for a period of at least five consecutive working days. 6.11 employees will, wherever practicable, regularly take their annual leave and will endeavour to ensure that their accrued annual leave does not exceed two years of accrual. if an employee’s annual leave credits exceed two years of accrual the employee, with the support of their manager, must plan to reduce their leave to less than two years of accrual as soon as possible. 27 6.12 where an employee’s annual leave continues to exceed two years of accrual for three months or more the delegate may in the absence of a plan to reduce the accrued leave direct the employee to take a period of annual leave.
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1643travelto duty, the employee will be entitled to be reimbursed reasonable travel costs and incidental expenses not otherwise recoverable under any insurance or from any other source. additional annual leave for shiftworkers 6.16 employees who are working rostered sunday duty are entitled to three hours and 45 minutes of additional annual leave for every sunday worked, up to an additional five days annual leave per year. this applies only to shiftworkers on a standard roster, not to employees working overtime on sunday. payment of annual leave credits on exit from aps 6.17 on separation from the aps an employee’s payment in lieu of any remaining annual leave entitlement will be calculated using the employee’s final rate of salary and allowances considered as salary for all purposes as at the date of exit. temporary reassignment loading is regarded as salary for payment in lieu of annual leave where it is certified that the temporary reassignment of duties would have continued beyond the date of exit. purchased leave 6.18 all employees (excluding those engaged on an irregular or intermittent basis, non-ongoing employees employed for less than 12 months and cadets) are eligible to apply for purchased leave. further information is contained in the department’s leave policy. long service leave 6.19 an employee is eligible for long service leave in accordance with the long service leave (commonwealth employees) act 1976. 6.20 the minimum period during which long service leave can be taken is seven calendar days at full pay or 14 calendar days at half pay. long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. 6.21 except where an employee is on parental or maternity leave, an employee does not have an unqualified right to access long service leave at any particular time, and the delegate will consider applications against operational requirements. 28
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1648overtimethis applies only to shiftworkers on a standard roster, not to employees working overtime on sunday. payment of annual leave credits on exit from aps 6.17 on separation from the aps an employee’s payment in lieu of any remaining annual leave entitlement will be calculated using the employee’s final rate of salary and allowances considered as salary for all purposes as at the date of exit. temporary reassignment loading is regarded as salary for payment in lieu of annual leave where it is certified that the temporary reassignment of duties would have continued beyond the date of exit. purchased leave 6.18 all employees (excluding those engaged on an irregular or intermittent basis, non-ongoing employees employed for less than 12 months and cadets) are eligible to apply for purchased leave. further information is contained in the department’s leave policy. long service leave 6.19 an employee is eligible for long service leave in accordance with the long service leave (commonwealth employees) act 1976. 6.20 the minimum period during which long service leave can be taken is seven calendar days at full pay or 14 calendar days at half pay. long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. 6.21 except where an employee is on parental or maternity leave, an employee does not have an unqualified right to access long service leave at any particular time, and the delegate will consider applications against operational requirements. 28 personal/carer’s leave 6.22 employees (excluding those receiving a casual loading) will progressively accrue the equivalent of 20 days (150 hours) personal/carer’s leave for each full year of service. 6.23 ongoing employees in their first 12 months of aps service can anticipate up to five days personal/carer’s leave. non-ongoing employees are eligible to anticipate an equivalent pro rata
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1661long service leavelong service leave 6.19 an employee is eligible for long service leave in accordance with the long service leave (commonwealth employees) act 1976. 6.20 the minimum period during which long service leave can be taken is seven calendar days at full pay or 14 calendar days at half pay. long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. 6.21 except where an employee is on parental or maternity leave, an employee does not have an unqualified right to access long service leave at any particular time, and the delegate will consider applications against operational requirements. 28 personal/carer’s leave 6.22 employees (excluding those receiving a casual loading) will progressively accrue the equivalent of 20 days (150 hours) personal/carer’s leave for each full year of service. 6.23 ongoing employees in their first 12 months of aps service can anticipate up to five days personal/carer’s leave. non-ongoing employees are eligible to anticipate an equivalent pro rata amount of personal/carer’s leave any anticipated leave will be offset against future accruals. 6.24 the delegate may approve additional anticipated leave for employees in exceptional circumstances where current personal/carer’s leave credits have been exhausted. 6.25 any anticipated leave will be offset against future accruals. if an employee leaves the department before anticipated leave is offset, this will be treated as an overpayment of salary. 6.26 all personal/carer’s leave entitlements will be recorded and deducted in hours and minutes. 6.27 personal/carer’s leave may be used for any period, including periods of one day or less. employees may elect to take personal/carer’s leave at half pay, in which case existing leave credits will be deducted by half of the duration of the leave taken. 6.28 personal/carer’s leave cannot be converted to salary and cashed out upon termination of employment. 6.29 employees may take personal/carer’s leave for purposes of personal illness/injury, emergency caring or support purposes, and for unexpected emergencies, including: a.
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1662long service leave6.19 an employee is eligible for long service leave in accordance with the long service leave (commonwealth employees) act 1976. 6.20 the minimum period during which long service leave can be taken is seven calendar days at full pay or 14 calendar days at half pay. long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. 6.21 except where an employee is on parental or maternity leave, an employee does not have an unqualified right to access long service leave at any particular time, and the delegate will consider applications against operational requirements. 28 personal/carer’s leave 6.22 employees (excluding those receiving a casual loading) will progressively accrue the equivalent of 20 days (150 hours) personal/carer’s leave for each full year of service. 6.23 ongoing employees in their first 12 months of aps service can anticipate up to five days personal/carer’s leave. non-ongoing employees are eligible to anticipate an equivalent pro rata amount of personal/carer’s leave any anticipated leave will be offset against future accruals. 6.24 the delegate may approve additional anticipated leave for employees in exceptional circumstances where current personal/carer’s leave credits have been exhausted. 6.25 any anticipated leave will be offset against future accruals. if an employee leaves the department before anticipated leave is offset, this will be treated as an overpayment of salary. 6.26 all personal/carer’s leave entitlements will be recorded and deducted in hours and minutes. 6.27 personal/carer’s leave may be used for any period, including periods of one day or less. employees may elect to take personal/carer’s leave at half pay, in which case existing leave credits will be deducted by half of the duration of the leave taken. 6.28 personal/carer’s leave cannot be converted to salary and cashed out upon termination of employment. 6.29 employees may take personal/carer’s leave for purposes of personal illness/injury, emergency caring or support purposes, and for unexpected emergencies, including: a. b.
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1664long service leave6.20 the minimum period during which long service leave can be taken is seven calendar days at full pay or 14 calendar days at half pay. long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. 6.21 except where an employee is on parental or maternity leave, an employee does not have an unqualified right to access long service leave at any particular time, and the delegate will consider applications against operational requirements. 28 personal/carer’s leave 6.22 employees (excluding those receiving a casual loading) will progressively accrue the equivalent of 20 days (150 hours) personal/carer’s leave for each full year of service. 6.23 ongoing employees in their first 12 months of aps service can anticipate up to five days personal/carer’s leave. non-ongoing employees are eligible to anticipate an equivalent pro rata amount of personal/carer’s leave any anticipated leave will be offset against future accruals. 6.24 the delegate may approve additional anticipated leave for employees in exceptional circumstances where current personal/carer’s leave credits have been exhausted. 6.25 any anticipated leave will be offset against future accruals. if an employee leaves the department before anticipated leave is offset, this will be treated as an overpayment of salary. 6.26 all personal/carer’s leave entitlements will be recorded and deducted in hours and minutes. 6.27 personal/carer’s leave may be used for any period, including periods of one day or less. employees may elect to take personal/carer’s leave at half pay, in which case existing leave credits will be deducted by half of the duration of the leave taken. 6.28 personal/carer’s leave cannot be converted to salary and cashed out upon termination of employment. 6.29 employees may take personal/carer’s leave for purposes of personal illness/injury, emergency caring or support purposes, and for unexpected emergencies, including: a. b. c. d.
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1665long service leaveor 14 calendar days at half pay. long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. 6.21 except where an employee is on parental or maternity leave, an employee does not have an unqualified right to access long service leave at any particular time, and the delegate will consider applications against operational requirements. 28 personal/carer’s leave 6.22 employees (excluding those receiving a casual loading) will progressively accrue the equivalent of 20 days (150 hours) personal/carer’s leave for each full year of service. 6.23 ongoing employees in their first 12 months of aps service can anticipate up to five days personal/carer’s leave. non-ongoing employees are eligible to anticipate an equivalent pro rata amount of personal/carer’s leave any anticipated leave will be offset against future accruals. 6.24 the delegate may approve additional anticipated leave for employees in exceptional circumstances where current personal/carer’s leave credits have been exhausted. 6.25 any anticipated leave will be offset against future accruals. if an employee leaves the department before anticipated leave is offset, this will be treated as an overpayment of salary. 6.26 all personal/carer’s leave entitlements will be recorded and deducted in hours and minutes. 6.27 personal/carer’s leave may be used for any period, including periods of one day or less. employees may elect to take personal/carer’s leave at half pay, in which case existing leave credits will be deducted by half of the duration of the leave taken. 6.28 personal/carer’s leave cannot be converted to salary and cashed out upon termination of employment. 6.29 employees may take personal/carer’s leave for purposes of personal illness/injury, emergency caring or support purposes, and for unexpected emergencies, including: a. b. c. d.
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1667maternity leave6.21 except where an employee is on parental or maternity leave, an employee does not have an unqualified right to access long service leave at any particular time, and the delegate will consider applications against operational requirements. 28 personal/carer’s leave 6.22 employees (excluding those receiving a casual loading) will progressively accrue the equivalent of 20 days (150 hours) personal/carer’s leave for each full year of service. 6.23 ongoing employees in their first 12 months of aps service can anticipate up to five days personal/carer’s leave. non-ongoing employees are eligible to anticipate an equivalent pro rata amount of personal/carer’s leave any anticipated leave will be offset against future accruals. 6.24 the delegate may approve additional anticipated leave for employees in exceptional circumstances where current personal/carer’s leave credits have been exhausted. 6.25 any anticipated leave will be offset against future accruals. if an employee leaves the department before anticipated leave is offset, this will be treated as an overpayment of salary. 6.26 all personal/carer’s leave entitlements will be recorded and deducted in hours and minutes. 6.27 personal/carer’s leave may be used for any period, including periods of one day or less. employees may elect to take personal/carer’s leave at half pay, in which case existing leave credits will be deducted by half of the duration of the leave taken. 6.28 personal/carer’s leave cannot be converted to salary and cashed out upon termination of employment. 6.29 employees may take personal/carer’s leave for purposes of personal illness/injury, emergency caring or support purposes, and for unexpected emergencies, including: a. b. c. d. attending health appointments or accompanying a member of the employee’s family or household or, where agreed by the delegate, a close friend to a health appointment
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1668long service leaveunqualified right to access long service leave at any particular time, and the delegate will consider applications against operational requirements. 28 personal/carer’s leave 6.22 employees (excluding those receiving a casual loading) will progressively accrue the equivalent of 20 days (150 hours) personal/carer’s leave for each full year of service. 6.23 ongoing employees in their first 12 months of aps service can anticipate up to five days personal/carer’s leave. non-ongoing employees are eligible to anticipate an equivalent pro rata amount of personal/carer’s leave any anticipated leave will be offset against future accruals. 6.24 the delegate may approve additional anticipated leave for employees in exceptional circumstances where current personal/carer’s leave credits have been exhausted. 6.25 any anticipated leave will be offset against future accruals. if an employee leaves the department before anticipated leave is offset, this will be treated as an overpayment of salary. 6.26 all personal/carer’s leave entitlements will be recorded and deducted in hours and minutes. 6.27 personal/carer’s leave may be used for any period, including periods of one day or less. employees may elect to take personal/carer’s leave at half pay, in which case existing leave credits will be deducted by half of the duration of the leave taken. 6.28 personal/carer’s leave cannot be converted to salary and cashed out upon termination of employment. 6.29 employees may take personal/carer’s leave for purposes of personal illness/injury, emergency caring or support purposes, and for unexpected emergencies, including: a. b. c. d. attending health appointments or accompanying a member of the employee’s family or household or, where agreed by the delegate, a close friend to a health appointment care of a member of the employee’s family or household or, where agreed by the delegate, a
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1728long service leaveaccess to other types of paid leave, while on annual, purchased or long service leave 6.36 the delegate may approve other types of leave (e.g. personal/carer’s leave) for an employee during a period of their annual, purchased or long service leave subject to their eligibility and the production of satisfactory evidence. the employee’s annual or purchased or long service leave will be re-credited to the extent of any other eligible leave granted in its place. access while on paid maternity leave, adoption leave or foster parent’s leave 6.37 an employee will not be entitled to take paid personal/carer’s leave during periods of: a. paid leave under the maternity leave (commonwealth employees) act 1973 b. paid permanent care leave c. paid adoption leave or d. paid foster parent’s leave. personal/carer’s leave to be taken before termination on invalidity grounds 6.38 an employee will not, without the employee’s consent, be retired on invalidity grounds before the employee’s paid personal/carer’s leave credit has expired, except as otherwise provided by legislation. compassionate leave (including bereavement) 6.39 employees (other than those engaged on an irregular and intermittent basis) may take three days of paid compassionate leave on each occasion when a member of the employee’s family or household: a.
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1730long service leaveperiod of their annual, purchased or long service leave subject to their eligibility and the production of satisfactory evidence. the employee’s annual or purchased or long service leave will be re-credited to the extent of any other eligible leave granted in its place. access while on paid maternity leave, adoption leave or foster parent’s leave 6.37 an employee will not be entitled to take paid personal/carer’s leave during periods of: a. paid leave under the maternity leave (commonwealth employees) act 1973 b. paid permanent care leave c. paid adoption leave or d. paid foster parent’s leave. personal/carer’s leave to be taken before termination on invalidity grounds 6.38 an employee will not, without the employee’s consent, be retired on invalidity grounds before the employee’s paid personal/carer’s leave credit has expired, except as otherwise provided by legislation. compassionate leave (including bereavement) 6.39 employees (other than those engaged on an irregular and intermittent basis) may take three days of paid compassionate leave on each occasion when a member of the employee’s family or household: a. contracts or develops an illness that poses a serious threat to their life or
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1731long service leavesatisfactory evidence. the employee’s annual or purchased or long service leave will be re-credited to the extent of any other eligible leave granted in its place. access while on paid maternity leave, adoption leave or foster parent’s leave 6.37 an employee will not be entitled to take paid personal/carer’s leave during periods of: a. paid leave under the maternity leave (commonwealth employees) act 1973 b. paid permanent care leave c. paid adoption leave or d. paid foster parent’s leave. personal/carer’s leave to be taken before termination on invalidity grounds 6.38 an employee will not, without the employee’s consent, be retired on invalidity grounds before the employee’s paid personal/carer’s leave credit has expired, except as otherwise provided by legislation. compassionate leave (including bereavement) 6.39 employees (other than those engaged on an irregular and intermittent basis) may take three days of paid compassionate leave on each occasion when a member of the employee’s family or household: a. contracts or develops an illness that poses a serious threat to their life or
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1733maternity leaveaccess while on paid maternity leave, adoption leave or foster parent’s leave 6.37 an employee will not be entitled to take paid personal/carer’s leave during periods of: a. paid leave under the maternity leave (commonwealth employees) act 1973 b. paid permanent care leave c. paid adoption leave or d. paid foster parent’s leave. personal/carer’s leave to be taken before termination on invalidity grounds 6.38 an employee will not, without the employee’s consent, be retired on invalidity grounds before the employee’s paid personal/carer’s leave credit has expired, except as otherwise provided by legislation. compassionate leave (including bereavement) 6.39 employees (other than those engaged on an irregular and intermittent basis) may take three days of paid compassionate leave on each occasion when a member of the employee’s family or household: a. contracts or develops an illness that poses a serious threat to their life or b.
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1737maternity leavepaid leave under the maternity leave (commonwealth employees) act 1973 b. paid permanent care leave c. paid adoption leave or d. paid foster parent’s leave. personal/carer’s leave to be taken before termination on invalidity grounds 6.38 an employee will not, without the employee’s consent, be retired on invalidity grounds before the employee’s paid personal/carer’s leave credit has expired, except as otherwise provided by legislation. compassionate leave (including bereavement) 6.39 employees (other than those engaged on an irregular and intermittent basis) may take three days of paid compassionate leave on each occasion when a member of the employee’s family or household: a. contracts or develops an illness that poses a serious threat to their life or b. sustains a personal injury that poses a serious threat to their life or c.
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1795parental leaveparental leave 6.48 employees who have completed at least 12 months of continuous service in the aps, or for the purposes of maternity leave provided by the ml act, service with an organisation covered by the ml act, may be eligible for paid parental leave subject to meeting the relevant requirements set out in clauses 6.52 to 6.61. 6.49 employees who have completed less than the 12 months continuous service referred to in clause 6.48 may be eligible for unpaid parental leave subject to meeting the relevant requirements set out in clause 6.63. an employee who initially takes unpaid parental leave but then completes 12 months continuous service at any time during the first 14 weeks of their parental leave, may be eligible for paid parental leave for the remaining balance of the 14 week period subject to meeting the relevant requirements set out in clauses 6.52 to 6.60. 6.50 all parental leave types covered by clauses 6.52 to 6.66 must be taken in a single unbroken period unless otherwise provided for under legislation or elsewhere in this agreement. 6.51 all paid parental leave types will count as service for all purposes. for employees with less than 12 months continuous service in the aps, up to 14 weeks of unpaid parental leave will count as service. any additional unpaid parental leave will not count as service for any purpose other than for superannuation as set out in clause 4.55, or unless otherwise provided by legislation. paid maternity leave 6.52 eligible employees covered by the ml act are entitled to up to 12 weeks of paid maternity leave subject to the qualifying service requirements prescribed by the ml act and administered as described in clause 6.48. where an employee qualifies for paid leave under the ml act, this agreement provides an additional two weeks paid leave. special maternity leave 6.53 an employee with no other entitlement to leave may be entitled to a period of unpaid leave (special maternity leave) in accordance with part 2-2, division 5, subdivision c of the fw act if the employee suffers from a pregnancy-related illness or their pregnancy ends within 28 weeks of the expected date of birth of the child. adoption leave, foster parent’s leave and permanent care leave 6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child: a. b. c. is under 16 years of age and did not previously live with the employee for a period of six months or more as at the day of
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1796maternity leave6.48 employees who have completed at least 12 months of continuous service in the aps, or for the purposes of maternity leave provided by the ml act, service with an organisation covered by the ml act, may be eligible for paid parental leave subject to meeting the relevant requirements set out in clauses 6.52 to 6.61. 6.49 employees who have completed less than the 12 months continuous service referred to in clause 6.48 may be eligible for unpaid parental leave subject to meeting the relevant requirements set out in clause 6.63. an employee who initially takes unpaid parental leave but then completes 12 months continuous service at any time during the first 14 weeks of their parental leave, may be eligible for paid parental leave for the remaining balance of the 14 week period subject to meeting the relevant requirements set out in clauses 6.52 to 6.60. 6.50 all parental leave types covered by clauses 6.52 to 6.66 must be taken in a single unbroken period unless otherwise provided for under legislation or elsewhere in this agreement. 6.51 all paid parental leave types will count as service for all purposes. for employees with less than 12 months continuous service in the aps, up to 14 weeks of unpaid parental leave will count as service. any additional unpaid parental leave will not count as service for any purpose other than for superannuation as set out in clause 4.55, or unless otherwise provided by legislation. paid maternity leave 6.52 eligible employees covered by the ml act are entitled to up to 12 weeks of paid maternity leave subject to the qualifying service requirements prescribed by the ml act and administered as described in clause 6.48. where an employee qualifies for paid leave under the ml act, this agreement provides an additional two weeks paid leave. special maternity leave 6.53 an employee with no other entitlement to leave may be entitled to a period of unpaid leave (special maternity leave) in accordance with part 2-2, division 5, subdivision c of the fw act if the employee suffers from a pregnancy-related illness or their pregnancy ends within 28 weeks of the expected date of birth of the child. adoption leave, foster parent’s leave and permanent care leave 6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child: a. b. c. is under 16 years of age and did not previously live with the employee for a period of six months or more as at the day of placement and
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1797parental leavemay be eligible for paid parental leave subject to meeting the relevant requirements set out in clauses 6.52 to 6.61. 6.49 employees who have completed less than the 12 months continuous service referred to in clause 6.48 may be eligible for unpaid parental leave subject to meeting the relevant requirements set out in clause 6.63. an employee who initially takes unpaid parental leave but then completes 12 months continuous service at any time during the first 14 weeks of their parental leave, may be eligible for paid parental leave for the remaining balance of the 14 week period subject to meeting the relevant requirements set out in clauses 6.52 to 6.60. 6.50 all parental leave types covered by clauses 6.52 to 6.66 must be taken in a single unbroken period unless otherwise provided for under legislation or elsewhere in this agreement. 6.51 all paid parental leave types will count as service for all purposes. for employees with less than 12 months continuous service in the aps, up to 14 weeks of unpaid parental leave will count as service. any additional unpaid parental leave will not count as service for any purpose other than for superannuation as set out in clause 4.55, or unless otherwise provided by legislation. paid maternity leave 6.52 eligible employees covered by the ml act are entitled to up to 12 weeks of paid maternity leave subject to the qualifying service requirements prescribed by the ml act and administered as described in clause 6.48. where an employee qualifies for paid leave under the ml act, this agreement provides an additional two weeks paid leave. special maternity leave 6.53 an employee with no other entitlement to leave may be entitled to a period of unpaid leave (special maternity leave) in accordance with part 2-2, division 5, subdivision c of the fw act if the employee suffers from a pregnancy-related illness or their pregnancy ends within 28 weeks of the expected date of birth of the child. adoption leave, foster parent’s leave and permanent care leave 6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child: a. b. c. is under 16 years of age and did not previously live with the employee for a period of six months or more as at the day of placement and is not (otherwise than because of the adoption or fostering) a child or step child of the
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1800parental leavemay be eligible for unpaid parental leave subject to meeting the relevant requirements set out in clause 6.63. an employee who initially takes unpaid parental leave but then completes 12 months continuous service at any time during the first 14 weeks of their parental leave, may be eligible for paid parental leave for the remaining balance of the 14 week period subject to meeting the relevant requirements set out in clauses 6.52 to 6.60. 6.50 all parental leave types covered by clauses 6.52 to 6.66 must be taken in a single unbroken period unless otherwise provided for under legislation or elsewhere in this agreement. 6.51 all paid parental leave types will count as service for all purposes. for employees with less than 12 months continuous service in the aps, up to 14 weeks of unpaid parental leave will count as service. any additional unpaid parental leave will not count as service for any purpose other than for superannuation as set out in clause 4.55, or unless otherwise provided by legislation. paid maternity leave 6.52 eligible employees covered by the ml act are entitled to up to 12 weeks of paid maternity leave subject to the qualifying service requirements prescribed by the ml act and administered as described in clause 6.48. where an employee qualifies for paid leave under the ml act, this agreement provides an additional two weeks paid leave. special maternity leave 6.53 an employee with no other entitlement to leave may be entitled to a period of unpaid leave (special maternity leave) in accordance with part 2-2, division 5, subdivision c of the fw act if the employee suffers from a pregnancy-related illness or their pregnancy ends within 28 weeks of the expected date of birth of the child. adoption leave, foster parent’s leave and permanent care leave 6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child: a. b. c. is under 16 years of age and did not previously live with the employee for a period of six months or more as at the day of placement and is not (otherwise than because of the adoption or fostering) a child or step child of the employee or the employee’s partner. 31
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1801parental leaveclause 6.63. an employee who initially takes unpaid parental leave but then completes 12 months continuous service at any time during the first 14 weeks of their parental leave, may be eligible for paid parental leave for the remaining balance of the 14 week period subject to meeting the relevant requirements set out in clauses 6.52 to 6.60. 6.50 all parental leave types covered by clauses 6.52 to 6.66 must be taken in a single unbroken period unless otherwise provided for under legislation or elsewhere in this agreement. 6.51 all paid parental leave types will count as service for all purposes. for employees with less than 12 months continuous service in the aps, up to 14 weeks of unpaid parental leave will count as service. any additional unpaid parental leave will not count as service for any purpose other than for superannuation as set out in clause 4.55, or unless otherwise provided by legislation. paid maternity leave 6.52 eligible employees covered by the ml act are entitled to up to 12 weeks of paid maternity leave subject to the qualifying service requirements prescribed by the ml act and administered as described in clause 6.48. where an employee qualifies for paid leave under the ml act, this agreement provides an additional two weeks paid leave. special maternity leave 6.53 an employee with no other entitlement to leave may be entitled to a period of unpaid leave (special maternity leave) in accordance with part 2-2, division 5, subdivision c of the fw act if the employee suffers from a pregnancy-related illness or their pregnancy ends within 28 weeks of the expected date of birth of the child. adoption leave, foster parent’s leave and permanent care leave 6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child: a. b. c. is under 16 years of age and did not previously live with the employee for a period of six months or more as at the day of placement and is not (otherwise than because of the adoption or fostering) a child or step child of the employee or the employee’s partner. 31 6.55 the delegate will grant 14 weeks full paid leave to eligible employees. documentary evidence must
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1802parental leaveparental leave for the remaining balance of the 14 week period subject to meeting the relevant requirements set out in clauses 6.52 to 6.60. 6.50 all parental leave types covered by clauses 6.52 to 6.66 must be taken in a single unbroken period unless otherwise provided for under legislation or elsewhere in this agreement. 6.51 all paid parental leave types will count as service for all purposes. for employees with less than 12 months continuous service in the aps, up to 14 weeks of unpaid parental leave will count as service. any additional unpaid parental leave will not count as service for any purpose other than for superannuation as set out in clause 4.55, or unless otherwise provided by legislation. paid maternity leave 6.52 eligible employees covered by the ml act are entitled to up to 12 weeks of paid maternity leave subject to the qualifying service requirements prescribed by the ml act and administered as described in clause 6.48. where an employee qualifies for paid leave under the ml act, this agreement provides an additional two weeks paid leave. special maternity leave 6.53 an employee with no other entitlement to leave may be entitled to a period of unpaid leave (special maternity leave) in accordance with part 2-2, division 5, subdivision c of the fw act if the employee suffers from a pregnancy-related illness or their pregnancy ends within 28 weeks of the expected date of birth of the child. adoption leave, foster parent’s leave and permanent care leave 6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child: a. b. c. is under 16 years of age and did not previously live with the employee for a period of six months or more as at the day of placement and is not (otherwise than because of the adoption or fostering) a child or step child of the employee or the employee’s partner. 31 6.55 the delegate will grant 14 weeks full paid leave to eligible employees. documentary evidence must be provided.
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1803parental leave6.50 all parental leave types covered by clauses 6.52 to 6.66 must be taken in a single unbroken period unless otherwise provided for under legislation or elsewhere in this agreement. 6.51 all paid parental leave types will count as service for all purposes. for employees with less than 12 months continuous service in the aps, up to 14 weeks of unpaid parental leave will count as service. any additional unpaid parental leave will not count as service for any purpose other than for superannuation as set out in clause 4.55, or unless otherwise provided by legislation. paid maternity leave 6.52 eligible employees covered by the ml act are entitled to up to 12 weeks of paid maternity leave subject to the qualifying service requirements prescribed by the ml act and administered as described in clause 6.48. where an employee qualifies for paid leave under the ml act, this agreement provides an additional two weeks paid leave. special maternity leave 6.53 an employee with no other entitlement to leave may be entitled to a period of unpaid leave (special maternity leave) in accordance with part 2-2, division 5, subdivision c of the fw act if the employee suffers from a pregnancy-related illness or their pregnancy ends within 28 weeks of the expected date of birth of the child. adoption leave, foster parent’s leave and permanent care leave 6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child: a. b. c. is under 16 years of age and did not previously live with the employee for a period of six months or more as at the day of placement and is not (otherwise than because of the adoption or fostering) a child or step child of the employee or the employee’s partner. 31 6.55 the delegate will grant 14 weeks full paid leave to eligible employees. documentary evidence must be provided. 6.56 this leave is not gender specific. for employee couples the nominated primary carer will be eligible for
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1805parental leave6.51 all paid parental leave types will count as service for all purposes. for employees with less than 12 months continuous service in the aps, up to 14 weeks of unpaid parental leave will count as service. any additional unpaid parental leave will not count as service for any purpose other than for superannuation as set out in clause 4.55, or unless otherwise provided by legislation. paid maternity leave 6.52 eligible employees covered by the ml act are entitled to up to 12 weeks of paid maternity leave subject to the qualifying service requirements prescribed by the ml act and administered as described in clause 6.48. where an employee qualifies for paid leave under the ml act, this agreement provides an additional two weeks paid leave. special maternity leave 6.53 an employee with no other entitlement to leave may be entitled to a period of unpaid leave (special maternity leave) in accordance with part 2-2, division 5, subdivision c of the fw act if the employee suffers from a pregnancy-related illness or their pregnancy ends within 28 weeks of the expected date of birth of the child. adoption leave, foster parent’s leave and permanent care leave 6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child: a. b. c. is under 16 years of age and did not previously live with the employee for a period of six months or more as at the day of placement and is not (otherwise than because of the adoption or fostering) a child or step child of the employee or the employee’s partner. 31 6.55 the delegate will grant 14 weeks full paid leave to eligible employees. documentary evidence must be provided. 6.56 this leave is not gender specific. for employee couples the nominated primary carer will be eligible for 14 weeks paid leave while the other partner may utilise supporting partner leave under clause 6.61. adoption leave
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1806parental leavemonths continuous service in the aps, up to 14 weeks of unpaid parental leave will count as service. any additional unpaid parental leave will not count as service for any purpose other than for superannuation as set out in clause 4.55, or unless otherwise provided by legislation. paid maternity leave 6.52 eligible employees covered by the ml act are entitled to up to 12 weeks of paid maternity leave subject to the qualifying service requirements prescribed by the ml act and administered as described in clause 6.48. where an employee qualifies for paid leave under the ml act, this agreement provides an additional two weeks paid leave. special maternity leave 6.53 an employee with no other entitlement to leave may be entitled to a period of unpaid leave (special maternity leave) in accordance with part 2-2, division 5, subdivision c of the fw act if the employee suffers from a pregnancy-related illness or their pregnancy ends within 28 weeks of the expected date of birth of the child. adoption leave, foster parent’s leave and permanent care leave 6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child: a. b. c. is under 16 years of age and did not previously live with the employee for a period of six months or more as at the day of placement and is not (otherwise than because of the adoption or fostering) a child or step child of the employee or the employee’s partner. 31 6.55 the delegate will grant 14 weeks full paid leave to eligible employees. documentary evidence must be provided. 6.56 this leave is not gender specific. for employee couples the nominated primary carer will be eligible for 14 weeks paid leave while the other partner may utilise supporting partner leave under clause 6.61. adoption leave 6.57 adoption leave will be approved for the purposes of:
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1807parental leaveany additional unpaid parental leave will not count as service for any purpose other than for superannuation as set out in clause 4.55, or unless otherwise provided by legislation. paid maternity leave 6.52 eligible employees covered by the ml act are entitled to up to 12 weeks of paid maternity leave subject to the qualifying service requirements prescribed by the ml act and administered as described in clause 6.48. where an employee qualifies for paid leave under the ml act, this agreement provides an additional two weeks paid leave. special maternity leave 6.53 an employee with no other entitlement to leave may be entitled to a period of unpaid leave (special maternity leave) in accordance with part 2-2, division 5, subdivision c of the fw act if the employee suffers from a pregnancy-related illness or their pregnancy ends within 28 weeks of the expected date of birth of the child. adoption leave, foster parent’s leave and permanent care leave 6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child: a. b. c. is under 16 years of age and did not previously live with the employee for a period of six months or more as at the day of placement and is not (otherwise than because of the adoption or fostering) a child or step child of the employee or the employee’s partner. 31 6.55 the delegate will grant 14 weeks full paid leave to eligible employees. documentary evidence must be provided. 6.56 this leave is not gender specific. for employee couples the nominated primary carer will be eligible for 14 weeks paid leave while the other partner may utilise supporting partner leave under clause 6.61. adoption leave 6.57 adoption leave will be approved for the purposes of: a.
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1808maternity leavepaid maternity leave 6.52 eligible employees covered by the ml act are entitled to up to 12 weeks of paid maternity leave subject to the qualifying service requirements prescribed by the ml act and administered as described in clause 6.48. where an employee qualifies for paid leave under the ml act, this agreement provides an additional two weeks paid leave. special maternity leave 6.53 an employee with no other entitlement to leave may be entitled to a period of unpaid leave (special maternity leave) in accordance with part 2-2, division 5, subdivision c of the fw act if the employee suffers from a pregnancy-related illness or their pregnancy ends within 28 weeks of the expected date of birth of the child. adoption leave, foster parent’s leave and permanent care leave 6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child: a. b. c. is under 16 years of age and did not previously live with the employee for a period of six months or more as at the day of placement and is not (otherwise than because of the adoption or fostering) a child or step child of the employee or the employee’s partner. 31 6.55 the delegate will grant 14 weeks full paid leave to eligible employees. documentary evidence must be provided. 6.56 this leave is not gender specific. for employee couples the nominated primary carer will be eligible for 14 weeks paid leave while the other partner may utilise supporting partner leave under clause 6.61. adoption leave 6.57 adoption leave will be approved for the purposes of: a. b.
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1809maternity leave6.52 eligible employees covered by the ml act are entitled to up to 12 weeks of paid maternity leave subject to the qualifying service requirements prescribed by the ml act and administered as described in clause 6.48. where an employee qualifies for paid leave under the ml act, this agreement provides an additional two weeks paid leave. special maternity leave 6.53 an employee with no other entitlement to leave may be entitled to a period of unpaid leave (special maternity leave) in accordance with part 2-2, division 5, subdivision c of the fw act if the employee suffers from a pregnancy-related illness or their pregnancy ends within 28 weeks of the expected date of birth of the child. adoption leave, foster parent’s leave and permanent care leave 6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child: a. b. c. is under 16 years of age and did not previously live with the employee for a period of six months or more as at the day of placement and is not (otherwise than because of the adoption or fostering) a child or step child of the employee or the employee’s partner. 31 6.55 the delegate will grant 14 weeks full paid leave to eligible employees. documentary evidence must be provided. 6.56 this leave is not gender specific. for employee couples the nominated primary carer will be eligible for 14 weeks paid leave while the other partner may utilise supporting partner leave under clause 6.61. adoption leave 6.57 adoption leave will be approved for the purposes of: a. b. c.
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1812maternity leavespecial maternity leave 6.53 an employee with no other entitlement to leave may be entitled to a period of unpaid leave (special maternity leave) in accordance with part 2-2, division 5, subdivision c of the fw act if the employee suffers from a pregnancy-related illness or their pregnancy ends within 28 weeks of the expected date of birth of the child. adoption leave, foster parent’s leave and permanent care leave 6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child: a. b. c. is under 16 years of age and did not previously live with the employee for a period of six months or more as at the day of placement and is not (otherwise than because of the adoption or fostering) a child or step child of the employee or the employee’s partner. 31 6.55 the delegate will grant 14 weeks full paid leave to eligible employees. documentary evidence must be provided. 6.56 this leave is not gender specific. for employee couples the nominated primary carer will be eligible for 14 weeks paid leave while the other partner may utilise supporting partner leave under clause 6.61. adoption leave 6.57 adoption leave will be approved for the purposes of: a. b. c. completing administrative and legal procedures (leave may be granted on more than one occasion during this stage of the adoption process)
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1814maternity leavematernity leave) in accordance with part 2-2, division 5, subdivision c of the fw act if the employee suffers from a pregnancy-related illness or their pregnancy ends within 28 weeks of the expected date of birth of the child. adoption leave, foster parent’s leave and permanent care leave 6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child: a. b. c. is under 16 years of age and did not previously live with the employee for a period of six months or more as at the day of placement and is not (otherwise than because of the adoption or fostering) a child or step child of the employee or the employee’s partner. 31 6.55 the delegate will grant 14 weeks full paid leave to eligible employees. documentary evidence must be provided. 6.56 this leave is not gender specific. for employee couples the nominated primary carer will be eligible for 14 weeks paid leave while the other partner may utilise supporting partner leave under clause 6.61. adoption leave 6.57 adoption leave will be approved for the purposes of: a. b. c. completing administrative and legal procedures (leave may be granted on more than one occasion during this stage of the adoption process) travelling to and returning from the location where the employee first accepts responsibility for the adopted child and
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1818parental leave6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child: a. b. c. is under 16 years of age and did not previously live with the employee for a period of six months or more as at the day of placement and is not (otherwise than because of the adoption or fostering) a child or step child of the employee or the employee’s partner. 31 6.55 the delegate will grant 14 weeks full paid leave to eligible employees. documentary evidence must be provided. 6.56 this leave is not gender specific. for employee couples the nominated primary carer will be eligible for 14 weeks paid leave while the other partner may utilise supporting partner leave under clause 6.61. adoption leave 6.57 adoption leave will be approved for the purposes of: a. b. c. completing administrative and legal procedures (leave may be granted on more than one occasion during this stage of the adoption process) travelling to and returning from the location where the employee first accepts responsibility for the adopted child and recuperating with the child upon returning home. 6.58 consistent with the federal government’s closing the gap policy, traditional aboriginal and torres strait islander adoption practices are recognised as equivalent to formal adoption and employees will
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1842traveltravelling to and returning from the location where the employee first accepts responsibility for the adopted child and recuperating with the child upon returning home. 6.58 consistent with the federal government’s closing the gap policy, traditional aboriginal and torres strait islander adoption practices are recognised as equivalent to formal adoption and employees will receive the same leave entitlements. this includes the torres strait islander adoption kupai omasker practices recognised by the family court of australia. foster parent’s leave 6.59 foster parent’s leave will be approved for the purposes of assuming long-term responsibility arising from the placement of a child in a ‘fostering’ arrangement by a person/organisation with statutory responsibility for the placement of the child. permanent care order leave 6.60 permanent care leave will be approved for the purposes of caring for a child under a formal permanent care order (pco), long term care order or similarly termed order. permanent care leave will only be approved for new pcos where the child has not previously lived with the employee (e.g. under a foster care arrangement or on a permanent care basis). if more than one child is placed with the employee at or around the same time (e.g. siblings) under separate pcos, the employee will only be entitled to 14 weeks paid leave in respect of all of the children (not 14 weeks paid leave for each child). supporting partner leave 6.61 the delegate will grant ten days paid leave or 20 days leave at half pay to employees (on production of satisfactory evidence) within 12 months following the birth of (or adoption of, or assumption of responsibility by permanent care order or fostering) a child. this provision is not applicable to employees who have utilised maternity, adoption, foster parents or permanent care order leave for the same child. half pay parental leave 6.62 employees have the option to spread the payment for all paid parental leave types up to double the number of weeks at a rate of half the normal salary for the employee. when payment is spread at half pay, any period beyond the first 14 weeks does not count for service, other than for superannuation as set out in clause 4.55. unpaid parental leave 6.63 an employee is entitled to 12 months of unpaid parental leave if the leave is associated with: a.
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1864parental leavehalf pay parental leave 6.62 employees have the option to spread the payment for all paid parental leave types up to double the number of weeks at a rate of half the normal salary for the employee. when payment is spread at half pay, any period beyond the first 14 weeks does not count for service, other than for superannuation as set out in clause 4.55. unpaid parental leave 6.63 an employee is entitled to 12 months of unpaid parental leave if the leave is associated with: a. the birth of a child of the employee or the employee’s spouse or de facto partner or b. the placement of a child with the employee for adoption or c. the placement of a child with the employee for foster caring or 32 d. the placement of a child with the employee under a permanent care order or e. the traditional adoption of a child by an aboriginal or torres strait islander employee and f.
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1865parental leave6.62 employees have the option to spread the payment for all paid parental leave types up to double the number of weeks at a rate of half the normal salary for the employee. when payment is spread at half pay, any period beyond the first 14 weeks does not count for service, other than for superannuation as set out in clause 4.55. unpaid parental leave 6.63 an employee is entitled to 12 months of unpaid parental leave if the leave is associated with: a. the birth of a child of the employee or the employee’s spouse or de facto partner or b. the placement of a child with the employee for adoption or c. the placement of a child with the employee for foster caring or 32 d. the placement of a child with the employee under a permanent care order or e. the traditional adoption of a child by an aboriginal or torres strait islander employee and f. the employee has or will have a responsibility for the care of the child.
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1869parental leaveunpaid parental leave 6.63 an employee is entitled to 12 months of unpaid parental leave if the leave is associated with: a. the birth of a child of the employee or the employee’s spouse or de facto partner or b. the placement of a child with the employee for adoption or c. the placement of a child with the employee for foster caring or 32 d. the placement of a child with the employee under a permanent care order or e. the traditional adoption of a child by an aboriginal or torres strait islander employee and f. the employee has or will have a responsibility for the care of the child. 6.64 unpaid parental leave may be taken in conjunction with long service leave and/or annual leave. extending unpaid leave 6.65 on ending the initial 12 months of maternity or parental leave, employees may request an extension of
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1870parental leave6.63 an employee is entitled to 12 months of unpaid parental leave if the leave is associated with: a. the birth of a child of the employee or the employee’s spouse or de facto partner or b. the placement of a child with the employee for adoption or c. the placement of a child with the employee for foster caring or 32 d. the placement of a child with the employee under a permanent care order or e. the traditional adoption of a child by an aboriginal or torres strait islander employee and f. the employee has or will have a responsibility for the care of the child. 6.64 unpaid parental leave may be taken in conjunction with long service leave and/or annual leave. extending unpaid leave 6.65 on ending the initial 12 months of maternity or parental leave, employees may request an extension of unpaid parental leave for a further period of up to 12 months. the second period of unpaid leave is to
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1896parental leave6.64 unpaid parental leave may be taken in conjunction with long service leave and/or annual leave. extending unpaid leave 6.65 on ending the initial 12 months of maternity or parental leave, employees may request an extension of unpaid parental leave for a further period of up to 12 months. the second period of unpaid leave is to commence immediately following the initial 12 months leave period. 6.66 a request made by a member of an employee couple (as defined in the fw act) to extend their unpaid parental leave must specify any amount of unpaid parental leave and unpaid special maternity leave that the other member of the employee couple has taken, or will have taken, in relation to the child before the extension starts. the period of the extension cannot exceed 12 months and will be reduced by any period of unpaid parental leave or unpaid special maternity leave that the other member of the employee couple has taken, or will have taken, in relation to the child before the extension starts. 6.67 the requests referred to in clauses 6.65 and 6.66 must be in writing and submitted to the delegate at least four weeks before the end of the available parental leave period. the delegate will respond to a request in writing within 21 calendar days, either granting or refusing the request. if the request is refused, reasons for this decision must be provided to the employee. the delegate may refuse the request only on reasonable business grounds. return to work from any type of parental leave 6.68 on ending any form of parental leave an employee is entitled to the return-to-work guarantee provided by section 84 of the fw act. defence reserve leave 6.69 an employee may be granted leave (with or without pay) to enable them to fulfil australian defence force (adf) reserve, continuous full time service (cfts) or cadet force obligations. note: the defence reserve service (protection) act 2001 requires the department to release an employee who is a defence reservist to undertake defence service and training. 6.70 an employee is entitled to leave with pay for up to four weeks each financial year, and an additional two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling adf reserve service obligations. 6.71 with the exception of the additional two weeks in the first year of service, paid leave referred to in clause 6.70 can be accumulated and taken over a period of two years. 6.72 an employee who is an officer or instructor of cadets in a cadet force may be granted paid leave for up to three weeks each financial year to perform duties as an officer or instructor of cadets. for these purposes ‘cadet force’ means the australian navy cadets, australian army cadets or australian air force cadets.
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1896long service leave6.64 unpaid parental leave may be taken in conjunction with long service leave and/or annual leave. extending unpaid leave 6.65 on ending the initial 12 months of maternity or parental leave, employees may request an extension of unpaid parental leave for a further period of up to 12 months. the second period of unpaid leave is to commence immediately following the initial 12 months leave period. 6.66 a request made by a member of an employee couple (as defined in the fw act) to extend their unpaid parental leave must specify any amount of unpaid parental leave and unpaid special maternity leave that the other member of the employee couple has taken, or will have taken, in relation to the child before the extension starts. the period of the extension cannot exceed 12 months and will be reduced by any period of unpaid parental leave or unpaid special maternity leave that the other member of the employee couple has taken, or will have taken, in relation to the child before the extension starts. 6.67 the requests referred to in clauses 6.65 and 6.66 must be in writing and submitted to the delegate at least four weeks before the end of the available parental leave period. the delegate will respond to a request in writing within 21 calendar days, either granting or refusing the request. if the request is refused, reasons for this decision must be provided to the employee. the delegate may refuse the request only on reasonable business grounds. return to work from any type of parental leave 6.68 on ending any form of parental leave an employee is entitled to the return-to-work guarantee provided by section 84 of the fw act. defence reserve leave 6.69 an employee may be granted leave (with or without pay) to enable them to fulfil australian defence force (adf) reserve, continuous full time service (cfts) or cadet force obligations. note: the defence reserve service (protection) act 2001 requires the department to release an employee who is a defence reservist to undertake defence service and training. 6.70 an employee is entitled to leave with pay for up to four weeks each financial year, and an additional two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling adf reserve service obligations. 6.71 with the exception of the additional two weeks in the first year of service, paid leave referred to in clause 6.70 can be accumulated and taken over a period of two years. 6.72 an employee who is an officer or instructor of cadets in a cadet force may be granted paid leave for up to three weeks each financial year to perform duties as an officer or instructor of cadets. for these purposes ‘cadet force’ means the australian navy cadets, australian army cadets or australian air force cadets.
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1898parental leave6.65 on ending the initial 12 months of maternity or parental leave, employees may request an extension of unpaid parental leave for a further period of up to 12 months. the second period of unpaid leave is to commence immediately following the initial 12 months leave period. 6.66 a request made by a member of an employee couple (as defined in the fw act) to extend their unpaid parental leave must specify any amount of unpaid parental leave and unpaid special maternity leave that the other member of the employee couple has taken, or will have taken, in relation to the child before the extension starts. the period of the extension cannot exceed 12 months and will be reduced by any period of unpaid parental leave or unpaid special maternity leave that the other member of the employee couple has taken, or will have taken, in relation to the child before the extension starts. 6.67 the requests referred to in clauses 6.65 and 6.66 must be in writing and submitted to the delegate at least four weeks before the end of the available parental leave period. the delegate will respond to a request in writing within 21 calendar days, either granting or refusing the request. if the request is refused, reasons for this decision must be provided to the employee. the delegate may refuse the request only on reasonable business grounds. return to work from any type of parental leave 6.68 on ending any form of parental leave an employee is entitled to the return-to-work guarantee provided by section 84 of the fw act. defence reserve leave 6.69 an employee may be granted leave (with or without pay) to enable them to fulfil australian defence force (adf) reserve, continuous full time service (cfts) or cadet force obligations. note: the defence reserve service (protection) act 2001 requires the department to release an employee who is a defence reservist to undertake defence service and training. 6.70 an employee is entitled to leave with pay for up to four weeks each financial year, and an additional two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling adf reserve service obligations. 6.71 with the exception of the additional two weeks in the first year of service, paid leave referred to in clause 6.70 can be accumulated and taken over a period of two years. 6.72 an employee who is an officer or instructor of cadets in a cadet force may be granted paid leave for up to three weeks each financial year to perform duties as an officer or instructor of cadets. for these purposes ‘cadet force’ means the australian navy cadets, australian army cadets or australian air force cadets. 6.73 eligible employees may also apply for annual leave, long service leave, unlimited leave without pay or top-up pay or they may use flextime or make up time, for the purpose of fulfilling adf reserve, cfts
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1899parental leaveunpaid parental leave for a further period of up to 12 months. the second period of unpaid leave is to commence immediately following the initial 12 months leave period. 6.66 a request made by a member of an employee couple (as defined in the fw act) to extend their unpaid parental leave must specify any amount of unpaid parental leave and unpaid special maternity leave that the other member of the employee couple has taken, or will have taken, in relation to the child before the extension starts. the period of the extension cannot exceed 12 months and will be reduced by any period of unpaid parental leave or unpaid special maternity leave that the other member of the employee couple has taken, or will have taken, in relation to the child before the extension starts. 6.67 the requests referred to in clauses 6.65 and 6.66 must be in writing and submitted to the delegate at least four weeks before the end of the available parental leave period. the delegate will respond to a request in writing within 21 calendar days, either granting or refusing the request. if the request is refused, reasons for this decision must be provided to the employee. the delegate may refuse the request only on reasonable business grounds. return to work from any type of parental leave 6.68 on ending any form of parental leave an employee is entitled to the return-to-work guarantee provided by section 84 of the fw act. defence reserve leave 6.69 an employee may be granted leave (with or without pay) to enable them to fulfil australian defence force (adf) reserve, continuous full time service (cfts) or cadet force obligations. note: the defence reserve service (protection) act 2001 requires the department to release an employee who is a defence reservist to undertake defence service and training. 6.70 an employee is entitled to leave with pay for up to four weeks each financial year, and an additional two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling adf reserve service obligations. 6.71 with the exception of the additional two weeks in the first year of service, paid leave referred to in clause 6.70 can be accumulated and taken over a period of two years. 6.72 an employee who is an officer or instructor of cadets in a cadet force may be granted paid leave for up to three weeks each financial year to perform duties as an officer or instructor of cadets. for these purposes ‘cadet force’ means the australian navy cadets, australian army cadets or australian air force cadets. 6.73 eligible employees may also apply for annual leave, long service leave, unlimited leave without pay or top-up pay or they may use flextime or make up time, for the purpose of fulfilling adf reserve, cfts or cadet force obligations. employees are not required to pay their tax free adf reserve salary to
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1902maternity leaveparental leave must specify any amount of unpaid parental leave and unpaid special maternity leave that the other member of the employee couple has taken, or will have taken, in relation to the child before the extension starts. the period of the extension cannot exceed 12 months and will be reduced by any period of unpaid parental leave or unpaid special maternity leave that the other member of the employee couple has taken, or will have taken, in relation to the child before the extension starts. 6.67 the requests referred to in clauses 6.65 and 6.66 must be in writing and submitted to the delegate at least four weeks before the end of the available parental leave period. the delegate will respond to a request in writing within 21 calendar days, either granting or refusing the request. if the request is refused, reasons for this decision must be provided to the employee. the delegate may refuse the request only on reasonable business grounds. return to work from any type of parental leave 6.68 on ending any form of parental leave an employee is entitled to the return-to-work guarantee provided by section 84 of the fw act. defence reserve leave 6.69 an employee may be granted leave (with or without pay) to enable them to fulfil australian defence force (adf) reserve, continuous full time service (cfts) or cadet force obligations. note: the defence reserve service (protection) act 2001 requires the department to release an employee who is a defence reservist to undertake defence service and training. 6.70 an employee is entitled to leave with pay for up to four weeks each financial year, and an additional two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling adf reserve service obligations. 6.71 with the exception of the additional two weeks in the first year of service, paid leave referred to in clause 6.70 can be accumulated and taken over a period of two years. 6.72 an employee who is an officer or instructor of cadets in a cadet force may be granted paid leave for up to three weeks each financial year to perform duties as an officer or instructor of cadets. for these purposes ‘cadet force’ means the australian navy cadets, australian army cadets or australian air force cadets. 6.73 eligible employees may also apply for annual leave, long service leave, unlimited leave without pay or top-up pay or they may use flextime or make up time, for the purpose of fulfilling adf reserve, cfts or cadet force obligations. employees are not required to pay their tax free adf reserve salary to the agency in any circumstances. 6.74 defence reserve leave, except unpaid leave to undertake cfts, counts as service for all purposes. unpaid leave for cfts counts as service for all purposes except for annual leave accrual when the
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1902parental leaveparental leave must specify any amount of unpaid parental leave and unpaid special maternity leave that the other member of the employee couple has taken, or will have taken, in relation to the child before the extension starts. the period of the extension cannot exceed 12 months and will be reduced by any period of unpaid parental leave or unpaid special maternity leave that the other member of the employee couple has taken, or will have taken, in relation to the child before the extension starts. 6.67 the requests referred to in clauses 6.65 and 6.66 must be in writing and submitted to the delegate at least four weeks before the end of the available parental leave period. the delegate will respond to a request in writing within 21 calendar days, either granting or refusing the request. if the request is refused, reasons for this decision must be provided to the employee. the delegate may refuse the request only on reasonable business grounds. return to work from any type of parental leave 6.68 on ending any form of parental leave an employee is entitled to the return-to-work guarantee provided by section 84 of the fw act. defence reserve leave 6.69 an employee may be granted leave (with or without pay) to enable them to fulfil australian defence force (adf) reserve, continuous full time service (cfts) or cadet force obligations. note: the defence reserve service (protection) act 2001 requires the department to release an employee who is a defence reservist to undertake defence service and training. 6.70 an employee is entitled to leave with pay for up to four weeks each financial year, and an additional two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling adf reserve service obligations. 6.71 with the exception of the additional two weeks in the first year of service, paid leave referred to in clause 6.70 can be accumulated and taken over a period of two years. 6.72 an employee who is an officer or instructor of cadets in a cadet force may be granted paid leave for up to three weeks each financial year to perform duties as an officer or instructor of cadets. for these purposes ‘cadet force’ means the australian navy cadets, australian army cadets or australian air force cadets. 6.73 eligible employees may also apply for annual leave, long service leave, unlimited leave without pay or top-up pay or they may use flextime or make up time, for the purpose of fulfilling adf reserve, cfts or cadet force obligations. employees are not required to pay their tax free adf reserve salary to the agency in any circumstances. 6.74 defence reserve leave, except unpaid leave to undertake cfts, counts as service for all purposes. unpaid leave for cfts counts as service for all purposes except for annual leave accrual when the
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1904maternity leaveany period of unpaid parental leave or unpaid special maternity leave that the other member of the employee couple has taken, or will have taken, in relation to the child before the extension starts. 6.67 the requests referred to in clauses 6.65 and 6.66 must be in writing and submitted to the delegate at least four weeks before the end of the available parental leave period. the delegate will respond to a request in writing within 21 calendar days, either granting or refusing the request. if the request is refused, reasons for this decision must be provided to the employee. the delegate may refuse the request only on reasonable business grounds. return to work from any type of parental leave 6.68 on ending any form of parental leave an employee is entitled to the return-to-work guarantee provided by section 84 of the fw act. defence reserve leave 6.69 an employee may be granted leave (with or without pay) to enable them to fulfil australian defence force (adf) reserve, continuous full time service (cfts) or cadet force obligations. note: the defence reserve service (protection) act 2001 requires the department to release an employee who is a defence reservist to undertake defence service and training. 6.70 an employee is entitled to leave with pay for up to four weeks each financial year, and an additional two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling adf reserve service obligations. 6.71 with the exception of the additional two weeks in the first year of service, paid leave referred to in clause 6.70 can be accumulated and taken over a period of two years. 6.72 an employee who is an officer or instructor of cadets in a cadet force may be granted paid leave for up to three weeks each financial year to perform duties as an officer or instructor of cadets. for these purposes ‘cadet force’ means the australian navy cadets, australian army cadets or australian air force cadets. 6.73 eligible employees may also apply for annual leave, long service leave, unlimited leave without pay or top-up pay or they may use flextime or make up time, for the purpose of fulfilling adf reserve, cfts or cadet force obligations. employees are not required to pay their tax free adf reserve salary to the agency in any circumstances. 6.74 defence reserve leave, except unpaid leave to undertake cfts, counts as service for all purposes. unpaid leave for cfts counts as service for all purposes except for annual leave accrual when the period(s) of leave without pay exceed six months. 33
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1904parental leaveany period of unpaid parental leave or unpaid special maternity leave that the other member of the employee couple has taken, or will have taken, in relation to the child before the extension starts. 6.67 the requests referred to in clauses 6.65 and 6.66 must be in writing and submitted to the delegate at least four weeks before the end of the available parental leave period. the delegate will respond to a request in writing within 21 calendar days, either granting or refusing the request. if the request is refused, reasons for this decision must be provided to the employee. the delegate may refuse the request only on reasonable business grounds. return to work from any type of parental leave 6.68 on ending any form of parental leave an employee is entitled to the return-to-work guarantee provided by section 84 of the fw act. defence reserve leave 6.69 an employee may be granted leave (with or without pay) to enable them to fulfil australian defence force (adf) reserve, continuous full time service (cfts) or cadet force obligations. note: the defence reserve service (protection) act 2001 requires the department to release an employee who is a defence reservist to undertake defence service and training. 6.70 an employee is entitled to leave with pay for up to four weeks each financial year, and an additional two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling adf reserve service obligations. 6.71 with the exception of the additional two weeks in the first year of service, paid leave referred to in clause 6.70 can be accumulated and taken over a period of two years. 6.72 an employee who is an officer or instructor of cadets in a cadet force may be granted paid leave for up to three weeks each financial year to perform duties as an officer or instructor of cadets. for these purposes ‘cadet force’ means the australian navy cadets, australian army cadets or australian air force cadets. 6.73 eligible employees may also apply for annual leave, long service leave, unlimited leave without pay or top-up pay or they may use flextime or make up time, for the purpose of fulfilling adf reserve, cfts or cadet force obligations. employees are not required to pay their tax free adf reserve salary to the agency in any circumstances. 6.74 defence reserve leave, except unpaid leave to undertake cfts, counts as service for all purposes. unpaid leave for cfts counts as service for all purposes except for annual leave accrual when the period(s) of leave without pay exceed six months. 33
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1907parental leaveleast four weeks before the end of the available parental leave period. the delegate will respond to a request in writing within 21 calendar days, either granting or refusing the request. if the request is refused, reasons for this decision must be provided to the employee. the delegate may refuse the request only on reasonable business grounds. return to work from any type of parental leave 6.68 on ending any form of parental leave an employee is entitled to the return-to-work guarantee provided by section 84 of the fw act. defence reserve leave 6.69 an employee may be granted leave (with or without pay) to enable them to fulfil australian defence force (adf) reserve, continuous full time service (cfts) or cadet force obligations. note: the defence reserve service (protection) act 2001 requires the department to release an employee who is a defence reservist to undertake defence service and training. 6.70 an employee is entitled to leave with pay for up to four weeks each financial year, and an additional two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling adf reserve service obligations. 6.71 with the exception of the additional two weeks in the first year of service, paid leave referred to in clause 6.70 can be accumulated and taken over a period of two years. 6.72 an employee who is an officer or instructor of cadets in a cadet force may be granted paid leave for up to three weeks each financial year to perform duties as an officer or instructor of cadets. for these purposes ‘cadet force’ means the australian navy cadets, australian army cadets or australian air force cadets. 6.73 eligible employees may also apply for annual leave, long service leave, unlimited leave without pay or top-up pay or they may use flextime or make up time, for the purpose of fulfilling adf reserve, cfts or cadet force obligations. employees are not required to pay their tax free adf reserve salary to the agency in any circumstances. 6.74 defence reserve leave, except unpaid leave to undertake cfts, counts as service for all purposes. unpaid leave for cfts counts as service for all purposes except for annual leave accrual when the period(s) of leave without pay exceed six months. 33 emergency services leave 6.75 employees who are members of recognised community service organisations will have access to paid
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1909parental leavereturn to work from any type of parental leave 6.68 on ending any form of parental leave an employee is entitled to the return-to-work guarantee provided by section 84 of the fw act. defence reserve leave 6.69 an employee may be granted leave (with or without pay) to enable them to fulfil australian defence force (adf) reserve, continuous full time service (cfts) or cadet force obligations. note: the defence reserve service (protection) act 2001 requires the department to release an employee who is a defence reservist to undertake defence service and training. 6.70 an employee is entitled to leave with pay for up to four weeks each financial year, and an additional two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling adf reserve service obligations. 6.71 with the exception of the additional two weeks in the first year of service, paid leave referred to in clause 6.70 can be accumulated and taken over a period of two years. 6.72 an employee who is an officer or instructor of cadets in a cadet force may be granted paid leave for up to three weeks each financial year to perform duties as an officer or instructor of cadets. for these purposes ‘cadet force’ means the australian navy cadets, australian army cadets or australian air force cadets. 6.73 eligible employees may also apply for annual leave, long service leave, unlimited leave without pay or top-up pay or they may use flextime or make up time, for the purpose of fulfilling adf reserve, cfts or cadet force obligations. employees are not required to pay their tax free adf reserve salary to the agency in any circumstances. 6.74 defence reserve leave, except unpaid leave to undertake cfts, counts as service for all purposes. unpaid leave for cfts counts as service for all purposes except for annual leave accrual when the period(s) of leave without pay exceed six months. 33 emergency services leave 6.75 employees who are members of recognised community service organisations will have access to paid leave (on production of satisfactory evidence) for emergency services responses, regular training, reasonable travel and recovery time and ceremonial duties. this will be limited to four days initially but
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1910parental leave6.68 on ending any form of parental leave an employee is entitled to the return-to-work guarantee provided by section 84 of the fw act. defence reserve leave 6.69 an employee may be granted leave (with or without pay) to enable them to fulfil australian defence force (adf) reserve, continuous full time service (cfts) or cadet force obligations. note: the defence reserve service (protection) act 2001 requires the department to release an employee who is a defence reservist to undertake defence service and training. 6.70 an employee is entitled to leave with pay for up to four weeks each financial year, and an additional two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling adf reserve service obligations. 6.71 with the exception of the additional two weeks in the first year of service, paid leave referred to in clause 6.70 can be accumulated and taken over a period of two years. 6.72 an employee who is an officer or instructor of cadets in a cadet force may be granted paid leave for up to three weeks each financial year to perform duties as an officer or instructor of cadets. for these purposes ‘cadet force’ means the australian navy cadets, australian army cadets or australian air force cadets. 6.73 eligible employees may also apply for annual leave, long service leave, unlimited leave without pay or top-up pay or they may use flextime or make up time, for the purpose of fulfilling adf reserve, cfts or cadet force obligations. employees are not required to pay their tax free adf reserve salary to the agency in any circumstances. 6.74 defence reserve leave, except unpaid leave to undertake cfts, counts as service for all purposes. unpaid leave for cfts counts as service for all purposes except for annual leave accrual when the period(s) of leave without pay exceed six months. 33 emergency services leave 6.75 employees who are members of recognised community service organisations will have access to paid leave (on production of satisfactory evidence) for emergency services responses, regular training, reasonable travel and recovery time and ceremonial duties. this will be limited to four days initially but may be extended by the delegate at the end of that period.
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1926long service leave6.73 eligible employees may also apply for annual leave, long service leave, unlimited leave without pay or top-up pay or they may use flextime or make up time, for the purpose of fulfilling adf reserve, cfts or cadet force obligations. employees are not required to pay their tax free adf reserve salary to the agency in any circumstances. 6.74 defence reserve leave, except unpaid leave to undertake cfts, counts as service for all purposes. unpaid leave for cfts counts as service for all purposes except for annual leave accrual when the period(s) of leave without pay exceed six months. 33 emergency services leave 6.75 employees who are members of recognised community service organisations will have access to paid leave (on production of satisfactory evidence) for emergency services responses, regular training, reasonable travel and recovery time and ceremonial duties. this will be limited to four days initially but may be extended by the delegate at the end of that period. community service leave 6.76 employees are entitled to leave without pay to participate in eligible community services in accordance with division 8 of part 2-2 of chapter 2 of the fw act. 6.77 the delegate may grant a reasonable amount of leave without pay to undertake other community volunteering for organisations registered with volunteering australia, subject to the operational requirements of the employee’s workplace. naidoc ceremonies 6.78 employees are entitled to up to one day of paid leave per calendar year to attend national aborigines and islanders day observance committee (naidoc) ceremonies. aboriginal and torres strait islander employees’ ceremonial leave 6.79 the department is committed to the employment of aboriginal and torres strait islander people, particularly in the jointly managed national parks, and recognises the traditional rights, roles and obligations of aboriginal and torres strait islander employees. 6.80 the delegate may grant leave with or without pay to aboriginal and torres strait islander employees
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1927flextimetop-up pay or they may use flextime or make up time, for the purpose of fulfilling adf reserve, cfts or cadet force obligations. employees are not required to pay their tax free adf reserve salary to the agency in any circumstances. 6.74 defence reserve leave, except unpaid leave to undertake cfts, counts as service for all purposes. unpaid leave for cfts counts as service for all purposes except for annual leave accrual when the period(s) of leave without pay exceed six months. 33 emergency services leave 6.75 employees who are members of recognised community service organisations will have access to paid leave (on production of satisfactory evidence) for emergency services responses, regular training, reasonable travel and recovery time and ceremonial duties. this will be limited to four days initially but may be extended by the delegate at the end of that period. community service leave 6.76 employees are entitled to leave without pay to participate in eligible community services in accordance with division 8 of part 2-2 of chapter 2 of the fw act. 6.77 the delegate may grant a reasonable amount of leave without pay to undertake other community volunteering for organisations registered with volunteering australia, subject to the operational requirements of the employee’s workplace. naidoc ceremonies 6.78 employees are entitled to up to one day of paid leave per calendar year to attend national aborigines and islanders day observance committee (naidoc) ceremonies. aboriginal and torres strait islander employees’ ceremonial leave 6.79 the department is committed to the employment of aboriginal and torres strait islander people, particularly in the jointly managed national parks, and recognises the traditional rights, roles and obligations of aboriginal and torres strait islander employees. 6.80 the delegate may grant leave with or without pay to aboriginal and torres strait islander employees for the purpose of participating in ceremonies relating to cultural practices, customs and traditions. the
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1938travelreasonable travel and recovery time and ceremonial duties. this will be limited to four days initially but may be extended by the delegate at the end of that period. community service leave 6.76 employees are entitled to leave without pay to participate in eligible community services in accordance with division 8 of part 2-2 of chapter 2 of the fw act. 6.77 the delegate may grant a reasonable amount of leave without pay to undertake other community volunteering for organisations registered with volunteering australia, subject to the operational requirements of the employee’s workplace. naidoc ceremonies 6.78 employees are entitled to up to one day of paid leave per calendar year to attend national aborigines and islanders day observance committee (naidoc) ceremonies. aboriginal and torres strait islander employees’ ceremonial leave 6.79 the department is committed to the employment of aboriginal and torres strait islander people, particularly in the jointly managed national parks, and recognises the traditional rights, roles and obligations of aboriginal and torres strait islander employees. 6.80 the delegate may grant leave with or without pay to aboriginal and torres strait islander employees for the purpose of participating in ceremonies relating to cultural practices, customs and traditions. the maximum period of paid leave for this purpose in any calendar year is five days. 6.81 aboriginal and torres strait islander employees’ ceremonial leave is subject to their manager’s approval. employees must notify their manager of their intention to be absent and, where possible, the anticipated length of absence. 6.82 employees may also access purchased, annual and flex leave for ceremonial purposes. 6.83 aboriginal and torres strait islander employees attending non-department-sponsored naidoc activities are eligible to apply for ceremonial leave and/or leave for naidoc ceremonies under clause 6.78. 6.84 in jointly managed national parks, aboriginal and torres strait islander employees may participate in naidoc ceremonies in their communities as part of their normal working duties, subject to operational demands.
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1976study leavestudy leave 6.86 employees undertaking approved external studies, distance education and/or study activities related only to the preparation and presentation of a thesis may apply for: 34 a. leave with full pay to travel to and from and attend residential courses or seminars, or any other compulsory study activities required for successful completion of the course of study and b. up to 42 hours leave with full pay each 6 month period in which approved study is undertaken. 6.87 employees undertaking approved studies on the campus of a tertiary institution (i.e. not those covered in clause 6.86 of this agreement) may apply for up to 150 hours of leave with pay for each 12 month period in which approved study is undertaken (subject to discussions with the manager), to travel to and from and attend approved study activities. further information is contained in the department’s study support scheme policy. 6.88 study leave without pay may be granted by the delegate for a maximum period of 12 months to allow employees to undertake full-time study. periods of study leave without pay for periods longer than 12 months will be considered in exceptional circumstances. study leave without pay does not count as service for any purpose unless required by relevant legislation. indigenous study support 6.89 aboriginal and torres strait islander employees may apply for up to 300 hours leave for each 12 month period in which the approved study activities are undertaken. further information is contained in the department’s study support scheme policy. other leave (with and without pay)
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1983travelleave with full pay to travel to and from and attend residential courses or seminars, or any other compulsory study activities required for successful completion of the course of study and b. up to 42 hours leave with full pay each 6 month period in which approved study is undertaken. 6.87 employees undertaking approved studies on the campus of a tertiary institution (i.e. not those covered in clause 6.86 of this agreement) may apply for up to 150 hours of leave with pay for each 12 month period in which approved study is undertaken (subject to discussions with the manager), to travel to and from and attend approved study activities. further information is contained in the department’s study support scheme policy. 6.88 study leave without pay may be granted by the delegate for a maximum period of 12 months to allow employees to undertake full-time study. periods of study leave without pay for periods longer than 12 months will be considered in exceptional circumstances. study leave without pay does not count as service for any purpose unless required by relevant legislation. indigenous study support 6.89 aboriginal and torres strait islander employees may apply for up to 300 hours leave for each 12 month period in which the approved study activities are undertaken. further information is contained in the department’s study support scheme policy. other leave (with and without pay) 6.90 other leave with pay (for short periods only) or without pay may be approved by the delegate for purposes not provided for elsewhere in this agreement. leave without pay may be granted for a maximum period of 12 months. periods of leave without pay for periods longer than 12 months will be considered in exceptional circumstances. further information is contained in the department’s leave policy. 6.91 leave without pay does not count as service for any purpose except as provided for elsewhere in this agreement or under the long service leave (commonwealth employees) act 1976, the
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1992travelperiod in which approved study is undertaken (subject to discussions with the manager), to travel to and from and attend approved study activities. further information is contained in the department’s study support scheme policy. 6.88 study leave without pay may be granted by the delegate for a maximum period of 12 months to allow employees to undertake full-time study. periods of study leave without pay for periods longer than 12 months will be considered in exceptional circumstances. study leave without pay does not count as service for any purpose unless required by relevant legislation. indigenous study support 6.89 aboriginal and torres strait islander employees may apply for up to 300 hours leave for each 12 month period in which the approved study activities are undertaken. further information is contained in the department’s study support scheme policy. other leave (with and without pay) 6.90 other leave with pay (for short periods only) or without pay may be approved by the delegate for purposes not provided for elsewhere in this agreement. leave without pay may be granted for a maximum period of 12 months. periods of leave without pay for periods longer than 12 months will be considered in exceptional circumstances. further information is contained in the department’s leave policy. 6.91 leave without pay does not count as service for any purpose except as provided for elsewhere in this agreement or under the long service leave (commonwealth employees) act 1976, the superannuation act 1976, the superannuation act 1990 or the superannuation act 2005. 35 part 7 – workforce management employee assistance program 7.1 the department will provide employees and their family members with access to a confidential, professional counselling service.
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1995study leave6.88 study leave without pay may be granted by the delegate for a maximum period of 12 months to allow employees to undertake full-time study. periods of study leave without pay for periods longer than 12 months will be considered in exceptional circumstances. study leave without pay does not count as service for any purpose unless required by relevant legislation. indigenous study support 6.89 aboriginal and torres strait islander employees may apply for up to 300 hours leave for each 12 month period in which the approved study activities are undertaken. further information is contained in the department’s study support scheme policy. other leave (with and without pay) 6.90 other leave with pay (for short periods only) or without pay may be approved by the delegate for purposes not provided for elsewhere in this agreement. leave without pay may be granted for a maximum period of 12 months. periods of leave without pay for periods longer than 12 months will be considered in exceptional circumstances. further information is contained in the department’s leave policy. 6.91 leave without pay does not count as service for any purpose except as provided for elsewhere in this agreement or under the long service leave (commonwealth employees) act 1976, the superannuation act 1976, the superannuation act 1990 or the superannuation act 2005. 35 part 7 – workforce management employee assistance program 7.1 the department will provide employees and their family members with access to a confidential, professional counselling service. probation 7.2
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1996study leaveemployees to undertake full-time study. periods of study leave without pay for periods longer than 12 months will be considered in exceptional circumstances. study leave without pay does not count as service for any purpose unless required by relevant legislation. indigenous study support 6.89 aboriginal and torres strait islander employees may apply for up to 300 hours leave for each 12 month period in which the approved study activities are undertaken. further information is contained in the department’s study support scheme policy. other leave (with and without pay) 6.90 other leave with pay (for short periods only) or without pay may be approved by the delegate for purposes not provided for elsewhere in this agreement. leave without pay may be granted for a maximum period of 12 months. periods of leave without pay for periods longer than 12 months will be considered in exceptional circumstances. further information is contained in the department’s leave policy. 6.91 leave without pay does not count as service for any purpose except as provided for elsewhere in this agreement or under the long service leave (commonwealth employees) act 1976, the superannuation act 1976, the superannuation act 1990 or the superannuation act 2005. 35 part 7 – workforce management employee assistance program 7.1 the department will provide employees and their family members with access to a confidential, professional counselling service. probation 7.2
Department of Energy and environemtn enterprise-agreement-2016-2019.txt1997study leave12 months will be considered in exceptional circumstances. study leave without pay does not count as service for any purpose unless required by relevant legislation. indigenous study support 6.89 aboriginal and torres strait islander employees may apply for up to 300 hours leave for each 12 month period in which the approved study activities are undertaken. further information is contained in the department’s study support scheme policy. other leave (with and without pay) 6.90 other leave with pay (for short periods only) or without pay may be approved by the delegate for purposes not provided for elsewhere in this agreement. leave without pay may be granted for a maximum period of 12 months. periods of leave without pay for periods longer than 12 months will be considered in exceptional circumstances. further information is contained in the department’s leave policy. 6.91 leave without pay does not count as service for any purpose except as provided for elsewhere in this agreement or under the long service leave (commonwealth employees) act 1976, the superannuation act 1976, the superannuation act 1990 or the superannuation act 2005. 35 part 7 – workforce management employee assistance program 7.1 the department will provide employees and their family members with access to a confidential, professional counselling service. probation 7.2 probation may be imposed on the engagement of an employee, in accordance with section 22 of the
Department of Energy and environemtn enterprise-agreement-2016-2019.txt2012long service leaveagreement or under the long service leave (commonwealth employees) act 1976, the superannuation act 1976, the superannuation act 1990 or the superannuation act 2005. 35 part 7 – workforce management employee assistance program 7.1 the department will provide employees and their family members with access to a confidential, professional counselling service. probation 7.2 probation may be imposed on the engagement of an employee, in accordance with section 22 of the ps act. the probation period is generally six months but the delegate may set an alternative period of probation where reasonable, having regard to the nature and circumstances of employment. further information is contained in the department’s probation policy. managing performance 7.3 all employees covered by this agreement (other than expeditioner employees who are subject to clauses 9.33 to 9.34, employees on irregular and intermittent contracts and non-ongoing employees on contracts of less than three months) are required to participate in the department’s performance and development scheme (pds). the scheme aims to provide each employee with regular opportunities to discuss with their manager performance expectations and the extent to which expectations have been met. it also enables employees to discuss with their manager their development needs for both their current responsibilities and broader career development. further information is contained in the department’s pds policy.
Department of Energy and environemtn enterprise-agreement-2016-2019.txt2209long service leavegovernment service as defined in section 10 of the long service leave (commonwealth employees) act 1976 service with the commonwealth (other than service with a joint commonwealth–state body corporate in which the commonwealth does not have a controlling interest) which is recognised for long service leave purposes service with the australian defence force and service in another agency, where such service is recognised for long service leave purposes and the employee was moved from the aps to that agency with a transfer of function or, having been engaged by that agency on work within a function, the employee was appointed as a result of the transfer of that function to the aps. 7.36 for earlier periods of service to count for severance pay purposes those periods must not have been recognised for a previous severance payment and there must have been no breaks between the periods of service, except where: a. b. the break in service was for less than one month and occurred where an offer of employment in relation to the second period of service was made and accepted by the employee before the first period of service ended (whether or not the two periods of service are with the same employer or agency) or the earlier period of service was with the aps and ceased because the employee was deemed to have resigned from the aps on marriage under the repealed section 49 of the public service act 1922. 7.37 absences from work that do not count as service for long service leave purposes will not count as service for severance pay purposes. rate of redundancy payment 7.38 for the purpose of calculating any payment under clauses 7.32 to 7.37, salary will exclude allowances
Department of Energy and environemtn enterprise-agreement-2016-2019.txt2213long service leaverecognised for long service leave purposes service with the australian defence force and service in another agency, where such service is recognised for long service leave purposes and the employee was moved from the aps to that agency with a transfer of function or, having been engaged by that agency on work within a function, the employee was appointed as a result of the transfer of that function to the aps. 7.36 for earlier periods of service to count for severance pay purposes those periods must not have been recognised for a previous severance payment and there must have been no breaks between the periods of service, except where: a. b. the break in service was for less than one month and occurred where an offer of employment in relation to the second period of service was made and accepted by the employee before the first period of service ended (whether or not the two periods of service are with the same employer or agency) or the earlier period of service was with the aps and ceased because the employee was deemed to have resigned from the aps on marriage under the repealed section 49 of the public service act 1922. 7.37 absences from work that do not count as service for long service leave purposes will not count as service for severance pay purposes. rate of redundancy payment 7.38 for the purpose of calculating any payment under clauses 7.32 to 7.37, salary will exclude allowances that are reimbursements for expenses incurred or living allowances such as the remote locality allowance, but will include: a. b.
Department of Energy and environemtn enterprise-agreement-2016-2019.txt2215long service leaveservice in another agency, where such service is recognised for long service leave purposes and the employee was moved from the aps to that agency with a transfer of function or, having been engaged by that agency on work within a function, the employee was appointed as a result of the transfer of that function to the aps. 7.36 for earlier periods of service to count for severance pay purposes those periods must not have been recognised for a previous severance payment and there must have been no breaks between the periods of service, except where: a. b. the break in service was for less than one month and occurred where an offer of employment in relation to the second period of service was made and accepted by the employee before the first period of service ended (whether or not the two periods of service are with the same employer or agency) or the earlier period of service was with the aps and ceased because the employee was deemed to have resigned from the aps on marriage under the repealed section 49 of the public service act 1922. 7.37 absences from work that do not count as service for long service leave purposes will not count as service for severance pay purposes. rate of redundancy payment 7.38 for the purpose of calculating any payment under clauses 7.32 to 7.37, salary will exclude allowances that are reimbursements for expenses incurred or living allowances such as the remote locality allowance, but will include: a. b. c.
Department of Energy and environemtn enterprise-agreement-2016-2019.txt2235long service leave7.37 absences from work that do not count as service for long service leave purposes will not count as service for severance pay purposes. rate of redundancy payment 7.38 for the purpose of calculating any payment under clauses 7.32 to 7.37, salary will exclude allowances that are reimbursements for expenses incurred or living allowances such as the remote locality allowance, but will include: a. b. c. d. the employee’s salary at their substantive classification level or for the purposes of long service leave in lieu, annual leave and severance, the salary of a higher work value level at which the employee has been working for a continuous period of at least 12 months immediately preceding the date on which the employee is given notice of the termination of employment shift penalties, where the employee has undertaken shiftwork and is entitled to shift penalties for 50% or more of the pay periods in the 12 months preceding being given notice of termination of employment. a weekly average of penalties due over the 12 months will be included in the salary other allowances in the nature of salary that are paid during periods of annual leave and on a regular basis. retention periods 7.39 an excess employee who does not elect for voluntary redundancy with the payment of a redundancy benefit will be entitled to the following period of retention: 39
Department of Energy and environemtn enterprise-agreement-2016-2019.txt2249long service leavefor the purposes of long service leave in lieu, annual leave and severance, the salary of a higher work value level at which the employee has been working for a continuous period of at least 12 months immediately preceding the date on which the employee is given notice of the termination of employment shift penalties, where the employee has undertaken shiftwork and is entitled to shift penalties for 50% or more of the pay periods in the 12 months preceding being given notice of termination of employment. a weekly average of penalties due over the 12 months will be included in the salary other allowances in the nature of salary that are paid during periods of annual leave and on a regular basis. retention periods 7.39 an excess employee who does not elect for voluntary redundancy with the payment of a redundancy benefit will be entitled to the following period of retention: 39 a. b. 56 weeks if the employee has 20 or more years of service or is over 45 years old or 30 weeks for all other employees. 7.40 if an employee is entitled to a redundancy payment under the nes the retention period at clause 7.39 will be reduced by the employee’s redundancy pay entitlement under the nes on termination, calculated as at the expiration of the retention period (as adjusted by this clause). commencement of retention period 7.41 the retention period will commence on the earlier of the following: a. b.
Department of Energy and environemtn enterprise-agreement-2016-2019.txt2312travel7.45 an excess employee may request assistance in meeting reasonable travel and incidental expenses incurred in seeking alternative employment if these are not met by the prospective employer. 7.46 where an excess employee is required to move their household to a new locality as a result of a movement or reduction in classification they will be entitled to reasonable expenses as determined by the delegate. retention period – early termination 7.47 where the delegate is satisfied that there is insufficient productive work available for the employee within the agency during the remainder of the retention period and that there are no reasonable redeployment prospects in the aps: a. the delegate may, with the agreement of the employee, terminate the employee’s employment under section 29 of the ps act and b. upon termination, the employee will be paid a lump sum comprising i. payment for the balance of the retention period (as shortened for the nes under clause 7.40), which will be taken to include the payment in lieu of notice of termination of employment and ii. the employee’s nes entitlement to redundancy pay. 40 involuntary termination of employment 7.48 subject to clauses 7.49 to 7.50, the delegate will, under section 29 of the ps act, involuntarily terminate the employment of an excess employee at the end of the retention period. 7.49 an excess employee will not have their employment terminated involuntarily if the employee has not been invited to accept an offer of voluntary redundancy or if the employee has elected to have their
Department of Energy and environemtn enterprise-agreement-2016-2019.txt2489long service leaverla does not count as salary for superannuation, long service leave in lieu or severance payment purposes. 8.5 an employee with a spouse/partner who is also an employee of an aps agency and is entitled to rla will be regarded as an employee without dependants for the calculation of the allowance. payment of rla during periods of leave 8.6 the rla will be paid during periods of personal/carer’s leave, annual leave, long service leave and other paid leave. however, for long service leave the allowance is paid only if the employee resides in the locality while on long service leave. payment of rla for a temporary period 8.7 an employee may be paid rla while temporarily stationed in a locality that would normally attract the payment of rla, if the delegate considers this appropriate. in these circumstances rla is generally 43 payable after the first 21 days. further information is contained in the department’s travel policy and the department’s relocation assistance policy. former remote localities 8.8 only employees who were employed at the department’s former remote localities (as outlined in table 8.8.1) will remain eligible, while they continue to work at those localities, to receive rla as outlined in schedule 2, table 8.8.1 and in accordance with the provisions of clauses 8.3 to 8.7 of this agreement.
Department of Energy and environemtn enterprise-agreement-2016-2019.txt2500long service leavethe rla will be paid during periods of personal/carer’s leave, annual leave, long service leave and other paid leave. however, for long service leave the allowance is paid only if the employee resides in the locality while on long service leave. payment of rla for a temporary period 8.7 an employee may be paid rla while temporarily stationed in a locality that would normally attract the payment of rla, if the delegate considers this appropriate. in these circumstances rla is generally 43 payable after the first 21 days. further information is contained in the department’s travel policy and the department’s relocation assistance policy. former remote localities 8.8 only employees who were employed at the department’s former remote localities (as outlined in table 8.8.1) will remain eligible, while they continue to work at those localities, to receive rla as outlined in schedule 2, table 8.8.1 and in accordance with the provisions of clauses 8.3 to 8.7 of this agreement. table 8.8.1 8.9 leave fares location date of eligibility
Department of Energy and environemtn enterprise-agreement-2016-2019.txt2501long service leaveother paid leave. however, for long service leave the allowance is paid only if the employee resides in the locality while on long service leave. payment of rla for a temporary period 8.7 an employee may be paid rla while temporarily stationed in a locality that would normally attract the payment of rla, if the delegate considers this appropriate. in these circumstances rla is generally 43 payable after the first 21 days. further information is contained in the department’s travel policy and the department’s relocation assistance policy. former remote localities 8.8 only employees who were employed at the department’s former remote localities (as outlined in table 8.8.1) will remain eligible, while they continue to work at those localities, to receive rla as outlined in schedule 2, table 8.8.1 and in accordance with the provisions of clauses 8.3 to 8.7 of this agreement. table 8.8.1 8.9 leave fares location date of eligibility extra annual leave per annum
Department of Energy and environemtn enterprise-agreement-2016-2019.txt2502long service leavethe locality while on long service leave. payment of rla for a temporary period 8.7 an employee may be paid rla while temporarily stationed in a locality that would normally attract the payment of rla, if the delegate considers this appropriate. in these circumstances rla is generally 43 payable after the first 21 days. further information is contained in the department’s travel policy and the department’s relocation assistance policy. former remote localities 8.8 only employees who were employed at the department’s former remote localities (as outlined in table 8.8.1) will remain eligible, while they continue to work at those localities, to receive rla as outlined in schedule 2, table 8.8.1 and in accordance with the provisions of clauses 8.3 to 8.7 of this agreement. table 8.8.1 8.9 leave fares location date of eligibility extra annual leave per annum
Department of Energy and environemtn enterprise-agreement-2016-2019.txt2511travelpayable after the first 21 days. further information is contained in the department’s travel policy and the department’s relocation assistance policy. former remote localities 8.8 only employees who were employed at the department’s former remote localities (as outlined in table 8.8.1) will remain eligible, while they continue to work at those localities, to receive rla as outlined in schedule 2, table 8.8.1 and in accordance with the provisions of clauses 8.3 to 8.7 of this agreement. table 8.8.1 8.9 leave fares location date of eligibility extra annual leave per annum darwin 10 august 2006 5 days annual booderee
Department of Energy and environemtn enterprise-agreement-2016-2019.txt2622travel8.22 employees working in a remote locality will be entitled to reimbursement of reasonable travel costs, as determined by the delegate, for medical or dental treatment where: a. it is immediately necessary for the employee or a dependant of the employee to travel from the remote locality for medical, dental or specialist treatment because the relevant service is unavailable at the remote locality and b. a qualified medical practitioner, dentist or medical specialist certifies the immediate necessity and essential nature of this treatment. 45 8.23 if the employee or their dependant accesses similar payments or services provided under provisions of another government subsidy or by another aps agency, the amount of assistance provided by the department will be reduced by the amount received by the employee accessing the assistance. emergency or compassionate travel – reimbursement of transport costs 8.24 where: a. an employee or dependant of an employee is stationed at a remote locality and b. it is necessary for the employee or a dependant of the employee to travel from the locality for emergency or compassionate reasons (i.e. where a close family member becomes critically or dangerously ill or dies, or in other crisis situations approved as such by the delegate) the delegate will authorise reimbursement of reasonable costs incurred for return transport by air (through the department’s travel management provider where possible) or surface travel within australia to the locality where the close family member lives (or lived immediately before his or her death). however, if that locality is in another country, the delegate will authorise reimbursement of the reasonable cost of travel to the closest australian capital city international airport that has reasonable flight connections to that locality.
Department of Energy and environemtn enterprise-agreement-2016-2019.txt2624travela. it is immediately necessary for the employee or a dependant of the employee to travel from the remote locality for medical, dental or specialist treatment because the relevant service is unavailable at the remote locality and b. a qualified medical practitioner, dentist or medical specialist certifies the immediate necessity and essential nature of this treatment. 45 8.23 if the employee or their dependant accesses similar payments or services provided under provisions of another government subsidy or by another aps agency, the amount of assistance provided by the department will be reduced by the amount received by the employee accessing the assistance. emergency or compassionate travel – reimbursement of transport costs 8.24 where: a. an employee or dependant of an employee is stationed at a remote locality and b. it is necessary for the employee or a dependant of the employee to travel from the locality for emergency or compassionate reasons (i.e. where a close family member becomes critically or dangerously ill or dies, or in other crisis situations approved as such by the delegate) the delegate will authorise reimbursement of reasonable costs incurred for return transport by air (through the department’s travel management provider where possible) or surface travel within australia to the locality where the close family member lives (or lived immediately before his or her death). however, if that locality is in another country, the delegate will authorise reimbursement of the reasonable cost of travel to the closest australian capital city international airport that has reasonable flight connections to that locality. reunion travel for school children 8.25 where a dependent child of an ongoing employee stationed in a remote locality listed in table 8.2.1
Department of Energy and environemtn enterprise-agreement-2016-2019.txt2637travelemergency or compassionate travel – reimbursement of transport costs 8.24 where: a. an employee or dependant of an employee is stationed at a remote locality and b. it is necessary for the employee or a dependant of the employee to travel from the locality for emergency or compassionate reasons (i.e. where a close family member becomes critically or dangerously ill or dies, or in other crisis situations approved as such by the delegate) the delegate will authorise reimbursement of reasonable costs incurred for return transport by air (through the department’s travel management provider where possible) or surface travel within australia to the locality where the close family member lives (or lived immediately before his or her death). however, if that locality is in another country, the delegate will authorise reimbursement of the reasonable cost of travel to the closest australian capital city international airport that has reasonable flight connections to that locality. reunion travel for school children 8.25 where a dependent child of an ongoing employee stationed in a remote locality listed in table 8.2.1 who ordinarily lives with the employee is receiving primary or secondary education at a school in a locality other than where the employee is stationed and, as a result, does not live with the employee, the delegate will approve reunion travel for the child to visit the employee. travel may be between the locality where the employee is stationed and the locality where the child is receiving education. travel should normally be booked through the department’s travel management provider. 8.26 where it is not possible to book travel through the travel management provider, the employee will be reimbursed as follows: a. if the child travels from the locality where he or she is receiving education to the locality where the employee is stationed, an amount equal to the cost of return fares reasonably incurred by the employee or b. if the child travels from the locality where he or she is receiving education to a locality other than where the employee is stationed to visit the employee or the spouse/partner of the employee, an amount equal to the lesser of the cost of return fares reasonably incurred by the employee
Department of Energy and environemtn enterprise-agreement-2016-2019.txt2642travelit is necessary for the employee or a dependant of the employee to travel from the locality for emergency or compassionate reasons (i.e. where a close family member becomes critically or dangerously ill or dies, or in other crisis situations approved as such by the delegate) the delegate will authorise reimbursement of reasonable costs incurred for return transport by air (through the department’s travel management provider where possible) or surface travel within australia to the locality where the close family member lives (or lived immediately before his or her death). however, if that locality is in another country, the delegate will authorise reimbursement of the reasonable cost of travel to the closest australian capital city international airport that has reasonable flight connections to that locality. reunion travel for school children 8.25 where a dependent child of an ongoing employee stationed in a remote locality listed in table 8.2.1 who ordinarily lives with the employee is receiving primary or secondary education at a school in a locality other than where the employee is stationed and, as a result, does not live with the employee, the delegate will approve reunion travel for the child to visit the employee. travel may be between the locality where the employee is stationed and the locality where the child is receiving education. travel should normally be booked through the department’s travel management provider. 8.26 where it is not possible to book travel through the travel management provider, the employee will be reimbursed as follows: a. if the child travels from the locality where he or she is receiving education to the locality where the employee is stationed, an amount equal to the cost of return fares reasonably incurred by the employee or b. if the child travels from the locality where he or she is receiving education to a locality other than where the employee is stationed to visit the employee or the spouse/partner of the employee, an amount equal to the lesser of the cost of return fares reasonably incurred by the employee and the amount that would have been reimbursed if the child had travelled to the locality where the employee is stationed. 8.27 reunion travel will be limited to three return fares per dependent child during a school year. the delegate may approve an additional reunion visit if: a.
Department of Energy and environemtn enterprise-agreement-2016-2019.txt2647travel(through the department’s travel management provider where possible) or surface travel within australia to the locality where the close family member lives (or lived immediately before his or her death). however, if that locality is in another country, the delegate will authorise reimbursement of the reasonable cost of travel to the closest australian capital city international airport that has reasonable flight connections to that locality. reunion travel for school children 8.25 where a dependent child of an ongoing employee stationed in a remote locality listed in table 8.2.1 who ordinarily lives with the employee is receiving primary or secondary education at a school in a locality other than where the employee is stationed and, as a result, does not live with the employee, the delegate will approve reunion travel for the child to visit the employee. travel may be between the locality where the employee is stationed and the locality where the child is receiving education. travel should normally be booked through the department’s travel management provider. 8.26 where it is not possible to book travel through the travel management provider, the employee will be reimbursed as follows: a. if the child travels from the locality where he or she is receiving education to the locality where the employee is stationed, an amount equal to the cost of return fares reasonably incurred by the employee or b. if the child travels from the locality where he or she is receiving education to a locality other than where the employee is stationed to visit the employee or the spouse/partner of the employee, an amount equal to the lesser of the cost of return fares reasonably incurred by the employee and the amount that would have been reimbursed if the child had travelled to the locality where the employee is stationed. 8.27 reunion travel will be limited to three return fares per dependent child during a school year. the delegate may approve an additional reunion visit if: a. b. c. the child has already been authorised for three return fares in a year the child attends a school that has four terms in a school year and
Department of Energy and environemtn enterprise-agreement-2016-2019.txt2650travelreimbursement of the reasonable cost of travel to the closest australian capital city international airport that has reasonable flight connections to that locality. reunion travel for school children 8.25 where a dependent child of an ongoing employee stationed in a remote locality listed in table 8.2.1 who ordinarily lives with the employee is receiving primary or secondary education at a school in a locality other than where the employee is stationed and, as a result, does not live with the employee, the delegate will approve reunion travel for the child to visit the employee. travel may be between the locality where the employee is stationed and the locality where the child is receiving education. travel should normally be booked through the department’s travel management provider. 8.26 where it is not possible to book travel through the travel management provider, the employee will be reimbursed as follows: a. if the child travels from the locality where he or she is receiving education to the locality where the employee is stationed, an amount equal to the cost of return fares reasonably incurred by the employee or b. if the child travels from the locality where he or she is receiving education to a locality other than where the employee is stationed to visit the employee or the spouse/partner of the employee, an amount equal to the lesser of the cost of return fares reasonably incurred by the employee and the amount that would have been reimbursed if the child had travelled to the locality where the employee is stationed. 8.27 reunion travel will be limited to three return fares per dependent child during a school year. the delegate may approve an additional reunion visit if: a. b. c. the child has already been authorised for three return fares in a year the child attends a school that has four terms in a school year and the delegate is satisfied that there are special circumstances requiring an additional reunion visit.
Department of Energy and environemtn enterprise-agreement-2016-2019.txt2652travelreunion travel for school children 8.25 where a dependent child of an ongoing employee stationed in a remote locality listed in table 8.2.1 who ordinarily lives with the employee is receiving primary or secondary education at a school in a locality other than where the employee is stationed and, as a result, does not live with the employee, the delegate will approve reunion travel for the child to visit the employee. travel may be between the locality where the employee is stationed and the locality where the child is receiving education. travel should normally be booked through the department’s travel management provider. 8.26 where it is not possible to book travel through the travel management provider, the employee will be reimbursed as follows: a. if the child travels from the locality where he or she is receiving education to the locality where the employee is stationed, an amount equal to the cost of return fares reasonably incurred by the employee or b. if the child travels from the locality where he or she is receiving education to a locality other than where the employee is stationed to visit the employee or the spouse/partner of the employee, an amount equal to the lesser of the cost of return fares reasonably incurred by the employee and the amount that would have been reimbursed if the child had travelled to the locality where the employee is stationed. 8.27 reunion travel will be limited to three return fares per dependent child during a school year. the delegate may approve an additional reunion visit if: a. b. c. the child has already been authorised for three return fares in a year the child attends a school that has four terms in a school year and the delegate is satisfied that there are special circumstances requiring an additional reunion visit. 8.28 each dependent child away at school who would otherwise normally reside with an employee at a remote locality will also be entitled to an annual leave fare, as provided for at clauses 8.15 – 8.18. correspondence school travel assistance
Department of Energy and environemtn enterprise-agreement-2016-2019.txt2656travelthe delegate will approve reunion travel for the child to visit the employee. travel may be between the locality where the employee is stationed and the locality where the child is receiving education. travel should normally be booked through the department’s travel management provider. 8.26 where it is not possible to book travel through the travel management provider, the employee will be reimbursed as follows: a. if the child travels from the locality where he or she is receiving education to the locality where the employee is stationed, an amount equal to the cost of return fares reasonably incurred by the employee or b. if the child travels from the locality where he or she is receiving education to a locality other than where the employee is stationed to visit the employee or the spouse/partner of the employee, an amount equal to the lesser of the cost of return fares reasonably incurred by the employee and the amount that would have been reimbursed if the child had travelled to the locality where the employee is stationed. 8.27 reunion travel will be limited to three return fares per dependent child during a school year. the delegate may approve an additional reunion visit if: a. b. c. the child has already been authorised for three return fares in a year the child attends a school that has four terms in a school year and the delegate is satisfied that there are special circumstances requiring an additional reunion visit. 8.28 each dependent child away at school who would otherwise normally reside with an employee at a remote locality will also be entitled to an annual leave fare, as provided for at clauses 8.15 – 8.18. correspondence school travel assistance 8.29 where a dependent child of an ongoing employee stationed in a remote locality who lives with the employee and is studying at primary or secondary school level by correspondence is required to travel to another location as part of their course of study, the delegate may approve reimbursement of airfares on up to three occasions during a school year.
Department of Energy and environemtn enterprise-agreement-2016-2019.txt2657travellocality where the employee is stationed and the locality where the child is receiving education. travel should normally be booked through the department’s travel management provider. 8.26 where it is not possible to book travel through the travel management provider, the employee will be reimbursed as follows: a. if the child travels from the locality where he or she is receiving education to the locality where the employee is stationed, an amount equal to the cost of return fares reasonably incurred by the employee or b. if the child travels from the locality where he or she is receiving education to a locality other than where the employee is stationed to visit the employee or the spouse/partner of the employee, an amount equal to the lesser of the cost of return fares reasonably incurred by the employee and the amount that would have been reimbursed if the child had travelled to the locality where the employee is stationed. 8.27 reunion travel will be limited to three return fares per dependent child during a school year. the delegate may approve an additional reunion visit if: a. b. c. the child has already been authorised for three return fares in a year the child attends a school that has four terms in a school year and the delegate is satisfied that there are special circumstances requiring an additional reunion visit. 8.28 each dependent child away at school who would otherwise normally reside with an employee at a remote locality will also be entitled to an annual leave fare, as provided for at clauses 8.15 – 8.18. correspondence school travel assistance 8.29 where a dependent child of an ongoing employee stationed in a remote locality who lives with the employee and is studying at primary or secondary school level by correspondence is required to travel to another location as part of their course of study, the delegate may approve reimbursement of airfares on up to three occasions during a school year.
Department of Energy and environemtn enterprise-agreement-2016-2019.txt2658travelshould normally be booked through the department’s travel management provider. 8.26 where it is not possible to book travel through the travel management provider, the employee will be reimbursed as follows: a. if the child travels from the locality where he or she is receiving education to the locality where the employee is stationed, an amount equal to the cost of return fares reasonably incurred by the employee or b. if the child travels from the locality where he or she is receiving education to a locality other than where the employee is stationed to visit the employee or the spouse/partner of the employee, an amount equal to the lesser of the cost of return fares reasonably incurred by the employee and the amount that would have been reimbursed if the child had travelled to the locality where the employee is stationed. 8.27 reunion travel will be limited to three return fares per dependent child during a school year. the delegate may approve an additional reunion visit if: a. b. c. the child has already been authorised for three return fares in a year the child attends a school that has four terms in a school year and the delegate is satisfied that there are special circumstances requiring an additional reunion visit. 8.28 each dependent child away at school who would otherwise normally reside with an employee at a remote locality will also be entitled to an annual leave fare, as provided for at clauses 8.15 – 8.18. correspondence school travel assistance 8.29 where a dependent child of an ongoing employee stationed in a remote locality who lives with the employee and is studying at primary or secondary school level by correspondence is required to travel to another location as part of their course of study, the delegate may approve reimbursement of airfares on up to three occasions during a school year. 46
Department of Energy and environemtn enterprise-agreement-2016-2019.txt2659travel8.26 where it is not possible to book travel through the travel management provider, the employee will be reimbursed as follows: a. if the child travels from the locality where he or she is receiving education to the locality where the employee is stationed, an amount equal to the cost of return fares reasonably incurred by the employee or b. if the child travels from the locality where he or she is receiving education to a locality other than where the employee is stationed to visit the employee or the spouse/partner of the employee, an amount equal to the lesser of the cost of return fares reasonably incurred by the employee and the amount that would have been reimbursed if the child had travelled to the locality where the employee is stationed. 8.27 reunion travel will be limited to three return fares per dependent child during a school year. the delegate may approve an additional reunion visit if: a. b. c. the child has already been authorised for three return fares in a year the child attends a school that has four terms in a school year and the delegate is satisfied that there are special circumstances requiring an additional reunion visit. 8.28 each dependent child away at school who would otherwise normally reside with an employee at a remote locality will also be entitled to an annual leave fare, as provided for at clauses 8.15 – 8.18. correspondence school travel assistance 8.29 where a dependent child of an ongoing employee stationed in a remote locality who lives with the employee and is studying at primary or secondary school level by correspondence is required to travel to another location as part of their course of study, the delegate may approve reimbursement of airfares on up to three occasions during a school year. 46
Department of Energy and environemtn enterprise-agreement-2016-2019.txt2661travela. if the child travels from the locality where he or she is receiving education to the locality where the employee is stationed, an amount equal to the cost of return fares reasonably incurred by the employee or b. if the child travels from the locality where he or she is receiving education to a locality other than where the employee is stationed to visit the employee or the spouse/partner of the employee, an amount equal to the lesser of the cost of return fares reasonably incurred by the employee and the amount that would have been reimbursed if the child had travelled to the locality where the employee is stationed. 8.27 reunion travel will be limited to three return fares per dependent child during a school year. the delegate may approve an additional reunion visit if: a. b. c. the child has already been authorised for three return fares in a year the child attends a school that has four terms in a school year and the delegate is satisfied that there are special circumstances requiring an additional reunion visit. 8.28 each dependent child away at school who would otherwise normally reside with an employee at a remote locality will also be entitled to an annual leave fare, as provided for at clauses 8.15 – 8.18. correspondence school travel assistance 8.29 where a dependent child of an ongoing employee stationed in a remote locality who lives with the employee and is studying at primary or secondary school level by correspondence is required to travel to another location as part of their course of study, the delegate may approve reimbursement of airfares on up to three occasions during a school year. 46 additional travel leave for christmas island and cocos (keeling) islands employees 8.30 the delegate may grant up to an additional five days paid leave per calendar year to employees on
Department of Energy and environemtn enterprise-agreement-2016-2019.txt2664travelb. if the child travels from the locality where he or she is receiving education to a locality other than where the employee is stationed to visit the employee or the spouse/partner of the employee, an amount equal to the lesser of the cost of return fares reasonably incurred by the employee and the amount that would have been reimbursed if the child had travelled to the locality where the employee is stationed. 8.27 reunion travel will be limited to three return fares per dependent child during a school year. the delegate may approve an additional reunion visit if: a. b. c. the child has already been authorised for three return fares in a year the child attends a school that has four terms in a school year and the delegate is satisfied that there are special circumstances requiring an additional reunion visit. 8.28 each dependent child away at school who would otherwise normally reside with an employee at a remote locality will also be entitled to an annual leave fare, as provided for at clauses 8.15 – 8.18. correspondence school travel assistance 8.29 where a dependent child of an ongoing employee stationed in a remote locality who lives with the employee and is studying at primary or secondary school level by correspondence is required to travel to another location as part of their course of study, the delegate may approve reimbursement of airfares on up to three occasions during a school year. 46 additional travel leave for christmas island and cocos (keeling) islands employees 8.30 the delegate may grant up to an additional five days paid leave per calendar year to employees on christmas island and cocos (keeling) islands. this leave may be taken in the following circumstances: a. for travel time when employees are required to travel for medical, specialist, dental, emergency
Department of Energy and environemtn enterprise-agreement-2016-2019.txt2667traveland the amount that would have been reimbursed if the child had travelled to the locality where the employee is stationed. 8.27 reunion travel will be limited to three return fares per dependent child during a school year. the delegate may approve an additional reunion visit if: a. b. c. the child has already been authorised for three return fares in a year the child attends a school that has four terms in a school year and the delegate is satisfied that there are special circumstances requiring an additional reunion visit. 8.28 each dependent child away at school who would otherwise normally reside with an employee at a remote locality will also be entitled to an annual leave fare, as provided for at clauses 8.15 – 8.18. correspondence school travel assistance 8.29 where a dependent child of an ongoing employee stationed in a remote locality who lives with the employee and is studying at primary or secondary school level by correspondence is required to travel to another location as part of their course of study, the delegate may approve reimbursement of airfares on up to three occasions during a school year. 46 additional travel leave for christmas island and cocos (keeling) islands employees 8.30 the delegate may grant up to an additional five days paid leave per calendar year to employees on christmas island and cocos (keeling) islands. this leave may be taken in the following circumstances: a. for travel time when employees are required to travel for medical, specialist, dental, emergency or compassionate reasons using personal/carer’s leave and/or b. where a scheduled flight they are booked to travel on during any other paid leave is cancelled, delayed or unable to complete its service (due to, for example, atmospheric conditions or
Department of Energy and environemtn enterprise-agreement-2016-2019.txt2669travel8.27 reunion travel will be limited to three return fares per dependent child during a school year. the delegate may approve an additional reunion visit if: a. b. c. the child has already been authorised for three return fares in a year the child attends a school that has four terms in a school year and the delegate is satisfied that there are special circumstances requiring an additional reunion visit. 8.28 each dependent child away at school who would otherwise normally reside with an employee at a remote locality will also be entitled to an annual leave fare, as provided for at clauses 8.15 – 8.18. correspondence school travel assistance 8.29 where a dependent child of an ongoing employee stationed in a remote locality who lives with the employee and is studying at primary or secondary school level by correspondence is required to travel to another location as part of their course of study, the delegate may approve reimbursement of airfares on up to three occasions during a school year. 46 additional travel leave for christmas island and cocos (keeling) islands employees 8.30 the delegate may grant up to an additional five days paid leave per calendar year to employees on christmas island and cocos (keeling) islands. this leave may be taken in the following circumstances: a. for travel time when employees are required to travel for medical, specialist, dental, emergency or compassionate reasons using personal/carer’s leave and/or b. where a scheduled flight they are booked to travel on during any other paid leave is cancelled, delayed or unable to complete its service (due to, for example, atmospheric conditions or mechanical breakdown). supporting evidence from the air carrier will be required. re-crediting of annual leave for annual medical examinations
Department of Energy and environemtn enterprise-agreement-2016-2019.txt2681travelcorrespondence school travel assistance 8.29 where a dependent child of an ongoing employee stationed in a remote locality who lives with the employee and is studying at primary or secondary school level by correspondence is required to travel to another location as part of their course of study, the delegate may approve reimbursement of airfares on up to three occasions during a school year. 46 additional travel leave for christmas island and cocos (keeling) islands employees 8.30 the delegate may grant up to an additional five days paid leave per calendar year to employees on christmas island and cocos (keeling) islands. this leave may be taken in the following circumstances: a. for travel time when employees are required to travel for medical, specialist, dental, emergency or compassionate reasons using personal/carer’s leave and/or b. where a scheduled flight they are booked to travel on during any other paid leave is cancelled, delayed or unable to complete its service (due to, for example, atmospheric conditions or mechanical breakdown). supporting evidence from the air carrier will be required. re-crediting of annual leave for annual medical examinations 8.31 employees who return from annual leave having had an annual medical examination will be recredited one day of annual leave and have one day of personal/carer’s leave subsequently deducted from their leave balance. employees will be required to produce supporting evidence (e.g. a medical certificate) to claim this entitlement. 47 part 9 – antarctic duty provisions 9.1 all employees required to participate in periods of antarctic duty will be subject to the conditions of part 9 of this agreement. where a distinction needs to be made, employees on antarctic duty are referred to as either:
Department of Energy and environemtn enterprise-agreement-2016-2019.txt2683travelemployee and is studying at primary or secondary school level by correspondence is required to travel to another location as part of their course of study, the delegate may approve reimbursement of airfares on up to three occasions during a school year. 46 additional travel leave for christmas island and cocos (keeling) islands employees 8.30 the delegate may grant up to an additional five days paid leave per calendar year to employees on christmas island and cocos (keeling) islands. this leave may be taken in the following circumstances: a. for travel time when employees are required to travel for medical, specialist, dental, emergency or compassionate reasons using personal/carer’s leave and/or b. where a scheduled flight they are booked to travel on during any other paid leave is cancelled, delayed or unable to complete its service (due to, for example, atmospheric conditions or mechanical breakdown). supporting evidence from the air carrier will be required. re-crediting of annual leave for annual medical examinations 8.31 employees who return from annual leave having had an annual medical examination will be recredited one day of annual leave and have one day of personal/carer’s leave subsequently deducted from their leave balance. employees will be required to produce supporting evidence (e.g. a medical certificate) to claim this entitlement. 47 part 9 – antarctic duty provisions 9.1 all employees required to participate in periods of antarctic duty will be subject to the conditions of part 9 of this agreement. where a distinction needs to be made, employees on antarctic duty are referred to as either: a.
Department of Energy and environemtn enterprise-agreement-2016-2019.txt2689traveladditional travel leave for christmas island and cocos (keeling) islands employees 8.30 the delegate may grant up to an additional five days paid leave per calendar year to employees on christmas island and cocos (keeling) islands. this leave may be taken in the following circumstances: a. for travel time when employees are required to travel for medical, specialist, dental, emergency or compassionate reasons using personal/carer’s leave and/or b. where a scheduled flight they are booked to travel on during any other paid leave is cancelled, delayed or unable to complete its service (due to, for example, atmospheric conditions or mechanical breakdown). supporting evidence from the air carrier will be required. re-crediting of annual leave for annual medical examinations 8.31 employees who return from annual leave having had an annual medical examination will be recredited one day of annual leave and have one day of personal/carer’s leave subsequently deducted from their leave balance. employees will be required to produce supporting evidence (e.g. a medical certificate) to claim this entitlement. 47 part 9 – antarctic duty provisions 9.1 all employees required to participate in periods of antarctic duty will be subject to the conditions of part 9 of this agreement. where a distinction needs to be made, employees on antarctic duty are referred to as either: a. expeditioner employees: those whose work is predominantly performed in antarctica and who b. are identified as such by the delegate or head office employees: those whose work is predominantly performed in head office but who
Department of Energy and environemtn enterprise-agreement-2016-2019.txt2693travela. for travel time when employees are required to travel for medical, specialist, dental, emergency or compassionate reasons using personal/carer’s leave and/or b. where a scheduled flight they are booked to travel on during any other paid leave is cancelled, delayed or unable to complete its service (due to, for example, atmospheric conditions or mechanical breakdown). supporting evidence from the air carrier will be required. re-crediting of annual leave for annual medical examinations 8.31 employees who return from annual leave having had an annual medical examination will be recredited one day of annual leave and have one day of personal/carer’s leave subsequently deducted from their leave balance. employees will be required to produce supporting evidence (e.g. a medical certificate) to claim this entitlement. 47 part 9 – antarctic duty provisions 9.1 all employees required to participate in periods of antarctic duty will be subject to the conditions of part 9 of this agreement. where a distinction needs to be made, employees on antarctic duty are referred to as either: a. expeditioner employees: those whose work is predominantly performed in antarctica and who b. are identified as such by the delegate or head office employees: those whose work is predominantly performed in head office but who are required to undertake a period of antarctic duty as part of their role. 9.2
Department of Energy and environemtn enterprise-agreement-2016-2019.txt2695travelb. where a scheduled flight they are booked to travel on during any other paid leave is cancelled, delayed or unable to complete its service (due to, for example, atmospheric conditions or mechanical breakdown). supporting evidence from the air carrier will be required. re-crediting of annual leave for annual medical examinations 8.31 employees who return from annual leave having had an annual medical examination will be recredited one day of annual leave and have one day of personal/carer’s leave subsequently deducted from their leave balance. employees will be required to produce supporting evidence (e.g. a medical certificate) to claim this entitlement. 47 part 9 – antarctic duty provisions 9.1 all employees required to participate in periods of antarctic duty will be subject to the conditions of part 9 of this agreement. where a distinction needs to be made, employees on antarctic duty are referred to as either: a. expeditioner employees: those whose work is predominantly performed in antarctica and who b. are identified as such by the delegate or head office employees: those whose work is predominantly performed in head office but who are required to undertake a period of antarctic duty as part of their role. 9.2 head office employees will be considered to be expeditioner employees if they have applied for the expeditioner employee role and it is not deemed to be part of their normal head office duties. a head
Department of Energy and environemtn enterprise-agreement-2016-2019.txt2787overtimeas periods of antarctic duty. employees who are not entitled to overtime payments for these voyages will instead receive antarctic duty allowances in accordance with the relevant clauses. antarctic duty allowances 9.14 during periods of antarctic duty, together with their base salary (as specified in schedule 4 of this agreement), employees will be paid antarctic duty allowances in accordance with clauses 9.16 to 9.28 and as set out in schedule 2. 9.15 rates of payment of antarctic duty allowances will be as per schedule 2 of this agreement, per annum, pro rata. allowance in lieu of overtime 9.16 during a period of antarctic duty, employees will be paid an allowance in lieu of overtime. payment of the allowance is in recognition of the performance of primary duties that might, in other situations, be compensated by overtime, penalty, shift, roster, call-out, restriction, supplementary leave loading or other like payments. common duties allowance 9.17 during a period of antarctic duty, employees will be paid a common duties allowance. payment of the allowance is in recognition of the reasonable additional duty necessary to the functioning of an expedition, including assisting other expedition members, whether employees or otherwise, with official expedition programs and other general duties necessary for the community life of the expedition; such duties are unrelated to the primary duties. antarctic allowance 9.18 during a period of antarctic duty, employees will be paid an antarctic allowance. payment of the allowance is in recognition of working requirements and circumstances that might, in other situations, be compensated by functional, site, disability or other like allowances. the allowance is also in recognition of remoteness, isolation, weather, social debt, living conditions, lack of amenities, all forms of transportation and all other environmental factors associated with antarctica. loading on antarctic duty allowances 9.19 where, at the direction of the delegate, an employee is required to work in the circumstances detailed in clause 9.20 for at least seven consecutive days, an additional loading of 40 per cent of the antarctic duty allowances being received will be paid.
Department of Energy and environemtn enterprise-agreement-2016-2019.txt2796overtimeallowance in lieu of overtime 9.16 during a period of antarctic duty, employees will be paid an allowance in lieu of overtime. payment of the allowance is in recognition of the performance of primary duties that might, in other situations, be compensated by overtime, penalty, shift, roster, call-out, restriction, supplementary leave loading or other like payments. common duties allowance 9.17 during a period of antarctic duty, employees will be paid a common duties allowance. payment of the allowance is in recognition of the reasonable additional duty necessary to the functioning of an expedition, including assisting other expedition members, whether employees or otherwise, with official expedition programs and other general duties necessary for the community life of the expedition; such duties are unrelated to the primary duties. antarctic allowance 9.18 during a period of antarctic duty, employees will be paid an antarctic allowance. payment of the allowance is in recognition of working requirements and circumstances that might, in other situations, be compensated by functional, site, disability or other like allowances. the allowance is also in recognition of remoteness, isolation, weather, social debt, living conditions, lack of amenities, all forms of transportation and all other environmental factors associated with antarctica. loading on antarctic duty allowances 9.19 where, at the direction of the delegate, an employee is required to work in the circumstances detailed in clause 9.20 for at least seven consecutive days, an additional loading of 40 per cent of the antarctic duty allowances being received will be paid. 9.20 clause 9.19 will apply in the following circumstances: a. working at wilkins aerodrome or b. working in a ‘deep field’ situation (e.g. an ice drilling program or traverse) or
Department of Energy and environemtn enterprise-agreement-2016-2019.txt2797overtime9.16 during a period of antarctic duty, employees will be paid an allowance in lieu of overtime. payment of the allowance is in recognition of the performance of primary duties that might, in other situations, be compensated by overtime, penalty, shift, roster, call-out, restriction, supplementary leave loading or other like payments. common duties allowance 9.17 during a period of antarctic duty, employees will be paid a common duties allowance. payment of the allowance is in recognition of the reasonable additional duty necessary to the functioning of an expedition, including assisting other expedition members, whether employees or otherwise, with official expedition programs and other general duties necessary for the community life of the expedition; such duties are unrelated to the primary duties. antarctic allowance 9.18 during a period of antarctic duty, employees will be paid an antarctic allowance. payment of the allowance is in recognition of working requirements and circumstances that might, in other situations, be compensated by functional, site, disability or other like allowances. the allowance is also in recognition of remoteness, isolation, weather, social debt, living conditions, lack of amenities, all forms of transportation and all other environmental factors associated with antarctica. loading on antarctic duty allowances 9.19 where, at the direction of the delegate, an employee is required to work in the circumstances detailed in clause 9.20 for at least seven consecutive days, an additional loading of 40 per cent of the antarctic duty allowances being received will be paid. 9.20 clause 9.19 will apply in the following circumstances: a. working at wilkins aerodrome or b. working in a ‘deep field’ situation (e.g. an ice drilling program or traverse) or c.
Department of Energy and environemtn enterprise-agreement-2016-2019.txt2799overtimebe compensated by overtime, penalty, shift, roster, call-out, restriction, supplementary leave loading or other like payments. common duties allowance 9.17 during a period of antarctic duty, employees will be paid a common duties allowance. payment of the allowance is in recognition of the reasonable additional duty necessary to the functioning of an expedition, including assisting other expedition members, whether employees or otherwise, with official expedition programs and other general duties necessary for the community life of the expedition; such duties are unrelated to the primary duties. antarctic allowance 9.18 during a period of antarctic duty, employees will be paid an antarctic allowance. payment of the allowance is in recognition of working requirements and circumstances that might, in other situations, be compensated by functional, site, disability or other like allowances. the allowance is also in recognition of remoteness, isolation, weather, social debt, living conditions, lack of amenities, all forms of transportation and all other environmental factors associated with antarctica. loading on antarctic duty allowances 9.19 where, at the direction of the delegate, an employee is required to work in the circumstances detailed in clause 9.20 for at least seven consecutive days, an additional loading of 40 per cent of the antarctic duty allowances being received will be paid. 9.20 clause 9.19 will apply in the following circumstances: a. working at wilkins aerodrome or b. working in a ‘deep field’ situation (e.g. an ice drilling program or traverse) or c. performing rostered marine science technical support duty at sea for a minimum of 10 hours
Department of Energy and environemtn enterprise-agreement-2016-2019.txt3080travelinclude those associated with travel, accommodation, meals, transport and storage of personal and household effects, storage of a motor vehicle, training and protective clothing and equipment. the department will also provide a range of amenities including access to communication services for employees while they are in antarctica as determined by the delegate. further information is contained in the department’s antarctic duty expeditioner support policy. employee assistance program 9.60 the department provides expeditioner employees and their immediate families with access to an independent, confidential, and professional counselling service at no cost to the employee, from the date of commencement until six months after the expeditioner employee’s return from a period of antarctic duty. 54 part 10 – interpretations/definitions for the purposes of this agreement, the following definitions apply: aad means the australian antarctic division of the department of the environment and energy. accredited course means a course of study that, on successful completion, would result in the awarding of a qualification recognised under the australian qualifications framework. agency head means the secretary of the department of the environment and energy. agreement means the department of the environment and energy enterprise agreement 2016–2019. antarctica means the area south of the antarctic convergence and also includes macquarie island, heard island, and such other islands or waters that form the operational area for an expedition. aps means the australian public service. aps employee has the same meaning as in the ps act. cadet means an employee who is employed to undertake a course of study on a full-time basis at a tertiary institution and is required to undertake practical training in the workplace during vacation breaks. day of embarkation, for an employee or expeditioner employee, means the day the ship or aircraft departs from the port or airport. day of disembarkation, for an employee or expeditioner employee, means the day the ship or aircraft
Department of Energy and environemtn enterprise-agreement-2016-2019.txt3158maternity leaveml act means the maternity leave (commonwealth employees) act 1973. non-ongoing employee means a non-ongoing aps employee as defined in section 7 of the ps act. ongoing employee means an ongoing aps employee as defined in section 7 of the ps act. parliamentary service refers to employment under the parliamentary service act 1999. partner/spouse means, in relation to an employee who is a member of a couple, the other member of this couple, without discrimination as to gender or any other attribute. pds means the department’s performance and development scheme as amended from time to time. period of antarctic duty, for an employee or expeditioner employee means the period beginning on the day of embarkation of the employee or expeditioner employee at the port or airport specified in an itinerary approved by the director as the port or airport of embarkation for an expedition and ending on the day of disembarkation of the employee or expeditioner employee at a port or airport specified in the itinerary as the port or airport of disembarkation for an expedition. permanent care means a legal arrangement in which the child lives permanently with a family that becomes responsible for his or her custody and guardianship. pre-departure preparation and training means the training and preparation undertaken by employees prior to the day of embarkation. ps act means the public service act 1999. salary means the employee’s rate of salary/pay (in accordance with the annual salary rates at schedule 1, 56 schedule 3 or schedule 4 of this agreement), and is considered to be salary for all purposes. participation in salary sacrifice arrangements (under the department’s salary packaging scheme) or purchased leave options, will not affect salary for these purposes unless specifically authorised/specified. supported wage system means the commonwealth government system to promote employment for people who cannot work at full wages because of a disability, as documented in the department’s supported wage system: guidelines and assessment process. trainee means an employee who is employed to undertake a course of training as determined by the delegate, which may include practical and course-based work. within australia means all areas within australia, excluding those that are part of antarctica.
Department of Energy and environemtn enterprise-agreement-2016-2019.txt3179salary packagingsalary sacrifice arrangements (under the department’s salary packaging scheme) or purchased leave options, will not affect salary for these purposes unless specifically authorised/specified. supported wage system means the commonwealth government system to promote employment for people who cannot work at full wages because of a disability, as documented in the department’s supported wage system: guidelines and assessment process. trainee means an employee who is employed to undertake a course of training as determined by the delegate, which may include practical and course-based work. within australia means all areas within australia, excluding those that are part of antarctica. 57 schedule 1 – classification structure and pay rates aps levels pay rates at 1/7/2013 (p.a.) pay rates from commencement (p.a.) pay rates from pay rates from 12 months after commencement (p.a.) 24 months after
Department of Energy and environemtn enterprise-agreement-2016-2019.txt4266overtimeovertime meal allowance $27.49 $28.31 $28.88 $29.17 5.10 restriction allowance (aad only) $23,363 p.a. $24,064 p.a. $24,545 p.a. $24,791 p.a. 5.13 at sea allowance $106.93 per day $110.14 per day
Department of Energy and environemtn enterprise-agreement-2016-2019.txt4919overtimeovertime (antarctic) head office $28,758 p.a. $29,621.p.a. $29,888 p.a. $29,888 p.a. common expeditioner $14,084 p.a. $14,507 p.a. $14,797 p.a. $14,945 p.a. duties allowance (antarctic) head office
apsc_enterprise_agreement_2018-21_0.txt440salary advancementsalary advancement 28. subject to this agreement, an employee may achieve a further salary increase on 1 july each year. salary advancement through the pay points relevant to the employee’s classification, is based on the outcome of the employee’s participation in the commission’s performance management framework. 29. the performance management framework in part j of this agreement includes rules about eligibility for performance based salary advancement, including the qualifying period. 30. the commissioner may approve pay point movements within individual classifications in other circumstances. payment of salary 31. employees will have their fortnightly salary paid in arrears by electronic funds transfer into a financial institution account of their choice. flexible remuneration packaging scheme 32. access to flexible remuneration packaging via the commission’s flexible remuneration scheme, as varied from time to time, will be available to all employees, including casual employees, covered by this agreement.
apsc_enterprise_agreement_2018-21_0.txt444salary advancementsalary advancement through the pay points relevant to the employee’s classification, is based on the outcome of the employee’s participation in the commission’s performance management framework. 29. the performance management framework in part j of this agreement includes rules about eligibility for performance based salary advancement, including the qualifying period. 30. the commissioner may approve pay point movements within individual classifications in other circumstances. payment of salary 31. employees will have their fortnightly salary paid in arrears by electronic funds transfer into a financial institution account of their choice. flexible remuneration packaging scheme 32. access to flexible remuneration packaging via the commission’s flexible remuneration scheme, as varied from time to time, will be available to all employees, including casual employees, covered by this agreement. 33. where an employee takes up the option of flexible remuneration packaging on a ‘salary sacrifice’
apsc_enterprise_agreement_2018-21_0.txt451salary advancementeligibility for performance based salary advancement, including the qualifying period. 30. the commissioner may approve pay point movements within individual classifications in other circumstances. payment of salary 31. employees will have their fortnightly salary paid in arrears by electronic funds transfer into a financial institution account of their choice. flexible remuneration packaging scheme 32. access to flexible remuneration packaging via the commission’s flexible remuneration scheme, as varied from time to time, will be available to all employees, including casual employees, covered by this agreement. 33. where an employee takes up the option of flexible remuneration packaging on a ‘salary sacrifice’ basis, the employee’s salary for purposes of superannuation, severance and termination 5 payments (and any other agreed purpose), will be determined as if the flexible remuneration packaging arrangement had not been entered into. salary on engagement, assignment or promotion
apsc_enterprise_agreement_2018-21_0.txt490salary advancementup the assigned duties. the qualifying periods for salary advancement under the performance management framework will be taken into account in this discussion. 36. where an employee is assigned new duties within, or moves to the commission at the employee's existing classification, salary will be payable at the point of the applicable classification salary range outlined at appendix 1 as determined by the commissioner. salary on temporary assignment to the commission from another agency at a higher classification 37. where an employee is temporarily assigned higher duties in the commission from another aps agency under section 26 of the public service act, salary will be payable at the minimum point of the applicable classification salary range outlined at appendix 1, unless determined otherwise by the commissioner. salary maintenance on movement to the commission 38. at the discretion of the commissioner, an employee moving to the commission from another agency (the “other agency”) whose salary at the other agency (current salary) exceeds the current maximum of the relevant classification in this agreement, may be maintained on their current salary until such time as their salary is commensurate with the relevant commission salary. this salary maintenance will be managed in the same manner as provided for in clause 27. salary on temporary assignment within the commission 39. where an employee is temporarily assigned duties with a higher classification for a continuous
apsc_enterprise_agreement_2018-21_0.txt579long service leaverostered to work and paid leave entitlements, except long service leave. 48. where an aps 1–6 casual employee is required to work a public holiday, they will be paid in accordance with clause 182. cadet rates 49. the commissioner may engage a person as a cadet aps. 50. a cadet aps employee will be paid 67% of the minimum salary point of aps 1. 51. when the commissioner is satisfied that the course of training has been successfully completed, a cadet aps employee will be allocated a classification in accordance with the classification rules and the commissioner will determine a salary within the applicable range. trainee rates 52. the commissioner may engage a person as a trainee aps (administrative). 53. a trainee aps (administrative) employee will be paid at the minimum salary point of aps 1 or
apsc_enterprise_agreement_2018-21_0.txt658parental leaveduring periods of paid and unpaid parental leave (including maternity, parental, adoption and foster care eave) for periods of leave to a maximum of 52 weeks. 62. the commission will make employer superannuation payments to any eligible superannuation fund nominated by an employee, provided that it accepts payment by fortnightly electronic funds transfer (eft) using a file generated by the commission’s payroll system. 8 part d classification structure classification structure 63. the commission classification structure under the agreement will consist of the following: • • • • • • • • • 64.
apsc_enterprise_agreement_2018-21_0.txt781travelcommissioner, for travel and incidental expenses not otherwise recoverable under any insurance or from any other source. 75. the commissioner may approve up to 40 days annual leave at half pay in any 12 month period. annual leave will be deducted at half the rate for the period of the absence. 76. unless approved by the commissioner, employees with an annual leave accrual of more than 30 days at the time of application cannot access annual leave at half pay. 77. an employee is not eligible to utilise annual leave at half pay in the 12 months following an approved application to purchase leave. 10 cash out 78. the commissioner may approve an application from an employee to cash out a portion of the employee’s accrued annual leave credits. to be eligible to cash out annual leave, employee’s must: a) have taken at least 15 days annual leave in the 12 months immediately preceding the request
apsc_enterprise_agreement_2018-21_0.txt824long service leavelong service leave 81. the entitlement to long service leave is provided for under the long service leave act. 82. an eligible employee may access, with approval from the commissioner, long service leave for a minimum period of seven calendar days at full pay or 14 calendar days for leave at half pay. long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. substitution of leave 83. where an employee on annual leave or long service leave becomes eligible for leave that is required to be granted in accordance with the nes, such as personal/carer’s leave, compassionate leave or community service leave but excluding parental leave, the commissioner may approve substitution. approval of another type of leave is subject to the provision of satisfactory evidence. annual leave and/or long service leave accruals will be reimbursed to the extent of any other paid leave granted. payment on separation 84. on separation from the aps, the employee will be paid out leave entitlements in accordance with the fair work act and long service leave act. 85.
apsc_enterprise_agreement_2018-21_0.txt827long service leavethe entitlement to long service leave is provided for under the long service leave act. 82. an eligible employee may access, with approval from the commissioner, long service leave for a minimum period of seven calendar days at full pay or 14 calendar days for leave at half pay. long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. substitution of leave 83. where an employee on annual leave or long service leave becomes eligible for leave that is required to be granted in accordance with the nes, such as personal/carer’s leave, compassionate leave or community service leave but excluding parental leave, the commissioner may approve substitution. approval of another type of leave is subject to the provision of satisfactory evidence. annual leave and/or long service leave accruals will be reimbursed to the extent of any other paid leave granted. payment on separation 84. on separation from the aps, the employee will be paid out leave entitlements in accordance with the fair work act and long service leave act. 85. where an employee dies, or is presumed to have died on a particular date, the commissioner may authorise payment to be made to dependants, the partner of the former employee or the former employee’s legal representative of all leave entitlements otherwise payable on
apsc_enterprise_agreement_2018-21_0.txt831long service leavean eligible employee may access, with approval from the commissioner, long service leave for a minimum period of seven calendar days at full pay or 14 calendar days for leave at half pay. long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. substitution of leave 83. where an employee on annual leave or long service leave becomes eligible for leave that is required to be granted in accordance with the nes, such as personal/carer’s leave, compassionate leave or community service leave but excluding parental leave, the commissioner may approve substitution. approval of another type of leave is subject to the provision of satisfactory evidence. annual leave and/or long service leave accruals will be reimbursed to the extent of any other paid leave granted. payment on separation 84. on separation from the aps, the employee will be paid out leave entitlements in accordance with the fair work act and long service leave act. 85. where an employee dies, or is presumed to have died on a particular date, the commissioner may authorise payment to be made to dependants, the partner of the former employee or the former employee’s legal representative of all leave entitlements otherwise payable on resignation or retirement. purchased leave 86.
apsc_enterprise_agreement_2018-21_0.txt839long service leavewhere an employee on annual leave or long service leave becomes eligible for leave that is required to be granted in accordance with the nes, such as personal/carer’s leave, compassionate leave or community service leave but excluding parental leave, the commissioner may approve substitution. approval of another type of leave is subject to the provision of satisfactory evidence. annual leave and/or long service leave accruals will be reimbursed to the extent of any other paid leave granted. payment on separation 84. on separation from the aps, the employee will be paid out leave entitlements in accordance with the fair work act and long service leave act. 85. where an employee dies, or is presumed to have died on a particular date, the commissioner may authorise payment to be made to dependants, the partner of the former employee or the former employee’s legal representative of all leave entitlements otherwise payable on resignation or retirement. purchased leave 86. an employee may, with the approval of the commissioner, purchase up to four weeks’ additional unpaid leave per year. salary payments will be averaged over the whole year to ensure that a standard rate is received each fortnight. purchased leave will count as service for all purposes. 87. an employee is not eligible to purchase leave in the 12 months following an approved application
apsc_enterprise_agreement_2018-21_0.txt841parental leavecompassionate leave or community service leave but excluding parental leave, the commissioner may approve substitution. approval of another type of leave is subject to the provision of satisfactory evidence. annual leave and/or long service leave accruals will be reimbursed to the extent of any other paid leave granted. payment on separation 84. on separation from the aps, the employee will be paid out leave entitlements in accordance with the fair work act and long service leave act. 85. where an employee dies, or is presumed to have died on a particular date, the commissioner may authorise payment to be made to dependants, the partner of the former employee or the former employee’s legal representative of all leave entitlements otherwise payable on resignation or retirement. purchased leave 86. an employee may, with the approval of the commissioner, purchase up to four weeks’ additional unpaid leave per year. salary payments will be averaged over the whole year to ensure that a standard rate is received each fortnight. purchased leave will count as service for all purposes. 87. an employee is not eligible to purchase leave in the 12 months following an approved application to utilise annual leave at half pay in accordance with clause 75 of this agreement.
apsc_enterprise_agreement_2018-21_0.txt843long service leavesatisfactory evidence. annual leave and/or long service leave accruals will be reimbursed to the extent of any other paid leave granted. payment on separation 84. on separation from the aps, the employee will be paid out leave entitlements in accordance with the fair work act and long service leave act. 85. where an employee dies, or is presumed to have died on a particular date, the commissioner may authorise payment to be made to dependants, the partner of the former employee or the former employee’s legal representative of all leave entitlements otherwise payable on resignation or retirement. purchased leave 86. an employee may, with the approval of the commissioner, purchase up to four weeks’ additional unpaid leave per year. salary payments will be averaged over the whole year to ensure that a standard rate is received each fortnight. purchased leave will count as service for all purposes. 87. an employee is not eligible to purchase leave in the 12 months following an approved application to utilise annual leave at half pay in accordance with clause 75 of this agreement. 11
apsc_enterprise_agreement_2018-21_0.txt850long service leavethe fair work act and long service leave act. 85. where an employee dies, or is presumed to have died on a particular date, the commissioner may authorise payment to be made to dependants, the partner of the former employee or the former employee’s legal representative of all leave entitlements otherwise payable on resignation or retirement. purchased leave 86. an employee may, with the approval of the commissioner, purchase up to four weeks’ additional unpaid leave per year. salary payments will be averaged over the whole year to ensure that a standard rate is received each fortnight. purchased leave will count as service for all purposes. 87. an employee is not eligible to purchase leave in the 12 months following an approved application to utilise annual leave at half pay in accordance with clause 75 of this agreement. 11 88. when an employee ceases employment with the commission, the purchased leave balance and payments will be reconciled and payments recovered, or refunded as appropriate. unused purchased leave is not transferable between agencies. personal/carer’s leave
apsc_enterprise_agreement_2018-21_0.txt957long service leavecount for service, except for long service leave purposes. carer’s leave without pay 99. where an employee has exhausted their personal/carer’s leave, and the employee provides suitable documentary evidence, two days per occasion of carer’s leave without pay will be granted for caring purposes. 100. casual employees who receive a loading in lieu of paid leave will have access to carer’s leave without pay for caring purposes of two days per occasion consistent with the fair work act. compassionate leave 101. an employee is entitled to three days paid compassionate leave for each permissible occasion when a member of the employee’s family or employee’s household: a) contracts or develops a personal illness or sustained a personal injury that poses a serious threat to life; or b) dies. 102. a casual employee may access three days of unpaid leave on each occasion that compassionate leave is required.
apsc_enterprise_agreement_2018-21_0.txt1008parental leavematernity and parental leave 107. eligible employees are entitled to 52 weeks maternity leave in accordance with the maternity leave act. 13 108. employees who are eligible for paid maternity leave under the maternity leave act are entitled to an additional four weeks of paid leave, to be taken immediately following the period of paid maternity leave provided by the maternity leave act. 109. employees who adopt or foster (long-term) a child and who have responsibility for the care of that child, are entitled to up to 52 weeks of parental leave. an employee who has completed at least 12 months continuous service in the aps, and who is the primary caregiver of that child, is entitled to take the first 16 weeks as paid leave. leave for adoption or long-term fostering purposes is available from one week prior to, but no later than, the date of placement of the child. 110. employees are entitled to parental leave for adoption or long-term foster care when that child: a) is under 16 years of age;
apsc_enterprise_agreement_2018-21_0.txt1011maternity leaveeligible employees are entitled to 52 weeks maternity leave in accordance with the maternity leave act. 13 108. employees who are eligible for paid maternity leave under the maternity leave act are entitled to an additional four weeks of paid leave, to be taken immediately following the period of paid maternity leave provided by the maternity leave act. 109. employees who adopt or foster (long-term) a child and who have responsibility for the care of that child, are entitled to up to 52 weeks of parental leave. an employee who has completed at least 12 months continuous service in the aps, and who is the primary caregiver of that child, is entitled to take the first 16 weeks as paid leave. leave for adoption or long-term fostering purposes is available from one week prior to, but no later than, the date of placement of the child. 110. employees are entitled to parental leave for adoption or long-term foster care when that child: a) is under 16 years of age; b) has not, or will not have, lived continuously with the employee for a period of six months or more as at the day (or expected day) of placement; and c)
apsc_enterprise_agreement_2018-21_0.txt1018maternity leaveemployees who are eligible for paid maternity leave under the maternity leave act are entitled to an additional four weeks of paid leave, to be taken immediately following the period of paid maternity leave provided by the maternity leave act. 109. employees who adopt or foster (long-term) a child and who have responsibility for the care of that child, are entitled to up to 52 weeks of parental leave. an employee who has completed at least 12 months continuous service in the aps, and who is the primary caregiver of that child, is entitled to take the first 16 weeks as paid leave. leave for adoption or long-term fostering purposes is available from one week prior to, but no later than, the date of placement of the child. 110. employees are entitled to parental leave for adoption or long-term foster care when that child: a) is under 16 years of age; b) has not, or will not have, lived continuously with the employee for a period of six months or more as at the day (or expected day) of placement; and c) is not (otherwise than because of the adoption) a child of the employee or the employee’s spouse/partner. 111. documentary evidence of approval for adoption or enduring parental responsibilities under the
apsc_enterprise_agreement_2018-21_0.txt1020maternity leavematernity leave provided by the maternity leave act. 109. employees who adopt or foster (long-term) a child and who have responsibility for the care of that child, are entitled to up to 52 weeks of parental leave. an employee who has completed at least 12 months continuous service in the aps, and who is the primary caregiver of that child, is entitled to take the first 16 weeks as paid leave. leave for adoption or long-term fostering purposes is available from one week prior to, but no later than, the date of placement of the child. 110. employees are entitled to parental leave for adoption or long-term foster care when that child: a) is under 16 years of age; b) has not, or will not have, lived continuously with the employee for a period of six months or more as at the day (or expected day) of placement; and c) is not (otherwise than because of the adoption) a child of the employee or the employee’s spouse/partner. 111. documentary evidence of approval for adoption or enduring parental responsibilities under the formal fostering arrangements must be submitted when applying for parental leave for adoption or long-term foster carer purposes.
apsc_enterprise_agreement_2018-21_0.txt1025parental leavethat child, are entitled to up to 52 weeks of parental leave. an employee who has completed at least 12 months continuous service in the aps, and who is the primary caregiver of that child, is entitled to take the first 16 weeks as paid leave. leave for adoption or long-term fostering purposes is available from one week prior to, but no later than, the date of placement of the child. 110. employees are entitled to parental leave for adoption or long-term foster care when that child: a) is under 16 years of age; b) has not, or will not have, lived continuously with the employee for a period of six months or more as at the day (or expected day) of placement; and c) is not (otherwise than because of the adoption) a child of the employee or the employee’s spouse/partner. 111. documentary evidence of approval for adoption or enduring parental responsibilities under the formal fostering arrangements must be submitted when applying for parental leave for adoption or long-term foster carer purposes. 112. employees who are eligible for paid maternity or parental leave may elect to have the payment for that leave spread over a maximum of 32 weeks at a rate no less than half normal salary.
apsc_enterprise_agreement_2018-21_0.txt1033parental leaveemployees are entitled to parental leave for adoption or long-term foster care when that child: a) is under 16 years of age; b) has not, or will not have, lived continuously with the employee for a period of six months or more as at the day (or expected day) of placement; and c) is not (otherwise than because of the adoption) a child of the employee or the employee’s spouse/partner. 111. documentary evidence of approval for adoption or enduring parental responsibilities under the formal fostering arrangements must be submitted when applying for parental leave for adoption or long-term foster carer purposes. 112. employees who are eligible for paid maternity or parental leave may elect to have the payment for that leave spread over a maximum of 32 weeks at a rate no less than half normal salary. where payment is spread over a longer period, a maximum of 16 weeks will count as service. 113. on ending the initial 52 weeks of maternity or parental leave, employees may request an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial 52 week leave period.
apsc_enterprise_agreement_2018-21_0.txt1048parental leaveformal fostering arrangements must be submitted when applying for parental leave for adoption or long-term foster carer purposes. 112. employees who are eligible for paid maternity or parental leave may elect to have the payment for that leave spread over a maximum of 32 weeks at a rate no less than half normal salary. where payment is spread over a longer period, a maximum of 16 weeks will count as service. 113. on ending the initial 52 weeks of maternity or parental leave, employees may request an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial 52 week leave period. 114. unpaid maternity leave or parental leave, except for unpaid leave during the first 12 weeks, will not count as service for any purpose. 115. this leave is inclusive of public holidays and will not be extended because a public holiday, or christmas closedown, falls during a period of paid or unpaid maternity or parental leave. on ending maternity or parental leave, employees have the return to work guarantee and the right to request flexible working arrangements that are provided by the fair work act. supporting partner leave 116.
apsc_enterprise_agreement_2018-21_0.txt1053parental leaveemployees who are eligible for paid maternity or parental leave may elect to have the payment for that leave spread over a maximum of 32 weeks at a rate no less than half normal salary. where payment is spread over a longer period, a maximum of 16 weeks will count as service. 113. on ending the initial 52 weeks of maternity or parental leave, employees may request an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial 52 week leave period. 114. unpaid maternity leave or parental leave, except for unpaid leave during the first 12 weeks, will not count as service for any purpose. 115. this leave is inclusive of public holidays and will not be extended because a public holiday, or christmas closedown, falls during a period of paid or unpaid maternity or parental leave. on ending maternity or parental leave, employees have the return to work guarantee and the right to request flexible working arrangements that are provided by the fair work act. supporting partner leave 116. an employee who is not the primary care giver to a dependent child is entitled to 15 days’ paid supporting partner leave immediately following the birth or placement of their child for adoption or long-term fostering. paid supporting partner leave counts as service for all purposes. 117.
apsc_enterprise_agreement_2018-21_0.txt1059parental leaveon ending the initial 52 weeks of maternity or parental leave, employees may request an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial 52 week leave period. 114. unpaid maternity leave or parental leave, except for unpaid leave during the first 12 weeks, will not count as service for any purpose. 115. this leave is inclusive of public holidays and will not be extended because a public holiday, or christmas closedown, falls during a period of paid or unpaid maternity or parental leave. on ending maternity or parental leave, employees have the return to work guarantee and the right to request flexible working arrangements that are provided by the fair work act. supporting partner leave 116. an employee who is not the primary care giver to a dependent child is entitled to 15 days’ paid supporting partner leave immediately following the birth or placement of their child for adoption or long-term fostering. paid supporting partner leave counts as service for all purposes. 117. supporting partner leave can be taken at half pay. 118. an employee who has responsibility for the care of a dependent child is entitled to a maximum of
apsc_enterprise_agreement_2018-21_0.txt1060parental leaveextension of unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial 52 week leave period. 114. unpaid maternity leave or parental leave, except for unpaid leave during the first 12 weeks, will not count as service for any purpose. 115. this leave is inclusive of public holidays and will not be extended because a public holiday, or christmas closedown, falls during a period of paid or unpaid maternity or parental leave. on ending maternity or parental leave, employees have the return to work guarantee and the right to request flexible working arrangements that are provided by the fair work act. supporting partner leave 116. an employee who is not the primary care giver to a dependent child is entitled to 15 days’ paid supporting partner leave immediately following the birth or placement of their child for adoption or long-term fostering. paid supporting partner leave counts as service for all purposes. 117. supporting partner leave can be taken at half pay. 118. an employee who has responsibility for the care of a dependent child is entitled to a maximum of 12 months unpaid parental leave in accordance with the nes, provided they have completed 12
apsc_enterprise_agreement_2018-21_0.txt1065maternity leaveunpaid maternity leave or parental leave, except for unpaid leave during the first 12 weeks, will not count as service for any purpose. 115. this leave is inclusive of public holidays and will not be extended because a public holiday, or christmas closedown, falls during a period of paid or unpaid maternity or parental leave. on ending maternity or parental leave, employees have the return to work guarantee and the right to request flexible working arrangements that are provided by the fair work act. supporting partner leave 116. an employee who is not the primary care giver to a dependent child is entitled to 15 days’ paid supporting partner leave immediately following the birth or placement of their child for adoption or long-term fostering. paid supporting partner leave counts as service for all purposes. 117. supporting partner leave can be taken at half pay. 118. an employee who has responsibility for the care of a dependent child is entitled to a maximum of 12 months unpaid parental leave in accordance with the nes, provided they have completed 12 14 months continuous service in the aps. the 12 months is inclusive of any paid supporting partner leave provided in clauses 116 to 117.
apsc_enterprise_agreement_2018-21_0.txt1065parental leaveunpaid maternity leave or parental leave, except for unpaid leave during the first 12 weeks, will not count as service for any purpose. 115. this leave is inclusive of public holidays and will not be extended because a public holiday, or christmas closedown, falls during a period of paid or unpaid maternity or parental leave. on ending maternity or parental leave, employees have the return to work guarantee and the right to request flexible working arrangements that are provided by the fair work act. supporting partner leave 116. an employee who is not the primary care giver to a dependent child is entitled to 15 days’ paid supporting partner leave immediately following the birth or placement of their child for adoption or long-term fostering. paid supporting partner leave counts as service for all purposes. 117. supporting partner leave can be taken at half pay. 118. an employee who has responsibility for the care of a dependent child is entitled to a maximum of 12 months unpaid parental leave in accordance with the nes, provided they have completed 12 14 months continuous service in the aps. the 12 months is inclusive of any paid supporting partner leave provided in clauses 116 to 117.
apsc_enterprise_agreement_2018-21_0.txt1071parental leavechristmas closedown, falls during a period of paid or unpaid maternity or parental leave. on ending maternity or parental leave, employees have the return to work guarantee and the right to request flexible working arrangements that are provided by the fair work act. supporting partner leave 116. an employee who is not the primary care giver to a dependent child is entitled to 15 days’ paid supporting partner leave immediately following the birth or placement of their child for adoption or long-term fostering. paid supporting partner leave counts as service for all purposes. 117. supporting partner leave can be taken at half pay. 118. an employee who has responsibility for the care of a dependent child is entitled to a maximum of 12 months unpaid parental leave in accordance with the nes, provided they have completed 12 14 months continuous service in the aps. the 12 months is inclusive of any paid supporting partner leave provided in clauses 116 to 117. 119. an employee may make an application to the commissioner for up to an additional 12 months unpaid parental leave immediately to follow the initial 12 month entitlement period. 120.
apsc_enterprise_agreement_2018-21_0.txt1072parental leaveending maternity or parental leave, employees have the return to work guarantee and the right to request flexible working arrangements that are provided by the fair work act. supporting partner leave 116. an employee who is not the primary care giver to a dependent child is entitled to 15 days’ paid supporting partner leave immediately following the birth or placement of their child for adoption or long-term fostering. paid supporting partner leave counts as service for all purposes. 117. supporting partner leave can be taken at half pay. 118. an employee who has responsibility for the care of a dependent child is entitled to a maximum of 12 months unpaid parental leave in accordance with the nes, provided they have completed 12 14 months continuous service in the aps. the 12 months is inclusive of any paid supporting partner leave provided in clauses 116 to 117. 119. an employee may make an application to the commissioner for up to an additional 12 months unpaid parental leave immediately to follow the initial 12 month entitlement period. 120.
apsc_enterprise_agreement_2018-21_0.txt1089parental leave12 months unpaid parental leave in accordance with the nes, provided they have completed 12 14 months continuous service in the aps. the 12 months is inclusive of any paid supporting partner leave provided in clauses 116 to 117. 119. an employee may make an application to the commissioner for up to an additional 12 months unpaid parental leave immediately to follow the initial 12 month entitlement period. 120. where an employee requests additional unpaid parental leave, in accordance with clause 113, and this request is denied, written reasons will be provided by the commissioner. 121. the commissioner may determine that all or part of the entitlement to parental leave, which would otherwise be unpaid, will be with pay. the commissioner may determine that all or part of the entitlement to unpaid parental leave will count as service for any purpose. unpaid pre-adoption leave 122. an employee is entitled to up to two days’ unpaid pre-adoption leave to attend any interviews or examinations required in order to obtain approval for the employee’s adoption of a child in accordance with section 85 of the fair work act. defence reserve leave
apsc_enterprise_agreement_2018-21_0.txt1098parental leaveunpaid parental leave immediately to follow the initial 12 month entitlement period. 120. where an employee requests additional unpaid parental leave, in accordance with clause 113, and this request is denied, written reasons will be provided by the commissioner. 121. the commissioner may determine that all or part of the entitlement to parental leave, which would otherwise be unpaid, will be with pay. the commissioner may determine that all or part of the entitlement to unpaid parental leave will count as service for any purpose. unpaid pre-adoption leave 122. an employee is entitled to up to two days’ unpaid pre-adoption leave to attend any interviews or examinations required in order to obtain approval for the employee’s adoption of a child in accordance with section 85 of the fair work act. defence reserve leave 123. an employee may be granted defence reserve leave, with or without pay, to enable the employee to fulfil service in the australian defence force (adf) reserve and continuous full time service (cfts) or cadet force obligations. 124. an employee is entitled to defence reserve leave with pay, of up to four weeks during each
apsc_enterprise_agreement_2018-21_0.txt1102parental leavewhere an employee requests additional unpaid parental leave, in accordance with clause 113, and this request is denied, written reasons will be provided by the commissioner. 121. the commissioner may determine that all or part of the entitlement to parental leave, which would otherwise be unpaid, will be with pay. the commissioner may determine that all or part of the entitlement to unpaid parental leave will count as service for any purpose. unpaid pre-adoption leave 122. an employee is entitled to up to two days’ unpaid pre-adoption leave to attend any interviews or examinations required in order to obtain approval for the employee’s adoption of a child in accordance with section 85 of the fair work act. defence reserve leave 123. an employee may be granted defence reserve leave, with or without pay, to enable the employee to fulfil service in the australian defence force (adf) reserve and continuous full time service (cfts) or cadet force obligations. 124. an employee is entitled to defence reserve leave with pay, of up to four weeks during each financial year, and an additional two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling service in the adf reserve. 125.
apsc_enterprise_agreement_2018-21_0.txt1107parental leavethe commissioner may determine that all or part of the entitlement to parental leave, which would otherwise be unpaid, will be with pay. the commissioner may determine that all or part of the entitlement to unpaid parental leave will count as service for any purpose. unpaid pre-adoption leave 122. an employee is entitled to up to two days’ unpaid pre-adoption leave to attend any interviews or examinations required in order to obtain approval for the employee’s adoption of a child in accordance with section 85 of the fair work act. defence reserve leave 123. an employee may be granted defence reserve leave, with or without pay, to enable the employee to fulfil service in the australian defence force (adf) reserve and continuous full time service (cfts) or cadet force obligations. 124. an employee is entitled to defence reserve leave with pay, of up to four weeks during each financial year, and an additional two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling service in the adf reserve. 125. with the exception of the additional two weeks in the first year of service, leave can be accumulated and taken over a period of two years. 126.
apsc_enterprise_agreement_2018-21_0.txt1109parental leavethe entitlement to unpaid parental leave will count as service for any purpose. unpaid pre-adoption leave 122. an employee is entitled to up to two days’ unpaid pre-adoption leave to attend any interviews or examinations required in order to obtain approval for the employee’s adoption of a child in accordance with section 85 of the fair work act. defence reserve leave 123. an employee may be granted defence reserve leave, with or without pay, to enable the employee to fulfil service in the australian defence force (adf) reserve and continuous full time service (cfts) or cadet force obligations. 124. an employee is entitled to defence reserve leave with pay, of up to four weeks during each financial year, and an additional two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling service in the adf reserve. 125. with the exception of the additional two weeks in the first year of service, leave can be accumulated and taken over a period of two years. 126. an employee who is an officer or instructor of cadets in a cadet force may be granted paid leave
apsc_enterprise_agreement_2018-21_0.txt1174travelb) reasonable travelling time associated with the activity; c) reasonable rest time immediately following the activity; and d) ceremonial duties. 131. the commissioner may determine whether any or all of leave taken for participation in voluntary emergency management activities will be with pay. 132. an employee will continue to be paid by the commission for any period of jury service, but will be required to pay to the commission any amount of jury service pay received by the employee with the exception of any expense-related allowances received. public holidays 133. an employee is entitled to public holidays in accordance with section 115 of the fair work act. 134. where the commissioner and an affected employee agree, another day may be substituted for any public holiday. 135. an employee, who is absent on a day or part-day that is a public holiday in the place where the
apsc_enterprise_agreement_2018-21_0.txt1213long service leaveleave (e.g. if on long service leave at half pay, payment is at half pay). christmas closedown 137. the christmas closedown applies between 25 december until the commencement of the first working day following 1 january. 138. there will be no requirement to take annual leave or use accrued flextime over this period. 139. an aps 1-6 employee who is directed by the commissioner, due to exceptional circumstances, to be on duty during the christmas closedown period, will be entitled to accrue additional flextime at one and a half hours for each hour worked. an executive level employee will be entitled to time off in lieu in accordance with clause 189. 16 part f allowances and expenses payment for work outside the standard bandwidth 140. on each occasion that an employee at an aps 1–6 classification or a training classification, excluding casual employees, is directed by the commissioner:
apsc_enterprise_agreement_2018-21_0.txt1223flextimethere will be no requirement to take annual leave or use accrued flextime over this period. 139. an aps 1-6 employee who is directed by the commissioner, due to exceptional circumstances, to be on duty during the christmas closedown period, will be entitled to accrue additional flextime at one and a half hours for each hour worked. an executive level employee will be entitled to time off in lieu in accordance with clause 189. 16 part f allowances and expenses payment for work outside the standard bandwidth 140. on each occasion that an employee at an aps 1–6 classification or a training classification, excluding casual employees, is directed by the commissioner: a) to work outside the standard, or varied, bandwidth as defined in part h of this agreement; b) to return to duty for reason of urgent work requirements at a time when they would not otherwise be on duty; or c) in the case of a regular part-time employee, to work outside regular agreed hours for a continuous period of at least two hours,
apsc_enterprise_agreement_2018-21_0.txt1228flextimebe on duty during the christmas closedown period, will be entitled to accrue additional flextime at one and a half hours for each hour worked. an executive level employee will be entitled to time off in lieu in accordance with clause 189. 16 part f allowances and expenses payment for work outside the standard bandwidth 140. on each occasion that an employee at an aps 1–6 classification or a training classification, excluding casual employees, is directed by the commissioner: a) to work outside the standard, or varied, bandwidth as defined in part h of this agreement; b) to return to duty for reason of urgent work requirements at a time when they would not otherwise be on duty; or c) in the case of a regular part-time employee, to work outside regular agreed hours for a continuous period of at least two hours, the employee will be entitled in recognition of additional incurred costs and inconvenience to a payment of $85. eligible employees will also be entitled to accrue flextime credits in accordance with part h of this agreement. 141.
apsc_enterprise_agreement_2018-21_0.txt1238bandwidthpayment for work outside the standard bandwidth 140. on each occasion that an employee at an aps 1–6 classification or a training classification, excluding casual employees, is directed by the commissioner: a) to work outside the standard, or varied, bandwidth as defined in part h of this agreement; b) to return to duty for reason of urgent work requirements at a time when they would not otherwise be on duty; or c) in the case of a regular part-time employee, to work outside regular agreed hours for a continuous period of at least two hours, the employee will be entitled in recognition of additional incurred costs and inconvenience to a payment of $85. eligible employees will also be entitled to accrue flextime credits in accordance with part h of this agreement. 141. where a part-time employee is directed to work an additional standard day/s, as defined in clause 163, the employee will be paid for additional day/s worked. 142. clause 140 does not apply where an employee is undertaking official travel as defined in part g of this agreement. 143.
apsc_enterprise_agreement_2018-21_0.txt1245bandwidthto work outside the standard, or varied, bandwidth as defined in part h of this agreement; b) to return to duty for reason of urgent work requirements at a time when they would not otherwise be on duty; or c) in the case of a regular part-time employee, to work outside regular agreed hours for a continuous period of at least two hours, the employee will be entitled in recognition of additional incurred costs and inconvenience to a payment of $85. eligible employees will also be entitled to accrue flextime credits in accordance with part h of this agreement. 141. where a part-time employee is directed to work an additional standard day/s, as defined in clause 163, the employee will be paid for additional day/s worked. 142. clause 140 does not apply where an employee is undertaking official travel as defined in part g of this agreement. 143. an employee may, with reasonable cause, decline to work outside the standard bandwidth or, in the case of a regular part-time employee, outside regular agreed hours. first aid allowance 144.
apsc_enterprise_agreement_2018-21_0.txt1255flextimepayment of $85. eligible employees will also be entitled to accrue flextime credits in accordance with part h of this agreement. 141. where a part-time employee is directed to work an additional standard day/s, as defined in clause 163, the employee will be paid for additional day/s worked. 142. clause 140 does not apply where an employee is undertaking official travel as defined in part g of this agreement. 143. an employee may, with reasonable cause, decline to work outside the standard bandwidth or, in the case of a regular part-time employee, outside regular agreed hours. first aid allowance 144. an employee who is appointed as a first aid officer by the commissioner, will be paid a fortnightly allowance of: a) $25.44 from commencement of the agreement; b) $25.95 12 months after commencement; and c) $26.47 24 months after commencement.
apsc_enterprise_agreement_2018-21_0.txt1264travelclause 140 does not apply where an employee is undertaking official travel as defined in part g of this agreement. 143. an employee may, with reasonable cause, decline to work outside the standard bandwidth or, in the case of a regular part-time employee, outside regular agreed hours. first aid allowance 144. an employee who is appointed as a first aid officer by the commissioner, will be paid a fortnightly allowance of: a) $25.44 from commencement of the agreement; b) $25.95 12 months after commencement; and c) $26.47 24 months after commencement. departmental liaison officer duties allowance 145. an employee who is assigned the duties of departmental liaison officer is entitled to an allowance at the annual rate of: a) $17,516 from commencement of the agreement;
apsc_enterprise_agreement_2018-21_0.txt1269bandwidthan employee may, with reasonable cause, decline to work outside the standard bandwidth or, in the case of a regular part-time employee, outside regular agreed hours. first aid allowance 144. an employee who is appointed as a first aid officer by the commissioner, will be paid a fortnightly allowance of: a) $25.44 from commencement of the agreement; b) $25.95 12 months after commencement; and c) $26.47 24 months after commencement. departmental liaison officer duties allowance 145. an employee who is assigned the duties of departmental liaison officer is entitled to an allowance at the annual rate of: a) $17,516 from commencement of the agreement; b) $17,866 12 months after commencement; and c) $18,223 24 months after commencement.
apsc_enterprise_agreement_2018-21_0.txt1318travelofficial travel use of private motor vehicle allowance 148. the commissioner may approve an employee using their own vehicle, or a vehicle hired at the employees expense, for official purposes where the commissioner considers that it will result in greater efficiency or involves less expense for the commission. 149. motor vehicle allowance will be paid in accordance with the rates set by the australian taxation office. payment of travel expenses 150. an employee who is required to travel on official business will be provided with an australian government credit card which should be used to pay reasonable out of pocket expenses for accommodation, meals and incidentals while on official travel. 151. reasonable travel expenses are consistent with the rates set by the australian taxation office. 152. the commissioner may approve expenses in excess of the australian taxation office reasonable travel expense rates.
apsc_enterprise_agreement_2018-21_0.txt1332travelpayment of travel expenses 150. an employee who is required to travel on official business will be provided with an australian government credit card which should be used to pay reasonable out of pocket expenses for accommodation, meals and incidentals while on official travel. 151. reasonable travel expenses are consistent with the rates set by the australian taxation office. 152. the commissioner may approve expenses in excess of the australian taxation office reasonable travel expense rates. 153. where it is impractical to use the australian government credit card, reasonable out of pocket expenses, as determined by the commissioner, will be reimbursed on the production of receipts. living away from home expenses 154. when an employee is required to undertake official travel, excluding travel under clause 156, which results in the employee residing in one locality for a period of at least 21 days, a reviewed payment which is equal to the actual amount expended on accommodation, incidentals and additional meals, or an amount which the commissioner considers to be reasonable in the circumstances, will apply.
apsc_enterprise_agreement_2018-21_0.txt1335travelan employee who is required to travel on official business will be provided with an australian government credit card which should be used to pay reasonable out of pocket expenses for accommodation, meals and incidentals while on official travel. 151. reasonable travel expenses are consistent with the rates set by the australian taxation office. 152. the commissioner may approve expenses in excess of the australian taxation office reasonable travel expense rates. 153. where it is impractical to use the australian government credit card, reasonable out of pocket expenses, as determined by the commissioner, will be reimbursed on the production of receipts. living away from home expenses 154. when an employee is required to undertake official travel, excluding travel under clause 156, which results in the employee residing in one locality for a period of at least 21 days, a reviewed payment which is equal to the actual amount expended on accommodation, incidentals and additional meals, or an amount which the commissioner considers to be reasonable in the circumstances, will apply. official travel overseas 155.
apsc_enterprise_agreement_2018-21_0.txt1337travelaccommodation, meals and incidentals while on official travel. 151. reasonable travel expenses are consistent with the rates set by the australian taxation office. 152. the commissioner may approve expenses in excess of the australian taxation office reasonable travel expense rates. 153. where it is impractical to use the australian government credit card, reasonable out of pocket expenses, as determined by the commissioner, will be reimbursed on the production of receipts. living away from home expenses 154. when an employee is required to undertake official travel, excluding travel under clause 156, which results in the employee residing in one locality for a period of at least 21 days, a reviewed payment which is equal to the actual amount expended on accommodation, incidentals and additional meals, or an amount which the commissioner considers to be reasonable in the circumstances, will apply. official travel overseas 155. an employee who is required to undertake official travel overseas will be provided with an australian government credit card or a cash advance that is to be acquitted, to meet reasonable
apsc_enterprise_agreement_2018-21_0.txt1341travelreasonable travel expenses are consistent with the rates set by the australian taxation office. 152. the commissioner may approve expenses in excess of the australian taxation office reasonable travel expense rates. 153. where it is impractical to use the australian government credit card, reasonable out of pocket expenses, as determined by the commissioner, will be reimbursed on the production of receipts. living away from home expenses 154. when an employee is required to undertake official travel, excluding travel under clause 156, which results in the employee residing in one locality for a period of at least 21 days, a reviewed payment which is equal to the actual amount expended on accommodation, incidentals and additional meals, or an amount which the commissioner considers to be reasonable in the circumstances, will apply. official travel overseas 155. an employee who is required to undertake official travel overseas will be provided with an australian government credit card or a cash advance that is to be acquitted, to meet reasonable accommodation, meal and incidental expenses. the cash advance will be administered on a caseby-case basis having regard to issues such as accepted processes for the payment of accounts in the country being visited and projected expenses where payment by credit card is not an option. overseas arrangements
apsc_enterprise_agreement_2018-21_0.txt1346traveltravel expense rates. 153. where it is impractical to use the australian government credit card, reasonable out of pocket expenses, as determined by the commissioner, will be reimbursed on the production of receipts. living away from home expenses 154. when an employee is required to undertake official travel, excluding travel under clause 156, which results in the employee residing in one locality for a period of at least 21 days, a reviewed payment which is equal to the actual amount expended on accommodation, incidentals and additional meals, or an amount which the commissioner considers to be reasonable in the circumstances, will apply. official travel overseas 155. an employee who is required to undertake official travel overseas will be provided with an australian government credit card or a cash advance that is to be acquitted, to meet reasonable accommodation, meal and incidental expenses. the cash advance will be administered on a caseby-case basis having regard to issues such as accepted processes for the payment of accounts in the country being visited and projected expenses where payment by credit card is not an option. overseas arrangements 156. an employee who is required to travel overseas as part of the commission’s obligation to the department of foreign affairs and trade, under the international aid program, will have their conditions of employment for the period of their overseas travel determined by the
apsc_enterprise_agreement_2018-21_0.txt1356travelwhen an employee is required to undertake official travel, excluding travel under clause 156, which results in the employee residing in one locality for a period of at least 21 days, a reviewed payment which is equal to the actual amount expended on accommodation, incidentals and additional meals, or an amount which the commissioner considers to be reasonable in the circumstances, will apply. official travel overseas 155. an employee who is required to undertake official travel overseas will be provided with an australian government credit card or a cash advance that is to be acquitted, to meet reasonable accommodation, meal and incidental expenses. the cash advance will be administered on a caseby-case basis having regard to issues such as accepted processes for the payment of accounts in the country being visited and projected expenses where payment by credit card is not an option. overseas arrangements 156. an employee who is required to travel overseas as part of the commission’s obligation to the department of foreign affairs and trade, under the international aid program, will have their conditions of employment for the period of their overseas travel determined by the commissioner. recognition of travel time 157. official domestic travel, wherever possible, should be undertaken during the standard bandwidth in accordance with clause 167. 19
apsc_enterprise_agreement_2018-21_0.txt1362travelofficial travel overseas 155. an employee who is required to undertake official travel overseas will be provided with an australian government credit card or a cash advance that is to be acquitted, to meet reasonable accommodation, meal and incidental expenses. the cash advance will be administered on a caseby-case basis having regard to issues such as accepted processes for the payment of accounts in the country being visited and projected expenses where payment by credit card is not an option. overseas arrangements 156. an employee who is required to travel overseas as part of the commission’s obligation to the department of foreign affairs and trade, under the international aid program, will have their conditions of employment for the period of their overseas travel determined by the commissioner. recognition of travel time 157. official domestic travel, wherever possible, should be undertaken during the standard bandwidth in accordance with clause 167. 19 158. when an employee at the aps 1-6 classification or a training classification is required to undertake official domestic travel, time spent in transit may be recorded as standard hours, with flextime to accrue in accordance with clauses 172 to 179.
apsc_enterprise_agreement_2018-21_0.txt1365travelan employee who is required to undertake official travel overseas will be provided with an australian government credit card or a cash advance that is to be acquitted, to meet reasonable accommodation, meal and incidental expenses. the cash advance will be administered on a caseby-case basis having regard to issues such as accepted processes for the payment of accounts in the country being visited and projected expenses where payment by credit card is not an option. overseas arrangements 156. an employee who is required to travel overseas as part of the commission’s obligation to the department of foreign affairs and trade, under the international aid program, will have their conditions of employment for the period of their overseas travel determined by the commissioner. recognition of travel time 157. official domestic travel, wherever possible, should be undertaken during the standard bandwidth in accordance with clause 167. 19 158. when an employee at the aps 1-6 classification or a training classification is required to undertake official domestic travel, time spent in transit may be recorded as standard hours, with flextime to accrue in accordance with clauses 172 to 179. 159. arrangements for executive level employees undertaking official domestic travel will be in
apsc_enterprise_agreement_2018-21_0.txt1373travelan employee who is required to travel overseas as part of the commission’s obligation to the department of foreign affairs and trade, under the international aid program, will have their conditions of employment for the period of their overseas travel determined by the commissioner. recognition of travel time 157. official domestic travel, wherever possible, should be undertaken during the standard bandwidth in accordance with clause 167. 19 158. when an employee at the aps 1-6 classification or a training classification is required to undertake official domestic travel, time spent in transit may be recorded as standard hours, with flextime to accrue in accordance with clauses 172 to 179. 159. arrangements for executive level employees undertaking official domestic travel will be in accordance with clauses 187 to 189. 160. it is not always possible for official overseas travel to be undertaken during the standard bandwidth. arrangements for employees required to undertake international travel will be determined by the commissioner.
apsc_enterprise_agreement_2018-21_0.txt1375travelconditions of employment for the period of their overseas travel determined by the commissioner. recognition of travel time 157. official domestic travel, wherever possible, should be undertaken during the standard bandwidth in accordance with clause 167. 19 158. when an employee at the aps 1-6 classification or a training classification is required to undertake official domestic travel, time spent in transit may be recorded as standard hours, with flextime to accrue in accordance with clauses 172 to 179. 159. arrangements for executive level employees undertaking official domestic travel will be in accordance with clauses 187 to 189. 160. it is not always possible for official overseas travel to be undertaken during the standard bandwidth. arrangements for employees required to undertake international travel will be determined by the commissioner. 161.
apsc_enterprise_agreement_2018-21_0.txt1378travelrecognition of travel time 157. official domestic travel, wherever possible, should be undertaken during the standard bandwidth in accordance with clause 167. 19 158. when an employee at the aps 1-6 classification or a training classification is required to undertake official domestic travel, time spent in transit may be recorded as standard hours, with flextime to accrue in accordance with clauses 172 to 179. 159. arrangements for executive level employees undertaking official domestic travel will be in accordance with clauses 187 to 189. 160. it is not always possible for official overseas travel to be undertaken during the standard bandwidth. arrangements for employees required to undertake international travel will be determined by the commissioner. 161. further information can be found in the overseas travel guide. 20
apsc_enterprise_agreement_2018-21_0.txt1378recognition of travel timerecognition of travel time 157. official domestic travel, wherever possible, should be undertaken during the standard bandwidth in accordance with clause 167. 19 158. when an employee at the aps 1-6 classification or a training classification is required to undertake official domestic travel, time spent in transit may be recorded as standard hours, with flextime to accrue in accordance with clauses 172 to 179. 159. arrangements for executive level employees undertaking official domestic travel will be in accordance with clauses 187 to 189. 160. it is not always possible for official overseas travel to be undertaken during the standard bandwidth. arrangements for employees required to undertake international travel will be determined by the commissioner. 161. further information can be found in the overseas travel guide. 20
apsc_enterprise_agreement_2018-21_0.txt1381travelofficial domestic travel, wherever possible, should be undertaken during the standard bandwidth in accordance with clause 167. 19 158. when an employee at the aps 1-6 classification or a training classification is required to undertake official domestic travel, time spent in transit may be recorded as standard hours, with flextime to accrue in accordance with clauses 172 to 179. 159. arrangements for executive level employees undertaking official domestic travel will be in accordance with clauses 187 to 189. 160. it is not always possible for official overseas travel to be undertaken during the standard bandwidth. arrangements for employees required to undertake international travel will be determined by the commissioner. 161. further information can be found in the overseas travel guide. 20 part h
apsc_enterprise_agreement_2018-21_0.txt1381bandwidthofficial domestic travel, wherever possible, should be undertaken during the standard bandwidth in accordance with clause 167. 19 158. when an employee at the aps 1-6 classification or a training classification is required to undertake official domestic travel, time spent in transit may be recorded as standard hours, with flextime to accrue in accordance with clauses 172 to 179. 159. arrangements for executive level employees undertaking official domestic travel will be in accordance with clauses 187 to 189. 160. it is not always possible for official overseas travel to be undertaken during the standard bandwidth. arrangements for employees required to undertake international travel will be determined by the commissioner. 161. further information can be found in the overseas travel guide. 20 part h
apsc_enterprise_agreement_2018-21_0.txt1389travelundertake official domestic travel, time spent in transit may be recorded as standard hours, with flextime to accrue in accordance with clauses 172 to 179. 159. arrangements for executive level employees undertaking official domestic travel will be in accordance with clauses 187 to 189. 160. it is not always possible for official overseas travel to be undertaken during the standard bandwidth. arrangements for employees required to undertake international travel will be determined by the commissioner. 161. further information can be found in the overseas travel guide. 20 part h flexible work environment hours of work 162. the hours of work for a full-time employee are 150 hours over a four-week settlement period. 163.
apsc_enterprise_agreement_2018-21_0.txt1390flextimeflextime to accrue in accordance with clauses 172 to 179. 159. arrangements for executive level employees undertaking official domestic travel will be in accordance with clauses 187 to 189. 160. it is not always possible for official overseas travel to be undertaken during the standard bandwidth. arrangements for employees required to undertake international travel will be determined by the commissioner. 161. further information can be found in the overseas travel guide. 20 part h flexible work environment hours of work 162. the hours of work for a full-time employee are 150 hours over a four-week settlement period. 163.
apsc_enterprise_agreement_2018-21_0.txt1394travelarrangements for executive level employees undertaking official domestic travel will be in accordance with clauses 187 to 189. 160. it is not always possible for official overseas travel to be undertaken during the standard bandwidth. arrangements for employees required to undertake international travel will be determined by the commissioner. 161. further information can be found in the overseas travel guide. 20 part h flexible work environment hours of work 162. the hours of work for a full-time employee are 150 hours over a four-week settlement period. 163. the standard working day is seven hours and thirty minutes (7 hours 30 minutes). 164.
apsc_enterprise_agreement_2018-21_0.txt1399travelit is not always possible for official overseas travel to be undertaken during the standard bandwidth. arrangements for employees required to undertake international travel will be determined by the commissioner. 161. further information can be found in the overseas travel guide. 20 part h flexible work environment hours of work 162. the hours of work for a full-time employee are 150 hours over a four-week settlement period. 163. the standard working day is seven hours and thirty minutes (7 hours 30 minutes). 164. an employee should not work more than 10 hours per day unless directed to do so. 165. an employee must not work for more than five hours without an unpaid break of at least 30
apsc_enterprise_agreement_2018-21_0.txt1400travelbandwidth. arrangements for employees required to undertake international travel will be determined by the commissioner. 161. further information can be found in the overseas travel guide. 20 part h flexible work environment hours of work 162. the hours of work for a full-time employee are 150 hours over a four-week settlement period. 163. the standard working day is seven hours and thirty minutes (7 hours 30 minutes). 164. an employee should not work more than 10 hours per day unless directed to do so. 165. an employee must not work for more than five hours without an unpaid break of at least 30 minutes.
apsc_enterprise_agreement_2018-21_0.txt1400bandwidthbandwidth. arrangements for employees required to undertake international travel will be determined by the commissioner. 161. further information can be found in the overseas travel guide. 20 part h flexible work environment hours of work 162. the hours of work for a full-time employee are 150 hours over a four-week settlement period. 163. the standard working day is seven hours and thirty minutes (7 hours 30 minutes). 164. an employee should not work more than 10 hours per day unless directed to do so. 165. an employee must not work for more than five hours without an unpaid break of at least 30 minutes.
apsc_enterprise_agreement_2018-21_0.txt1405travelfurther information can be found in the overseas travel guide. 20 part h flexible work environment hours of work 162. the hours of work for a full-time employee are 150 hours over a four-week settlement period. 163. the standard working day is seven hours and thirty minutes (7 hours 30 minutes). 164. an employee should not work more than 10 hours per day unless directed to do so. 165. an employee must not work for more than five hours without an unpaid break of at least 30 minutes. 166. once it has been established that an employee is absent from duty without approval, all pay and other benefits provided under this agreement, will cease to be available until the employee
apsc_enterprise_agreement_2018-21_0.txt1437bandwidthbandwidths 167. the standard bandwidth is between the hours of 7.00am and 7.00pm, monday to friday. 168. hours worked within the standard bandwidth are ordinary time. 169. payment for work outside the bandwidth is described at clause 140. varying the bandwidth 170. the bandwidth may be varied to an alternative 12 hour period on any day by agreement, in writing, between the commissioner and an employee, excluding casual employees. an employee’s ordinary hours are those hours within the varied bandwidth that the employee works on a regular basis, as agreed by the employee’s manager. 171. employees will not be required to vary their bandwidth. flextime 172. an employee, excluding casual employees, at an aps 1–6 classification or a training classification may access flextime arrangements under this agreement.
apsc_enterprise_agreement_2018-21_0.txt1440bandwidththe standard bandwidth is between the hours of 7.00am and 7.00pm, monday to friday. 168. hours worked within the standard bandwidth are ordinary time. 169. payment for work outside the bandwidth is described at clause 140. varying the bandwidth 170. the bandwidth may be varied to an alternative 12 hour period on any day by agreement, in writing, between the commissioner and an employee, excluding casual employees. an employee’s ordinary hours are those hours within the varied bandwidth that the employee works on a regular basis, as agreed by the employee’s manager. 171. employees will not be required to vary their bandwidth. flextime 172. an employee, excluding casual employees, at an aps 1–6 classification or a training classification may access flextime arrangements under this agreement. 173.
apsc_enterprise_agreement_2018-21_0.txt1444bandwidthhours worked within the standard bandwidth are ordinary time. 169. payment for work outside the bandwidth is described at clause 140. varying the bandwidth 170. the bandwidth may be varied to an alternative 12 hour period on any day by agreement, in writing, between the commissioner and an employee, excluding casual employees. an employee’s ordinary hours are those hours within the varied bandwidth that the employee works on a regular basis, as agreed by the employee’s manager. 171. employees will not be required to vary their bandwidth. flextime 172. an employee, excluding casual employees, at an aps 1–6 classification or a training classification may access flextime arrangements under this agreement. 173. the commissioner will administer these arrangements in a way which meets the commission’s operational requirements and responsibilities. where possible, the commissioner will take into consideration the individual needs of the employee.
apsc_enterprise_agreement_2018-21_0.txt1448bandwidthpayment for work outside the bandwidth is described at clause 140. varying the bandwidth 170. the bandwidth may be varied to an alternative 12 hour period on any day by agreement, in writing, between the commissioner and an employee, excluding casual employees. an employee’s ordinary hours are those hours within the varied bandwidth that the employee works on a regular basis, as agreed by the employee’s manager. 171. employees will not be required to vary their bandwidth. flextime 172. an employee, excluding casual employees, at an aps 1–6 classification or a training classification may access flextime arrangements under this agreement. 173. the commissioner will administer these arrangements in a way which meets the commission’s operational requirements and responsibilities. where possible, the commissioner will take into consideration the individual needs of the employee. 174. a manager may approve a part-time employee accessing flextime, subject to operational requirements.
apsc_enterprise_agreement_2018-21_0.txt1450bandwidthvarying the bandwidth 170. the bandwidth may be varied to an alternative 12 hour period on any day by agreement, in writing, between the commissioner and an employee, excluding casual employees. an employee’s ordinary hours are those hours within the varied bandwidth that the employee works on a regular basis, as agreed by the employee’s manager. 171. employees will not be required to vary their bandwidth. flextime 172. an employee, excluding casual employees, at an aps 1–6 classification or a training classification may access flextime arrangements under this agreement. 173. the commissioner will administer these arrangements in a way which meets the commission’s operational requirements and responsibilities. where possible, the commissioner will take into consideration the individual needs of the employee. 174. a manager may approve a part-time employee accessing flextime, subject to operational requirements. 175.
apsc_enterprise_agreement_2018-21_0.txt1453bandwidththe bandwidth may be varied to an alternative 12 hour period on any day by agreement, in writing, between the commissioner and an employee, excluding casual employees. an employee’s ordinary hours are those hours within the varied bandwidth that the employee works on a regular basis, as agreed by the employee’s manager. 171. employees will not be required to vary their bandwidth. flextime 172. an employee, excluding casual employees, at an aps 1–6 classification or a training classification may access flextime arrangements under this agreement. 173. the commissioner will administer these arrangements in a way which meets the commission’s operational requirements and responsibilities. where possible, the commissioner will take into consideration the individual needs of the employee. 174. a manager may approve a part-time employee accessing flextime, subject to operational requirements. 175. subject to clause 162, a full-time employee is required to work an average of 37 hours and 30 minutes per week with an average of 7 hours 30 minutes per working day. part-time employees
apsc_enterprise_agreement_2018-21_0.txt1455bandwidthemployee’s ordinary hours are those hours within the varied bandwidth that the employee works on a regular basis, as agreed by the employee’s manager. 171. employees will not be required to vary their bandwidth. flextime 172. an employee, excluding casual employees, at an aps 1–6 classification or a training classification may access flextime arrangements under this agreement. 173. the commissioner will administer these arrangements in a way which meets the commission’s operational requirements and responsibilities. where possible, the commissioner will take into consideration the individual needs of the employee. 174. a manager may approve a part-time employee accessing flextime, subject to operational requirements. 175. subject to clause 162, a full-time employee is required to work an average of 37 hours and 30 minutes per week with an average of 7 hours 30 minutes per working day. part-time employees are required to work those hours agreed to with the commissioner under clause 192.
apsc_enterprise_agreement_2018-21_0.txt1460bandwidthemployees will not be required to vary their bandwidth. flextime 172. an employee, excluding casual employees, at an aps 1–6 classification or a training classification may access flextime arrangements under this agreement. 173. the commissioner will administer these arrangements in a way which meets the commission’s operational requirements and responsibilities. where possible, the commissioner will take into consideration the individual needs of the employee. 174. a manager may approve a part-time employee accessing flextime, subject to operational requirements. 175. subject to clause 162, a full-time employee is required to work an average of 37 hours and 30 minutes per week with an average of 7 hours 30 minutes per working day. part-time employees are required to work those hours agreed to with the commissioner under clause 192. 176. flexibility in relation to hours worked on any particular day is available within the standard bandwidth in accordance with clause 167 or a varied bandwidth in accordance with clause 170.
apsc_enterprise_agreement_2018-21_0.txt1462flextimeflextime 172. an employee, excluding casual employees, at an aps 1–6 classification or a training classification may access flextime arrangements under this agreement. 173. the commissioner will administer these arrangements in a way which meets the commission’s operational requirements and responsibilities. where possible, the commissioner will take into consideration the individual needs of the employee. 174. a manager may approve a part-time employee accessing flextime, subject to operational requirements. 175. subject to clause 162, a full-time employee is required to work an average of 37 hours and 30 minutes per week with an average of 7 hours 30 minutes per working day. part-time employees are required to work those hours agreed to with the commissioner under clause 192. 176. flexibility in relation to hours worked on any particular day is available within the standard bandwidth in accordance with clause 167 or a varied bandwidth in accordance with clause 170. 21
apsc_enterprise_agreement_2018-21_0.txt1466flextimemay access flextime arrangements under this agreement. 173. the commissioner will administer these arrangements in a way which meets the commission’s operational requirements and responsibilities. where possible, the commissioner will take into consideration the individual needs of the employee. 174. a manager may approve a part-time employee accessing flextime, subject to operational requirements. 175. subject to clause 162, a full-time employee is required to work an average of 37 hours and 30 minutes per week with an average of 7 hours 30 minutes per working day. part-time employees are required to work those hours agreed to with the commissioner under clause 192. 176. flexibility in relation to hours worked on any particular day is available within the standard bandwidth in accordance with clause 167 or a varied bandwidth in accordance with clause 170. 21 177. flextime credits will accrue on an hour for hour basis when work is performed within the standard bandwidth, except where clause 181 applies.
apsc_enterprise_agreement_2018-21_0.txt1476flextimea manager may approve a part-time employee accessing flextime, subject to operational requirements. 175. subject to clause 162, a full-time employee is required to work an average of 37 hours and 30 minutes per week with an average of 7 hours 30 minutes per working day. part-time employees are required to work those hours agreed to with the commissioner under clause 192. 176. flexibility in relation to hours worked on any particular day is available within the standard bandwidth in accordance with clause 167 or a varied bandwidth in accordance with clause 170. 21 177. flextime credits will accrue on an hour for hour basis when work is performed within the standard bandwidth, except where clause 181 applies. 178. a full-time employee at an aps 1–6 classification or a training classification may not carry over in excess of 37 hours and 30 minutes flextime credit, pro-rata for a part-time employee, at the end of any settlement period unless: a) they have brought the matter to the attention of their manager prior to the end of the settlement period; and
apsc_enterprise_agreement_2018-21_0.txt1488bandwidthbandwidth in accordance with clause 167 or a varied bandwidth in accordance with clause 170. 21 177. flextime credits will accrue on an hour for hour basis when work is performed within the standard bandwidth, except where clause 181 applies. 178. a full-time employee at an aps 1–6 classification or a training classification may not carry over in excess of 37 hours and 30 minutes flextime credit, pro-rata for a part-time employee, at the end of any settlement period unless: a) they have brought the matter to the attention of their manager prior to the end of the settlement period; and b) the manager and the employee have put in place a strategy to reduce the credit below 37 hours and 30 minutes, pro-rata for a part-time employee, prior to the end of the next settlement period. 179. an employee at an aps 1–6 classification or a training classification may not carry over in excess of 15 hours flextime debit, pro-rata for a part-time employee, at the end of any settlement period. direction to work outside the standard bandwidth 180.
apsc_enterprise_agreement_2018-21_0.txt1494flextimeflextime credits will accrue on an hour for hour basis when work is performed within the standard bandwidth, except where clause 181 applies. 178. a full-time employee at an aps 1–6 classification or a training classification may not carry over in excess of 37 hours and 30 minutes flextime credit, pro-rata for a part-time employee, at the end of any settlement period unless: a) they have brought the matter to the attention of their manager prior to the end of the settlement period; and b) the manager and the employee have put in place a strategy to reduce the credit below 37 hours and 30 minutes, pro-rata for a part-time employee, prior to the end of the next settlement period. 179. an employee at an aps 1–6 classification or a training classification may not carry over in excess of 15 hours flextime debit, pro-rata for a part-time employee, at the end of any settlement period. direction to work outside the standard bandwidth 180. where an aps 1-6 classification or training classification employee is directed to work more than 10 hours on any one day within the standard bandwidth, any hours worked in excess of 10 hours will accrue as flextime at a rate of one and a half hours for each hour worked monday to saturday, or at a rate of two hours for each hour worked sundays and public holidays.
apsc_enterprise_agreement_2018-21_0.txt1495bandwidthstandard bandwidth, except where clause 181 applies. 178. a full-time employee at an aps 1–6 classification or a training classification may not carry over in excess of 37 hours and 30 minutes flextime credit, pro-rata for a part-time employee, at the end of any settlement period unless: a) they have brought the matter to the attention of their manager prior to the end of the settlement period; and b) the manager and the employee have put in place a strategy to reduce the credit below 37 hours and 30 minutes, pro-rata for a part-time employee, prior to the end of the next settlement period. 179. an employee at an aps 1–6 classification or a training classification may not carry over in excess of 15 hours flextime debit, pro-rata for a part-time employee, at the end of any settlement period. direction to work outside the standard bandwidth 180. where an aps 1-6 classification or training classification employee is directed to work more than 10 hours on any one day within the standard bandwidth, any hours worked in excess of 10 hours will accrue as flextime at a rate of one and a half hours for each hour worked monday to saturday, or at a rate of two hours for each hour worked sundays and public holidays. 181.
apsc_enterprise_agreement_2018-21_0.txt1500flextimeexcess of 37 hours and 30 minutes flextime credit, pro-rata for a part-time employee, at the end of any settlement period unless: a) they have brought the matter to the attention of their manager prior to the end of the settlement period; and b) the manager and the employee have put in place a strategy to reduce the credit below 37 hours and 30 minutes, pro-rata for a part-time employee, prior to the end of the next settlement period. 179. an employee at an aps 1–6 classification or a training classification may not carry over in excess of 15 hours flextime debit, pro-rata for a part-time employee, at the end of any settlement period. direction to work outside the standard bandwidth 180. where an aps 1-6 classification or training classification employee is directed to work more than 10 hours on any one day within the standard bandwidth, any hours worked in excess of 10 hours will accrue as flextime at a rate of one and a half hours for each hour worked monday to saturday, or at a rate of two hours for each hour worked sundays and public holidays. 181. where the commissioner directs an employee, excluding casual employees, at an aps 1–6 classification or a training classification to work outside the standard bandwidth, flextime credit will accrue at the following rates with a minimum of three hours to be accrued for any time worked:
apsc_enterprise_agreement_2018-21_0.txt1513flextimeof 15 hours flextime debit, pro-rata for a part-time employee, at the end of any settlement period. direction to work outside the standard bandwidth 180. where an aps 1-6 classification or training classification employee is directed to work more than 10 hours on any one day within the standard bandwidth, any hours worked in excess of 10 hours will accrue as flextime at a rate of one and a half hours for each hour worked monday to saturday, or at a rate of two hours for each hour worked sundays and public holidays. 181. where the commissioner directs an employee, excluding casual employees, at an aps 1–6 classification or a training classification to work outside the standard bandwidth, flextime credit will accrue at the following rates with a minimum of three hours to be accrued for any time worked: a) monday to friday: time worked between 6.00am – 7.00am or 7.00pm - 10.00pm will accrue flextime at one and a half hours for each hour worked. time worked before 6.00am or after 10.00pm will accrue flextime at two hours for each hour worked. b) saturday: time worked between 8.00am – 6.00pm will accrue flextime at one and a half hours for each hour worked. time worked before 8.00am or after 6.00pm will accrue flextime at two hours for each hour worked. c) sundays and public holidays: time worked will accrue flextime at two hours for each hour worked. 182. where an aps 1–6 classification casual employee is directed to work outside the standard bandwidth, the casual employee will not receive the casual loading defined in clause 47. the
apsc_enterprise_agreement_2018-21_0.txt1516bandwidthdirection to work outside the standard bandwidth 180. where an aps 1-6 classification or training classification employee is directed to work more than 10 hours on any one day within the standard bandwidth, any hours worked in excess of 10 hours will accrue as flextime at a rate of one and a half hours for each hour worked monday to saturday, or at a rate of two hours for each hour worked sundays and public holidays. 181. where the commissioner directs an employee, excluding casual employees, at an aps 1–6 classification or a training classification to work outside the standard bandwidth, flextime credit will accrue at the following rates with a minimum of three hours to be accrued for any time worked: a) monday to friday: time worked between 6.00am – 7.00am or 7.00pm - 10.00pm will accrue flextime at one and a half hours for each hour worked. time worked before 6.00am or after 10.00pm will accrue flextime at two hours for each hour worked. b) saturday: time worked between 8.00am – 6.00pm will accrue flextime at one and a half hours for each hour worked. time worked before 8.00am or after 6.00pm will accrue flextime at two hours for each hour worked. c) sundays and public holidays: time worked will accrue flextime at two hours for each hour worked. 182. where an aps 1–6 classification casual employee is directed to work outside the standard bandwidth, the casual employee will not receive the casual loading defined in clause 47. the casual employee will be paid for time worked outside the standard bandwidth at the following rates: a) monday to friday: time worked between 6.00am – 7.00am or 7.00pm - 10.00pm will be paid
apsc_enterprise_agreement_2018-21_0.txt1520bandwidth10 hours on any one day within the standard bandwidth, any hours worked in excess of 10 hours will accrue as flextime at a rate of one and a half hours for each hour worked monday to saturday, or at a rate of two hours for each hour worked sundays and public holidays. 181. where the commissioner directs an employee, excluding casual employees, at an aps 1–6 classification or a training classification to work outside the standard bandwidth, flextime credit will accrue at the following rates with a minimum of three hours to be accrued for any time worked: a) monday to friday: time worked between 6.00am – 7.00am or 7.00pm - 10.00pm will accrue flextime at one and a half hours for each hour worked. time worked before 6.00am or after 10.00pm will accrue flextime at two hours for each hour worked. b) saturday: time worked between 8.00am – 6.00pm will accrue flextime at one and a half hours for each hour worked. time worked before 8.00am or after 6.00pm will accrue flextime at two hours for each hour worked. c) sundays and public holidays: time worked will accrue flextime at two hours for each hour worked. 182. where an aps 1–6 classification casual employee is directed to work outside the standard bandwidth, the casual employee will not receive the casual loading defined in clause 47. the casual employee will be paid for time worked outside the standard bandwidth at the following rates: a) monday to friday: time worked between 6.00am – 7.00am or 7.00pm - 10.00pm will be paid at 150%. time worked before 6.00am or after 10.00pm will be paid at 200%. b) saturday: time worked between 8.00am – 6.00pm will be paid at 150%. time worked before 8.00am or after 6.00pm will be paid at 200%.
apsc_enterprise_agreement_2018-21_0.txt1521flextimewill accrue as flextime at a rate of one and a half hours for each hour worked monday to saturday, or at a rate of two hours for each hour worked sundays and public holidays. 181. where the commissioner directs an employee, excluding casual employees, at an aps 1–6 classification or a training classification to work outside the standard bandwidth, flextime credit will accrue at the following rates with a minimum of three hours to be accrued for any time worked: a) monday to friday: time worked between 6.00am – 7.00am or 7.00pm - 10.00pm will accrue flextime at one and a half hours for each hour worked. time worked before 6.00am or after 10.00pm will accrue flextime at two hours for each hour worked. b) saturday: time worked between 8.00am – 6.00pm will accrue flextime at one and a half hours for each hour worked. time worked before 8.00am or after 6.00pm will accrue flextime at two hours for each hour worked. c) sundays and public holidays: time worked will accrue flextime at two hours for each hour worked. 182. where an aps 1–6 classification casual employee is directed to work outside the standard bandwidth, the casual employee will not receive the casual loading defined in clause 47. the casual employee will be paid for time worked outside the standard bandwidth at the following rates: a) monday to friday: time worked between 6.00am – 7.00am or 7.00pm - 10.00pm will be paid at 150%. time worked before 6.00am or after 10.00pm will be paid at 200%. b) saturday: time worked between 8.00am – 6.00pm will be paid at 150%. time worked before 8.00am or after 6.00pm will be paid at 200%. 22
apsc_enterprise_agreement_2018-21_0.txt1527flextimeclassification or a training classification to work outside the standard bandwidth, flextime credit will accrue at the following rates with a minimum of three hours to be accrued for any time worked: a) monday to friday: time worked between 6.00am – 7.00am or 7.00pm - 10.00pm will accrue flextime at one and a half hours for each hour worked. time worked before 6.00am or after 10.00pm will accrue flextime at two hours for each hour worked. b) saturday: time worked between 8.00am – 6.00pm will accrue flextime at one and a half hours for each hour worked. time worked before 8.00am or after 6.00pm will accrue flextime at two hours for each hour worked. c) sundays and public holidays: time worked will accrue flextime at two hours for each hour worked. 182. where an aps 1–6 classification casual employee is directed to work outside the standard bandwidth, the casual employee will not receive the casual loading defined in clause 47. the casual employee will be paid for time worked outside the standard bandwidth at the following rates: a) monday to friday: time worked between 6.00am – 7.00am or 7.00pm - 10.00pm will be paid at 150%. time worked before 6.00am or after 10.00pm will be paid at 200%. b) saturday: time worked between 8.00am – 6.00pm will be paid at 150%. time worked before 8.00am or after 6.00pm will be paid at 200%. 22 c) sundays and public holidays: time worked will be paid at 200%. 183. where an employee is directed to work outside the standard bandwidth the employee will be entitled to an eight-hour break plus reasonable travelling time following the end of the period of
apsc_enterprise_agreement_2018-21_0.txt1527bandwidthclassification or a training classification to work outside the standard bandwidth, flextime credit will accrue at the following rates with a minimum of three hours to be accrued for any time worked: a) monday to friday: time worked between 6.00am – 7.00am or 7.00pm - 10.00pm will accrue flextime at one and a half hours for each hour worked. time worked before 6.00am or after 10.00pm will accrue flextime at two hours for each hour worked. b) saturday: time worked between 8.00am – 6.00pm will accrue flextime at one and a half hours for each hour worked. time worked before 8.00am or after 6.00pm will accrue flextime at two hours for each hour worked. c) sundays and public holidays: time worked will accrue flextime at two hours for each hour worked. 182. where an aps 1–6 classification casual employee is directed to work outside the standard bandwidth, the casual employee will not receive the casual loading defined in clause 47. the casual employee will be paid for time worked outside the standard bandwidth at the following rates: a) monday to friday: time worked between 6.00am – 7.00am or 7.00pm - 10.00pm will be paid at 150%. time worked before 6.00am or after 10.00pm will be paid at 200%. b) saturday: time worked between 8.00am – 6.00pm will be paid at 150%. time worked before 8.00am or after 6.00pm will be paid at 200%. 22 c) sundays and public holidays: time worked will be paid at 200%. 183. where an employee is directed to work outside the standard bandwidth the employee will be entitled to an eight-hour break plus reasonable travelling time following the end of the period of
apsc_enterprise_agreement_2018-21_0.txt1531flextimeflextime at one and a half hours for each hour worked. time worked before 6.00am or after 10.00pm will accrue flextime at two hours for each hour worked. b) saturday: time worked between 8.00am – 6.00pm will accrue flextime at one and a half hours for each hour worked. time worked before 8.00am or after 6.00pm will accrue flextime at two hours for each hour worked. c) sundays and public holidays: time worked will accrue flextime at two hours for each hour worked. 182. where an aps 1–6 classification casual employee is directed to work outside the standard bandwidth, the casual employee will not receive the casual loading defined in clause 47. the casual employee will be paid for time worked outside the standard bandwidth at the following rates: a) monday to friday: time worked between 6.00am – 7.00am or 7.00pm - 10.00pm will be paid at 150%. time worked before 6.00am or after 10.00pm will be paid at 200%. b) saturday: time worked between 8.00am – 6.00pm will be paid at 150%. time worked before 8.00am or after 6.00pm will be paid at 200%. 22 c) sundays and public holidays: time worked will be paid at 200%. 183. where an employee is directed to work outside the standard bandwidth the employee will be entitled to an eight-hour break plus reasonable travelling time following the end of the period of work before commencing work again. 184.
apsc_enterprise_agreement_2018-21_0.txt1532flextime10.00pm will accrue flextime at two hours for each hour worked. b) saturday: time worked between 8.00am – 6.00pm will accrue flextime at one and a half hours for each hour worked. time worked before 8.00am or after 6.00pm will accrue flextime at two hours for each hour worked. c) sundays and public holidays: time worked will accrue flextime at two hours for each hour worked. 182. where an aps 1–6 classification casual employee is directed to work outside the standard bandwidth, the casual employee will not receive the casual loading defined in clause 47. the casual employee will be paid for time worked outside the standard bandwidth at the following rates: a) monday to friday: time worked between 6.00am – 7.00am or 7.00pm - 10.00pm will be paid at 150%. time worked before 6.00am or after 10.00pm will be paid at 200%. b) saturday: time worked between 8.00am – 6.00pm will be paid at 150%. time worked before 8.00am or after 6.00pm will be paid at 200%. 22 c) sundays and public holidays: time worked will be paid at 200%. 183. where an employee is directed to work outside the standard bandwidth the employee will be entitled to an eight-hour break plus reasonable travelling time following the end of the period of work before commencing work again. 184. where the break referred to in clause 183 is not possible due to operational requirements the
apsc_enterprise_agreement_2018-21_0.txt1533flextimeb) saturday: time worked between 8.00am – 6.00pm will accrue flextime at one and a half hours for each hour worked. time worked before 8.00am or after 6.00pm will accrue flextime at two hours for each hour worked. c) sundays and public holidays: time worked will accrue flextime at two hours for each hour worked. 182. where an aps 1–6 classification casual employee is directed to work outside the standard bandwidth, the casual employee will not receive the casual loading defined in clause 47. the casual employee will be paid for time worked outside the standard bandwidth at the following rates: a) monday to friday: time worked between 6.00am – 7.00am or 7.00pm - 10.00pm will be paid at 150%. time worked before 6.00am or after 10.00pm will be paid at 200%. b) saturday: time worked between 8.00am – 6.00pm will be paid at 150%. time worked before 8.00am or after 6.00pm will be paid at 200%. 22 c) sundays and public holidays: time worked will be paid at 200%. 183. where an employee is directed to work outside the standard bandwidth the employee will be entitled to an eight-hour break plus reasonable travelling time following the end of the period of work before commencing work again. 184. where the break referred to in clause 183 is not possible due to operational requirements the employee will accrue flextime at two hours for each hour worked, until an eight-hour break can
apsc_enterprise_agreement_2018-21_0.txt1534flextimehours for each hour worked. time worked before 8.00am or after 6.00pm will accrue flextime at two hours for each hour worked. c) sundays and public holidays: time worked will accrue flextime at two hours for each hour worked. 182. where an aps 1–6 classification casual employee is directed to work outside the standard bandwidth, the casual employee will not receive the casual loading defined in clause 47. the casual employee will be paid for time worked outside the standard bandwidth at the following rates: a) monday to friday: time worked between 6.00am – 7.00am or 7.00pm - 10.00pm will be paid at 150%. time worked before 6.00am or after 10.00pm will be paid at 200%. b) saturday: time worked between 8.00am – 6.00pm will be paid at 150%. time worked before 8.00am or after 6.00pm will be paid at 200%. 22 c) sundays and public holidays: time worked will be paid at 200%. 183. where an employee is directed to work outside the standard bandwidth the employee will be entitled to an eight-hour break plus reasonable travelling time following the end of the period of work before commencing work again. 184. where the break referred to in clause 183 is not possible due to operational requirements the employee will accrue flextime at two hours for each hour worked, until an eight-hour break can be granted.
apsc_enterprise_agreement_2018-21_0.txt1536flextimec) sundays and public holidays: time worked will accrue flextime at two hours for each hour worked. 182. where an aps 1–6 classification casual employee is directed to work outside the standard bandwidth, the casual employee will not receive the casual loading defined in clause 47. the casual employee will be paid for time worked outside the standard bandwidth at the following rates: a) monday to friday: time worked between 6.00am – 7.00am or 7.00pm - 10.00pm will be paid at 150%. time worked before 6.00am or after 10.00pm will be paid at 200%. b) saturday: time worked between 8.00am – 6.00pm will be paid at 150%. time worked before 8.00am or after 6.00pm will be paid at 200%. 22 c) sundays and public holidays: time worked will be paid at 200%. 183. where an employee is directed to work outside the standard bandwidth the employee will be entitled to an eight-hour break plus reasonable travelling time following the end of the period of work before commencing work again. 184. where the break referred to in clause 183 is not possible due to operational requirements the employee will accrue flextime at two hours for each hour worked, until an eight-hour break can be granted. 185.
apsc_enterprise_agreement_2018-21_0.txt1542bandwidthbandwidth, the casual employee will not receive the casual loading defined in clause 47. the casual employee will be paid for time worked outside the standard bandwidth at the following rates: a) monday to friday: time worked between 6.00am – 7.00am or 7.00pm - 10.00pm will be paid at 150%. time worked before 6.00am or after 10.00pm will be paid at 200%. b) saturday: time worked between 8.00am – 6.00pm will be paid at 150%. time worked before 8.00am or after 6.00pm will be paid at 200%. 22 c) sundays and public holidays: time worked will be paid at 200%. 183. where an employee is directed to work outside the standard bandwidth the employee will be entitled to an eight-hour break plus reasonable travelling time following the end of the period of work before commencing work again. 184. where the break referred to in clause 183 is not possible due to operational requirements the employee will accrue flextime at two hours for each hour worked, until an eight-hour break can be granted. 185. clauses 180 to 184 do not apply where an employee is required to undertake official travel. 186. where the bandwidth has been varied, in accordance with clause 170, the application of clause
apsc_enterprise_agreement_2018-21_0.txt1543bandwidthcasual employee will be paid for time worked outside the standard bandwidth at the following rates: a) monday to friday: time worked between 6.00am – 7.00am or 7.00pm - 10.00pm will be paid at 150%. time worked before 6.00am or after 10.00pm will be paid at 200%. b) saturday: time worked between 8.00am – 6.00pm will be paid at 150%. time worked before 8.00am or after 6.00pm will be paid at 200%. 22 c) sundays and public holidays: time worked will be paid at 200%. 183. where an employee is directed to work outside the standard bandwidth the employee will be entitled to an eight-hour break plus reasonable travelling time following the end of the period of work before commencing work again. 184. where the break referred to in clause 183 is not possible due to operational requirements the employee will accrue flextime at two hours for each hour worked, until an eight-hour break can be granted. 185. clauses 180 to 184 do not apply where an employee is required to undertake official travel. 186. where the bandwidth has been varied, in accordance with clause 170, the application of clause 181 will be:
apsc_enterprise_agreement_2018-21_0.txt1555bandwidthwhere an employee is directed to work outside the standard bandwidth the employee will be entitled to an eight-hour break plus reasonable travelling time following the end of the period of work before commencing work again. 184. where the break referred to in clause 183 is not possible due to operational requirements the employee will accrue flextime at two hours for each hour worked, until an eight-hour break can be granted. 185. clauses 180 to 184 do not apply where an employee is required to undertake official travel. 186. where the bandwidth has been varied, in accordance with clause 170, the application of clause 181 will be: a) monday to friday: the rate of flextime accrual for work done one hour before the varied bandwidth, and three hours after, will be one and a half hours. any other work done outside the bandwidth will accrue flextime at two hours for each hour worked. b) where the varied bandwidth includes a weekend, any overtime on that day will be paid in accordance with clause 186(a). c) where an employee is directed to work on a weekend day not included in their varied bandwidth, any overtime on that day will be paid in accordance with clause 181(b) or 181(c). working arrangements for executive level employees 187. arrangements about when work is performed for executive level employees will be determined
apsc_enterprise_agreement_2018-21_0.txt1556travelentitled to an eight-hour break plus reasonable travelling time following the end of the period of work before commencing work again. 184. where the break referred to in clause 183 is not possible due to operational requirements the employee will accrue flextime at two hours for each hour worked, until an eight-hour break can be granted. 185. clauses 180 to 184 do not apply where an employee is required to undertake official travel. 186. where the bandwidth has been varied, in accordance with clause 170, the application of clause 181 will be: a) monday to friday: the rate of flextime accrual for work done one hour before the varied bandwidth, and three hours after, will be one and a half hours. any other work done outside the bandwidth will accrue flextime at two hours for each hour worked. b) where the varied bandwidth includes a weekend, any overtime on that day will be paid in accordance with clause 186(a). c) where an employee is directed to work on a weekend day not included in their varied bandwidth, any overtime on that day will be paid in accordance with clause 181(b) or 181(c). working arrangements for executive level employees 187. arrangements about when work is performed for executive level employees will be determined by the commissioner. where possible, the commissioner will take into account the individual
apsc_enterprise_agreement_2018-21_0.txt1562flextimeemployee will accrue flextime at two hours for each hour worked, until an eight-hour break can be granted. 185. clauses 180 to 184 do not apply where an employee is required to undertake official travel. 186. where the bandwidth has been varied, in accordance with clause 170, the application of clause 181 will be: a) monday to friday: the rate of flextime accrual for work done one hour before the varied bandwidth, and three hours after, will be one and a half hours. any other work done outside the bandwidth will accrue flextime at two hours for each hour worked. b) where the varied bandwidth includes a weekend, any overtime on that day will be paid in accordance with clause 186(a). c) where an employee is directed to work on a weekend day not included in their varied bandwidth, any overtime on that day will be paid in accordance with clause 181(b) or 181(c). working arrangements for executive level employees 187. arrangements about when work is performed for executive level employees will be determined by the commissioner. where possible, the commissioner will take into account the individual needs of the employee. 188. there is an expectation that executive level employees, because of their senior work roles and responsibilities, will be required to undertake reasonable additional hours of work.
apsc_enterprise_agreement_2018-21_0.txt1567travelclauses 180 to 184 do not apply where an employee is required to undertake official travel. 186. where the bandwidth has been varied, in accordance with clause 170, the application of clause 181 will be: a) monday to friday: the rate of flextime accrual for work done one hour before the varied bandwidth, and three hours after, will be one and a half hours. any other work done outside the bandwidth will accrue flextime at two hours for each hour worked. b) where the varied bandwidth includes a weekend, any overtime on that day will be paid in accordance with clause 186(a). c) where an employee is directed to work on a weekend day not included in their varied bandwidth, any overtime on that day will be paid in accordance with clause 181(b) or 181(c). working arrangements for executive level employees 187. arrangements about when work is performed for executive level employees will be determined by the commissioner. where possible, the commissioner will take into account the individual needs of the employee. 188. there is an expectation that executive level employees, because of their senior work roles and responsibilities, will be required to undertake reasonable additional hours of work. 189. where an executive level employee has consistently worked excessive hours a manager may, having regard to clauses 187 to 188, grant reasonable time off in recognition of additional hours
apsc_enterprise_agreement_2018-21_0.txt1571bandwidthwhere the bandwidth has been varied, in accordance with clause 170, the application of clause 181 will be: a) monday to friday: the rate of flextime accrual for work done one hour before the varied bandwidth, and three hours after, will be one and a half hours. any other work done outside the bandwidth will accrue flextime at two hours for each hour worked. b) where the varied bandwidth includes a weekend, any overtime on that day will be paid in accordance with clause 186(a). c) where an employee is directed to work on a weekend day not included in their varied bandwidth, any overtime on that day will be paid in accordance with clause 181(b) or 181(c). working arrangements for executive level employees 187. arrangements about when work is performed for executive level employees will be determined by the commissioner. where possible, the commissioner will take into account the individual needs of the employee. 188. there is an expectation that executive level employees, because of their senior work roles and responsibilities, will be required to undertake reasonable additional hours of work. 189. where an executive level employee has consistently worked excessive hours a manager may, having regard to clauses 187 to 188, grant reasonable time off in recognition of additional hours worked at a time mutually agreed. such absences do not need to be covered by any form of leave. 23
apsc_enterprise_agreement_2018-21_0.txt1573flextimea) monday to friday: the rate of flextime accrual for work done one hour before the varied bandwidth, and three hours after, will be one and a half hours. any other work done outside the bandwidth will accrue flextime at two hours for each hour worked. b) where the varied bandwidth includes a weekend, any overtime on that day will be paid in accordance with clause 186(a). c) where an employee is directed to work on a weekend day not included in their varied bandwidth, any overtime on that day will be paid in accordance with clause 181(b) or 181(c). working arrangements for executive level employees 187. arrangements about when work is performed for executive level employees will be determined by the commissioner. where possible, the commissioner will take into account the individual needs of the employee. 188. there is an expectation that executive level employees, because of their senior work roles and responsibilities, will be required to undertake reasonable additional hours of work. 189. where an executive level employee has consistently worked excessive hours a manager may, having regard to clauses 187 to 188, grant reasonable time off in recognition of additional hours worked at a time mutually agreed. such absences do not need to be covered by any form of leave. 23 part i
apsc_enterprise_agreement_2018-21_0.txt1574bandwidthbandwidth, and three hours after, will be one and a half hours. any other work done outside the bandwidth will accrue flextime at two hours for each hour worked. b) where the varied bandwidth includes a weekend, any overtime on that day will be paid in accordance with clause 186(a). c) where an employee is directed to work on a weekend day not included in their varied bandwidth, any overtime on that day will be paid in accordance with clause 181(b) or 181(c). working arrangements for executive level employees 187. arrangements about when work is performed for executive level employees will be determined by the commissioner. where possible, the commissioner will take into account the individual needs of the employee. 188. there is an expectation that executive level employees, because of their senior work roles and responsibilities, will be required to undertake reasonable additional hours of work. 189. where an executive level employee has consistently worked excessive hours a manager may, having regard to clauses 187 to 188, grant reasonable time off in recognition of additional hours worked at a time mutually agreed. such absences do not need to be covered by any form of leave. 23 part i
apsc_enterprise_agreement_2018-21_0.txt1575flextimethe bandwidth will accrue flextime at two hours for each hour worked. b) where the varied bandwidth includes a weekend, any overtime on that day will be paid in accordance with clause 186(a). c) where an employee is directed to work on a weekend day not included in their varied bandwidth, any overtime on that day will be paid in accordance with clause 181(b) or 181(c). working arrangements for executive level employees 187. arrangements about when work is performed for executive level employees will be determined by the commissioner. where possible, the commissioner will take into account the individual needs of the employee. 188. there is an expectation that executive level employees, because of their senior work roles and responsibilities, will be required to undertake reasonable additional hours of work. 189. where an executive level employee has consistently worked excessive hours a manager may, having regard to clauses 187 to 188, grant reasonable time off in recognition of additional hours worked at a time mutually agreed. such absences do not need to be covered by any form of leave. 23 part i work and life balance
apsc_enterprise_agreement_2018-21_0.txt1575bandwidththe bandwidth will accrue flextime at two hours for each hour worked. b) where the varied bandwidth includes a weekend, any overtime on that day will be paid in accordance with clause 186(a). c) where an employee is directed to work on a weekend day not included in their varied bandwidth, any overtime on that day will be paid in accordance with clause 181(b) or 181(c). working arrangements for executive level employees 187. arrangements about when work is performed for executive level employees will be determined by the commissioner. where possible, the commissioner will take into account the individual needs of the employee. 188. there is an expectation that executive level employees, because of their senior work roles and responsibilities, will be required to undertake reasonable additional hours of work. 189. where an executive level employee has consistently worked excessive hours a manager may, having regard to clauses 187 to 188, grant reasonable time off in recognition of additional hours worked at a time mutually agreed. such absences do not need to be covered by any form of leave. 23 part i work and life balance
apsc_enterprise_agreement_2018-21_0.txt1576overtimeb) where the varied bandwidth includes a weekend, any overtime on that day will be paid in accordance with clause 186(a). c) where an employee is directed to work on a weekend day not included in their varied bandwidth, any overtime on that day will be paid in accordance with clause 181(b) or 181(c). working arrangements for executive level employees 187. arrangements about when work is performed for executive level employees will be determined by the commissioner. where possible, the commissioner will take into account the individual needs of the employee. 188. there is an expectation that executive level employees, because of their senior work roles and responsibilities, will be required to undertake reasonable additional hours of work. 189. where an executive level employee has consistently worked excessive hours a manager may, having regard to clauses 187 to 188, grant reasonable time off in recognition of additional hours worked at a time mutually agreed. such absences do not need to be covered by any form of leave. 23 part i work and life balance
apsc_enterprise_agreement_2018-21_0.txt1576bandwidthb) where the varied bandwidth includes a weekend, any overtime on that day will be paid in accordance with clause 186(a). c) where an employee is directed to work on a weekend day not included in their varied bandwidth, any overtime on that day will be paid in accordance with clause 181(b) or 181(c). working arrangements for executive level employees 187. arrangements about when work is performed for executive level employees will be determined by the commissioner. where possible, the commissioner will take into account the individual needs of the employee. 188. there is an expectation that executive level employees, because of their senior work roles and responsibilities, will be required to undertake reasonable additional hours of work. 189. where an executive level employee has consistently worked excessive hours a manager may, having regard to clauses 187 to 188, grant reasonable time off in recognition of additional hours worked at a time mutually agreed. such absences do not need to be covered by any form of leave. 23 part i work and life balance
apsc_enterprise_agreement_2018-21_0.txt1579overtimebandwidth, any overtime on that day will be paid in accordance with clause 181(b) or 181(c). working arrangements for executive level employees 187. arrangements about when work is performed for executive level employees will be determined by the commissioner. where possible, the commissioner will take into account the individual needs of the employee. 188. there is an expectation that executive level employees, because of their senior work roles and responsibilities, will be required to undertake reasonable additional hours of work. 189. where an executive level employee has consistently worked excessive hours a manager may, having regard to clauses 187 to 188, grant reasonable time off in recognition of additional hours worked at a time mutually agreed. such absences do not need to be covered by any form of leave. 23 part i work and life balance working away from the office 190.
apsc_enterprise_agreement_2018-21_0.txt1579bandwidthbandwidth, any overtime on that day will be paid in accordance with clause 181(b) or 181(c). working arrangements for executive level employees 187. arrangements about when work is performed for executive level employees will be determined by the commissioner. where possible, the commissioner will take into account the individual needs of the employee. 188. there is an expectation that executive level employees, because of their senior work roles and responsibilities, will be required to undertake reasonable additional hours of work. 189. where an executive level employee has consistently worked excessive hours a manager may, having regard to clauses 187 to 188, grant reasonable time off in recognition of additional hours worked at a time mutually agreed. such absences do not need to be covered by any form of leave. 23 part i work and life balance working away from the office 190.
apsc_enterprise_agreement_2018-21_0.txt1651travelrequired to travel away from their normal work location for business purposes; b) directed to work additional hours or to attend a conference or learning and development course outside the standard bandwidth; c) directed to work outside the employee’s regular agreed hours of work; or d) directed to return to duty. flexible working arrangements 197. an employee may request flexible working arrangements in accordance with section 65 of the fair work act. health promotion 198. the commission will provide employees with access to health and wellbeing initiatives, this may include influenza vaccinations. 24 part j performance and development performance management framework 199.
apsc_enterprise_agreement_2018-21_0.txt1654bandwidthcourse outside the standard bandwidth; c) directed to work outside the employee’s regular agreed hours of work; or d) directed to return to duty. flexible working arrangements 197. an employee may request flexible working arrangements in accordance with section 65 of the fair work act. health promotion 198. the commission will provide employees with access to health and wellbeing initiatives, this may include influenza vaccinations. 24 part j performance and development performance management framework 199. employees must participate in the commission’s performance management framework. the annual performance management cycle runs from 1 july to 30 june each year. further information can be found in the performance management policy.
apsc_enterprise_agreement_2018-21_0.txt1669health and wellbeingthe commission will provide employees with access to health and wellbeing initiatives, this may include influenza vaccinations. 24 part j performance and development performance management framework 199. employees must participate in the commission’s performance management framework. the annual performance management cycle runs from 1 july to 30 june each year. further information can be found in the performance management policy. eligibility for performance based salary advancement 200. on 1 july an eligible ongoing employee who is below the maximum pay point of their substantive classification will be eligible for progression to the next highest pay point within their substantive classification, subject to clauses 201 to 206. 201. eligibility for performance based salary advancement is limited to ongoing employees who are present in the workplace and subject to the framework for a minimum of six months during the annual performance management cycle. employees must achieve satisfactory performance at the end of the annual performance management cycle to be advanced.
apsc_enterprise_agreement_2018-21_0.txt1685salary advancementeligibility for performance based salary advancement 200. on 1 july an eligible ongoing employee who is below the maximum pay point of their substantive classification will be eligible for progression to the next highest pay point within their substantive classification, subject to clauses 201 to 206. 201. eligibility for performance based salary advancement is limited to ongoing employees who are present in the workplace and subject to the framework for a minimum of six months during the annual performance management cycle. employees must achieve satisfactory performance at the end of the annual performance management cycle to be advanced. 202. non-ongoing employees are not eligible for salary advancement under these provisions. 203. where an employee is promoted within the commission and has previously been temporarily assigned duties at this classification, and that period of temporary assignment immediately precedes the date of effect of the promotion, the period of temporary assignment will count towards the qualifying period for salary advancement. performance improvement plan 204. an employee who is not performing satisfactorily will be placed on a performance improvement plan.
apsc_enterprise_agreement_2018-21_0.txt1694salary advancementeligibility for performance based salary advancement is limited to ongoing employees who are present in the workplace and subject to the framework for a minimum of six months during the annual performance management cycle. employees must achieve satisfactory performance at the end of the annual performance management cycle to be advanced. 202. non-ongoing employees are not eligible for salary advancement under these provisions. 203. where an employee is promoted within the commission and has previously been temporarily assigned duties at this classification, and that period of temporary assignment immediately precedes the date of effect of the promotion, the period of temporary assignment will count towards the qualifying period for salary advancement. performance improvement plan 204. an employee who is not performing satisfactorily will be placed on a performance improvement plan. 205. an employee who is on a performance improvement plan at the end of the annual performance management cycle will not be eligible for a performance based salary advancement on 1 july. 206. where an employee has improved their performance, salary advancement to the next available
apsc_enterprise_agreement_2018-21_0.txt1701salary advancementnon-ongoing employees are not eligible for salary advancement under these provisions. 203. where an employee is promoted within the commission and has previously been temporarily assigned duties at this classification, and that period of temporary assignment immediately precedes the date of effect of the promotion, the period of temporary assignment will count towards the qualifying period for salary advancement. performance improvement plan 204. an employee who is not performing satisfactorily will be placed on a performance improvement plan. 205. an employee who is on a performance improvement plan at the end of the annual performance management cycle will not be eligible for a performance based salary advancement on 1 july. 206. where an employee has improved their performance, salary advancement to the next available pay point will take effect from the date they are assessed as achieving satisfactory performance, subject to clauses 200 to 203. skills recognition and development 207. the commissioner may approve funding of professional memberships and development needs
apsc_enterprise_agreement_2018-21_0.txt1708salary advancementtowards the qualifying period for salary advancement. performance improvement plan 204. an employee who is not performing satisfactorily will be placed on a performance improvement plan. 205. an employee who is on a performance improvement plan at the end of the annual performance management cycle will not be eligible for a performance based salary advancement on 1 july. 206. where an employee has improved their performance, salary advancement to the next available pay point will take effect from the date they are assessed as achieving satisfactory performance, subject to clauses 200 to 203. skills recognition and development 207. the commissioner may approve funding of professional memberships and development needs where this is agreed between the commissioner and the employee. study encouragement scheme 208. the commission may provide financial or other assistance to an employee to undertake formal courses of study at tertiary and higher education institutions and other vocational education
apsc_enterprise_agreement_2018-21_0.txt1719salary advancementmanagement cycle will not be eligible for a performance based salary advancement on 1 july. 206. where an employee has improved their performance, salary advancement to the next available pay point will take effect from the date they are assessed as achieving satisfactory performance, subject to clauses 200 to 203. skills recognition and development 207. the commissioner may approve funding of professional memberships and development needs where this is agreed between the commissioner and the employee. study encouragement scheme 208. the commission may provide financial or other assistance to an employee to undertake formal courses of study at tertiary and higher education institutions and other vocational education courses, where the study is agreed to by the commissioner. 209. further information can be found in the employee development policy. 25 part k workforce adjustment
apsc_enterprise_agreement_2018-21_0.txt1723salary advancementwhere an employee has improved their performance, salary advancement to the next available pay point will take effect from the date they are assessed as achieving satisfactory performance, subject to clauses 200 to 203. skills recognition and development 207. the commissioner may approve funding of professional memberships and development needs where this is agreed between the commissioner and the employee. study encouragement scheme 208. the commission may provide financial or other assistance to an employee to undertake formal courses of study at tertiary and higher education institutions and other vocational education courses, where the study is agreed to by the commissioner. 209. further information can be found in the employee development policy. 25 part k workforce adjustment employee initiated separation from the aps 210.
apsc_enterprise_agreement_2018-21_0.txt1911long service leaveb) government service as defined in section 10 of the long service leave act; c) service with a commonwealth body (other than service with a joint commonwealth-state body corporate) in which the commonwealth has a controlling interest which is recognised for long service leave purposes; d) service with the adf; e) aps service immediately preceding deemed resignation under repealed section 49 of the public service act, if the service has not previously been recognised for severance pay purposes; and f) service in another organisation where: i. an employee moved from the aps to that organisation with a transfer of function; or ii. an employee engaged by that organisation on work within a function is engaged in the aps as a result of the transfer of that function to the aps; and iii. such service is recognised for long service leave purposes. rate of payment 230.
apsc_enterprise_agreement_2018-21_0.txt1916long service leavelong service leave purposes; d) service with the adf; e) aps service immediately preceding deemed resignation under repealed section 49 of the public service act, if the service has not previously been recognised for severance pay purposes; and f) service in another organisation where: i. an employee moved from the aps to that organisation with a transfer of function; or ii. an employee engaged by that organisation on work within a function is engaged in the aps as a result of the transfer of that function to the aps; and iii. such service is recognised for long service leave purposes. rate of payment 230. for the purpose of calculating any payment under clause 226, salary will include: a) the employee’s salary at their substantive work value level; or
apsc_enterprise_agreement_2018-21_0.txt1936long service leavesuch service is recognised for long service leave purposes. rate of payment 230. for the purpose of calculating any payment under clause 226, salary will include: a) the employee’s salary at their substantive work value level; or b) the salary of the higher work value level, where the employee has been working at the higher level for a continuous period of at least 12 months immediately preceding the date on which the employee is given notice of termination; and 28 c) other allowances in the nature of salary which are paid during periods of annual leave and on a regular basis, excluding allowances which are a reimbursement for expenses incurred, or a payment for disabilities associated with the performance of duty. accelerated separation option and additional payment 231. where the commissioner invites an excess employee to accept voluntary retrenchment, the commissioner may also invite the excess employee to accept an accelerated separation option. this option provides, in addition to the severance benefit, a payment of a maximum of four weeks’ salary in lieu of the consideration period referred to in clause 219 where the excess employee agrees to termination of employment and the employment is so terminated within 14
apsc_enterprise_agreement_2018-21_0.txt2053traveltravel and incidental expenses incurred in seeking alternative employment (where such expenses are not met by the prospective employer) and will be given reasonable time off work to attend job interviews. 243. an excess employee required to move their household to a new locality as a result of an assignment to new duties at the same or lower classification may be entitled to reasonable expenses in accordance with part f of this agreement. involuntary retrenchment 244. subject to clause 241 the commissioner under section 29 of the public service act may terminate the employment of an excess employee who has not agreed to voluntary retrenchment and has not been permanently redeployed to an ongoing position. 245. the commissioner will not terminate the employment of an excess employee if the excess employee has not been invited to accept an offer of voluntary retrenchment or has elected to accept an offer of voluntary retrenchment but the commissioner has refused to approve it. 30 part l consultation and communication 246.
apsc_enterprise_agreement_2018-21_0.txt2594flextimeflextime” is a system of flexible working arrangements which enables an employee and the commissioner to vary working hours, patterns and arrangements (subject to operational requirements) to average working hours of 37 hours and 30 minutes, or regular agreed parttime hours, per week for the settlement period. “foster care” means an arrangement whereby an employee, as primary carer, assumes long term responsibility for a child: a) arising from the placement of the child by a `fostering’ arrangement or parentage order by a person / organisation with statutory responsibility for the placement of the child; b) where the child is, or will be, under 16 years of age as at the day of placement, or the expected day of placement, of the child; c) where the placement of the child: i. is for a period longer than six months; and ii. in circumstances where it is not expected that the child will return to their family; and d) the child is not (otherwise than because of the fostering) a child of the employee or the employee’s spouse or de facto partner. the ‘placement’ of a child, means the earlier of the following days: a) the day on which the employee first takes long term care of the child; or
apsc_enterprise_agreement_2018-21_0.txt2625travelb) the day on which the employee starts any travel that is reasonably necessary to take custody of the child. “graduate aps” means an employee allocated the classification of graduate aps in accordance with the classification rules. graduates undertake a structured program of training and work placements. “long service leave act” means the long service leave (commonwealth employees) act 1976 as amended from time to time. “manager” means the person to whom an employee generally reports to on a day-to-day basis for work related matters, and may include a person referred to as a supervisor. “maternity leave act” means the maternity leave (commonwealth employees) act 1973 as amended form time to time. “national employment standards (nes)” means those minimum terms and conditions that apply to all national system employees, as outlined in part 2-2 of the fair work act. “non-ongoing employee” means an employee who has been engaged under section 22(2)(b) of the public service act for either a specified term or for the duration of a specified task. 38 “official travel” means travel that an employee is requested to undertake on behalf of the commission. official travel requires formal approval by the commissioner via a movement requisition. “parliamentary services act” means the parliamentary service act 1999 as amended from time to time. “public service act” means the public service act 1999 as amended from time to time. “settlement period” means a four week period beginning on a pay day thursday for the purposes of determining flextime debit or credit carryover. “trainee aps (administrative)” means an employee allocated the classification of trainee aps (administrative) in accordance with the classification rules . trainee aps (administrative) employees undertake a training program for a period of 12 months which combines time at work with training, and can be full-time, part-time or school-based.
apsc_enterprise_agreement_2018-21_0.txt2630long service leavelong service leave act” means the long service leave (commonwealth employees) act 1976 as amended from time to time. “manager” means the person to whom an employee generally reports to on a day-to-day basis for work related matters, and may include a person referred to as a supervisor. “maternity leave act” means the maternity leave (commonwealth employees) act 1973 as amended form time to time. “national employment standards (nes)” means those minimum terms and conditions that apply to all national system employees, as outlined in part 2-2 of the fair work act. “non-ongoing employee” means an employee who has been engaged under section 22(2)(b) of the public service act for either a specified term or for the duration of a specified task. 38 “official travel” means travel that an employee is requested to undertake on behalf of the commission. official travel requires formal approval by the commissioner via a movement requisition. “parliamentary services act” means the parliamentary service act 1999 as amended from time to time. “public service act” means the public service act 1999 as amended from time to time. “settlement period” means a four week period beginning on a pay day thursday for the purposes of determining flextime debit or credit carryover. “trainee aps (administrative)” means an employee allocated the classification of trainee aps (administrative) in accordance with the classification rules . trainee aps (administrative) employees undertake a training program for a period of 12 months which combines time at work with training, and can be full-time, part-time or school-based. “training classification” means the classifications listed in schedule 2 of the classification rules. “working day” is monday to friday and excludes public holidays and the christmas closedown. 39
apsc_enterprise_agreement_2018-21_0.txt2634maternity leavematernity leave act” means the maternity leave (commonwealth employees) act 1973 as amended form time to time. “national employment standards (nes)” means those minimum terms and conditions that apply to all national system employees, as outlined in part 2-2 of the fair work act. “non-ongoing employee” means an employee who has been engaged under section 22(2)(b) of the public service act for either a specified term or for the duration of a specified task. 38 “official travel” means travel that an employee is requested to undertake on behalf of the commission. official travel requires formal approval by the commissioner via a movement requisition. “parliamentary services act” means the parliamentary service act 1999 as amended from time to time. “public service act” means the public service act 1999 as amended from time to time. “settlement period” means a four week period beginning on a pay day thursday for the purposes of determining flextime debit or credit carryover. “trainee aps (administrative)” means an employee allocated the classification of trainee aps (administrative) in accordance with the classification rules . trainee aps (administrative) employees undertake a training program for a period of 12 months which combines time at work with training, and can be full-time, part-time or school-based. “training classification” means the classifications listed in schedule 2 of the classification rules. “working day” is monday to friday and excludes public holidays and the christmas closedown. 39
apsc_enterprise_agreement_2018-21_0.txt2643travel“official travel” means travel that an employee is requested to undertake on behalf of the commission. official travel requires formal approval by the commissioner via a movement requisition. “parliamentary services act” means the parliamentary service act 1999 as amended from time to time. “public service act” means the public service act 1999 as amended from time to time. “settlement period” means a four week period beginning on a pay day thursday for the purposes of determining flextime debit or credit carryover. “trainee aps (administrative)” means an employee allocated the classification of trainee aps (administrative) in accordance with the classification rules . trainee aps (administrative) employees undertake a training program for a period of 12 months which combines time at work with training, and can be full-time, part-time or school-based. “training classification” means the classifications listed in schedule 2 of the classification rules. “working day” is monday to friday and excludes public holidays and the christmas closedown. 39
apsc_enterprise_agreement_2018-21_0.txt2644travelcommission. official travel requires formal approval by the commissioner via a movement requisition. “parliamentary services act” means the parliamentary service act 1999 as amended from time to time. “public service act” means the public service act 1999 as amended from time to time. “settlement period” means a four week period beginning on a pay day thursday for the purposes of determining flextime debit or credit carryover. “trainee aps (administrative)” means an employee allocated the classification of trainee aps (administrative) in accordance with the classification rules . trainee aps (administrative) employees undertake a training program for a period of 12 months which combines time at work with training, and can be full-time, part-time or school-based. “training classification” means the classifications listed in schedule 2 of the classification rules. “working day” is monday to friday and excludes public holidays and the christmas closedown. 39
apsc_enterprise_agreement_2018-21_0.txt2650flextimepurposes of determining flextime debit or credit carryover. “trainee aps (administrative)” means an employee allocated the classification of trainee aps (administrative) in accordance with the classification rules . trainee aps (administrative) employees undertake a training program for a period of 12 months which combines time at work with training, and can be full-time, part-time or school-based. “training classification” means the classifications listed in schedule 2 of the classification rules. “working day” is monday to friday and excludes public holidays and the christmas closedown. 39
Australian National Audit Office_Enterprise_Agreement_2016-19.txt637salary advancementsalary advancement – on 1 november each year commencing 1 november 2016, an ongoing employee and non-ongoing employees with twelve months or more continuous service (excluding graduates and casual employees) who are not already on the maximum pay point applying to his or her current substantive aps classification may advance to the next pay point if the employee: (i) has in place a performance agreement; (ii) has been at his or her current anao pay point for at least six months; and (iii) received a rating of meeting expectations or above in the prior performance cycle (an equivalent rating of satisfactory if transferred, promoted or engaged by the anao). for executive level employees above the 5th pay point (el 2) or 3rd pay point (el 1), movement to a higher pay point (in to the “remuneration zone”) is subject to the approval of the auditor-general and in accordance with the anao remuneration model. 7 employment conditions 13. 14.
Australian National Audit Office_Enterprise_Agreement_2016-19.txt694overtimewill not attract overtime rates or any other special benefits. flexible working arrangements 14.1 an employee may request flexible working arrangements in accordance with section 65 of the fwa. more information is available in the anao employment manual. 14.2 the auditor-general may approve an employee to work away from the office, subject to operational requirements. 14.3 the auditor-general and employees, including at the executive level, may agree to a pattern of work by which the employee will achieve agreed outcomes and have flexibility in their work attendance arrangements. the factors that may be taken into account when determining a pattern of work are: anao operational requirements; impact on auditees; impact on other members of the work group; and the personal needs of the employee. working patterns 15.1 16. the auditor-general and employee to agree work patterns – the pattern by which employees will perform the hours of work specified in clause 13 is a matter for agreement between the auditor-general and the employee, taking into account operational requirements of the anao. however, an employee will not be required to
Australian National Audit Office_Enterprise_Agreement_2016-19.txt753flextimeflextime scheme 18.1 flextime is a formal system of flexible working hour’s arrangements which enables employees and the auditor-general to vary working hours, patterns and arrangements. 18.2 eligibility – the accumulation of hours, as prescribed in sub-clause 18.3, and the taking of these hours as flex leave under the flextime scheme, is only available to employees at the aps 1 to aps 6 classification. 18.3 maximum credit carry over – employees may accumulate a maximum of 37.5 hours flex credit at the end of their settlement period. this limitation does not apply during periods of peak workload, subject to auditor-general approval. 18.4 maximum debit carry over – eligible employees may carry over a maximum of 10 hours flex debit accumulated in any settlement period into the next settlement period. 18.5 excess flex debit – in circumstances where: (i) the maximum debit is exceeded at the end of a settlement period, the employee will endeavour to reduce the debit to the maximum allowable over the next settlement
Australian National Audit Office_Enterprise_Agreement_2016-19.txt756flextimeflextime is a formal system of flexible working hour’s arrangements which enables employees and the auditor-general to vary working hours, patterns and arrangements. 18.2 eligibility – the accumulation of hours, as prescribed in sub-clause 18.3, and the taking of these hours as flex leave under the flextime scheme, is only available to employees at the aps 1 to aps 6 classification. 18.3 maximum credit carry over – employees may accumulate a maximum of 37.5 hours flex credit at the end of their settlement period. this limitation does not apply during periods of peak workload, subject to auditor-general approval. 18.4 maximum debit carry over – eligible employees may carry over a maximum of 10 hours flex debit accumulated in any settlement period into the next settlement period. 18.5 excess flex debit – in circumstances where: (i) the maximum debit is exceeded at the end of a settlement period, the employee will endeavour to reduce the debit to the maximum allowable over the next settlement period; and (ii) should this not occur, the excess amount shall be treated as leave without pay and
Australian National Audit Office_Enterprise_Agreement_2016-19.txt762flextimethese hours as flex leave under the flextime scheme, is only available to employees at the aps 1 to aps 6 classification. 18.3 maximum credit carry over – employees may accumulate a maximum of 37.5 hours flex credit at the end of their settlement period. this limitation does not apply during periods of peak workload, subject to auditor-general approval. 18.4 maximum debit carry over – eligible employees may carry over a maximum of 10 hours flex debit accumulated in any settlement period into the next settlement period. 18.5 excess flex debit – in circumstances where: (i) the maximum debit is exceeded at the end of a settlement period, the employee will endeavour to reduce the debit to the maximum allowable over the next settlement period; and (ii) should this not occur, the excess amount shall be treated as leave without pay and an appropriate deduction made from the employee’s salary or annual leave may be substituted. 18.6 18.7
Australian National Audit Office_Enterprise_Agreement_2016-19.txt807flextimeany other relevant issues for the employee or work group, including flextime carryover credits. auditor-general to ensure employees access to flex leave – for the flextime arrangements to work effectively, the auditor-general has a responsibility to manage the hours of work of his employees to ensure that employees are productively employed and are not accumulating excessive flex credits without the opportunity to reasonably access flex leave. reversion to standard hours 19.1 removal of flexible working arrangements – access to flexible working arrangements will not apply in circumstances where: (i) the auditor-general reasonably considers that the employee’s attendance is unsatisfactory; and/or 9 (ii) 20. 19.2 standard hours – where flexible working arrangements no longer apply, employees will revert to standard hours. standard hours are 7.5 hours per day, to be worked from 8.30 am to 12.30 pm and 1.30 pm to 5.00 pm.
Australian National Audit Office_Enterprise_Agreement_2016-19.txt810flextimeauditor-general to ensure employees access to flex leave – for the flextime arrangements to work effectively, the auditor-general has a responsibility to manage the hours of work of his employees to ensure that employees are productively employed and are not accumulating excessive flex credits without the opportunity to reasonably access flex leave. reversion to standard hours 19.1 removal of flexible working arrangements – access to flexible working arrangements will not apply in circumstances where: (i) the auditor-general reasonably considers that the employee’s attendance is unsatisfactory; and/or 9 (ii) 20. 19.2 standard hours – where flexible working arrangements no longer apply, employees will revert to standard hours. standard hours are 7.5 hours per day, to be worked from 8.30 am to 12.30 pm and 1.30 pm to 5.00 pm. 19.3
Australian National Audit Office_Enterprise_Agreement_2016-19.txt840flextimerestoration of flextime – access to flexible working arrangements may be restored when the auditor-general is satisfied that the employee’s attendance is satisfactory. absent from duty 20.1 21. 22. where an employee is absent from duty without proper approval, all pay and other benefits under this agreement will cease to be available until they resume duty or leave is granted. part-time employment 21.1 definition – a part-time employee is one whose regular hours of work are less than 150 hours over a four week period. 21.2 pay and benefits – remuneration and other benefits for part-time employees will be calculated on a pro-rata basis, apart from those allowances of a reimbursement nature, where part-time employees will receive the same amount as full-time employees. 21.3 employees may seek part-time work – the auditor-general will agree to reasonable requests for part-time work, subject to operational requirements. approval for part-time
Australian National Audit Office_Enterprise_Agreement_2016-19.txt898maternity leaveservice leave and maternity leave. annual leave 23.1 four weeks leave entitlement – all employees will have an entitlement to four weeks (20 days) annual leave per year, with part-time employees eligible on a pro-rata basis. an employee’s entitlement to paid annual leave accrues progressively during a year of service according to the employee’s ordinary hours of work, and accumulates from year 10 to year. leave is credited every payday fortnight. subject to organisational requirements and approval by the auditor-general, leave is available for use as it accrues. 23.2 anticipation of annual leave – employees who have insufficient leave credits may, subject to approval by the auditor-general, anticipate one week’s leave to cover emergency situations and when employees have exhausted their personal leave. 23.3 may access on half pay – annual leave may be taken on half pay, with a minimum debit of one half day credit at any one time, giving an absence of 1 day on half pay. approval to take half pay annual leave is subject to the proposal meeting operational requirements. combinations of full and half pay absences are allowable. leave taken on half pay will count as service for all purposes. 23.4
Australian National Audit Office_Enterprise_Agreement_2016-19.txt1101long service leaveaccess to personal/carer’s leave while on annual leave, or long service leave – an employee who is medically unfit or has carer’s duties consistent with sub-clause 25.5 (a) and (b) while on any period of paid leave (other than parental leave) and, who produces reasonable evidence (consistent with sub-clause 25.7), may apply for personal/carer’s leave. their leave will be re-credited to the extent of the period of personal leave granted. 25.9 leave without pay and effect on leave accrual – any continuous period of miscellaneous leave without pay greater than 30 calendar days will not count as service for personal/carer's leave purposes. 25.10 employees on worker’s compensation – an employee in receipt of worker’s compensation payments for accumulated periods exceeding 45 weeks per claim will accrue personal leave on the basis of hours actually worked. 25.11 employees may exhaust credits – an employee will not, without their consent, be retired on invalidity grounds before their personal leave and/or annual leave credits are exhausted, unless provided by legislation. 25.12 anticipation of personal/carer’s leave – the auditor-general may allow an employee who has worked in the aps for at least 3 years, to anticipate up to 10 days full pay personal leave where all other paid leave credits (excluding long service leave) are
Australian National Audit Office_Enterprise_Agreement_2016-19.txt1103parental leaveand (b) while on any period of paid leave (other than parental leave) and, who produces reasonable evidence (consistent with sub-clause 25.7), may apply for personal/carer’s leave. their leave will be re-credited to the extent of the period of personal leave granted. 25.9 leave without pay and effect on leave accrual – any continuous period of miscellaneous leave without pay greater than 30 calendar days will not count as service for personal/carer's leave purposes. 25.10 employees on worker’s compensation – an employee in receipt of worker’s compensation payments for accumulated periods exceeding 45 weeks per claim will accrue personal leave on the basis of hours actually worked. 25.11 employees may exhaust credits – an employee will not, without their consent, be retired on invalidity grounds before their personal leave and/or annual leave credits are exhausted, unless provided by legislation. 25.12 anticipation of personal/carer’s leave – the auditor-general may allow an employee who has worked in the aps for at least 3 years, to anticipate up to 10 days full pay personal leave where all other paid leave credits (excluding long service leave) are exhausted.
Australian National Audit Office_Enterprise_Agreement_2016-19.txt1130long service leavepersonal leave where all other paid leave credits (excluding long service leave) are exhausted. 13 26. other leave 26.1 granting of other leave – other leave may be granted by the auditor-general, for a purpose that is considered to be in the interests of the anao and/or the commonwealth. 26.2 leave may be granted: for the period requested or for another period; (i) (ii) with or without pay; and subject to conditions. other leave with pay includes, but is not limited to, where an employee engages in community service activities such as jury service and emergency management activities as defined in the fwa. where leave is refused, the employee will be advised in writing of the reason for the decision. further information regarding other leave is available in the anao employment manual. 26.3
Australian National Audit Office_Enterprise_Agreement_2016-19.txt1240long service leavelong service leave 28.1 an employee is eligible for long service leave in accordance with the long service leave (commonwealth employees) act 1976. 28.2 the minimum period during which long service leave can be taken is seven calendar days at full pay (or 14 calendar days at half pay). long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. parental leave 29.1 maternity and parental leave - the entitlement to maternity leave is provided under the maternity leave (commonwealth employees) act 1973. division 5 of part 2-2 of the fwa sets out the entitlements to parental leave. 29.2 an eligible employee who is entitled to paid maternity leave under sub-clause 29.1 is entitled to a period of additional paid leave of three weeks to count as service, which may be taken as three weeks at full pay or six weeks at half pay. only three weeks additional paid leave will count as service for all purposes. this additional paid leave is not paid maternity leave as provided under the maternity leave (commonwealth employees) act 1973. 29.3
Australian National Audit Office_Enterprise_Agreement_2016-19.txt1243long service leavean employee is eligible for long service leave in accordance with the long service leave (commonwealth employees) act 1976. 28.2 the minimum period during which long service leave can be taken is seven calendar days at full pay (or 14 calendar days at half pay). long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. parental leave 29.1 maternity and parental leave - the entitlement to maternity leave is provided under the maternity leave (commonwealth employees) act 1973. division 5 of part 2-2 of the fwa sets out the entitlements to parental leave. 29.2 an eligible employee who is entitled to paid maternity leave under sub-clause 29.1 is entitled to a period of additional paid leave of three weeks to count as service, which may be taken as three weeks at full pay or six weeks at half pay. only three weeks additional paid leave will count as service for all purposes. this additional paid leave is not paid maternity leave as provided under the maternity leave (commonwealth employees) act 1973. 29.3 an employee who is not entitled to paid maternity leave under the maternity leave (commonwealth employees) act 1973 in relation to the birth of a child will have entitlements to unpaid leave in accordance with the relevant provisions of the fwa.
Australian National Audit Office_Enterprise_Agreement_2016-19.txt1248long service leavethe minimum period during which long service leave can be taken is seven calendar days at full pay (or 14 calendar days at half pay). long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. parental leave 29.1 maternity and parental leave - the entitlement to maternity leave is provided under the maternity leave (commonwealth employees) act 1973. division 5 of part 2-2 of the fwa sets out the entitlements to parental leave. 29.2 an eligible employee who is entitled to paid maternity leave under sub-clause 29.1 is entitled to a period of additional paid leave of three weeks to count as service, which may be taken as three weeks at full pay or six weeks at half pay. only three weeks additional paid leave will count as service for all purposes. this additional paid leave is not paid maternity leave as provided under the maternity leave (commonwealth employees) act 1973. 29.3 an employee who is not entitled to paid maternity leave under the maternity leave (commonwealth employees) act 1973 in relation to the birth of a child will have entitlements to unpaid leave in accordance with the relevant provisions of the fwa. 29.4 adoption leave – an employee, who meets the same qualifying service that applies to paid maternity leave under the maternity leave (commonwealth employees) act 1973,
Australian National Audit Office_Enterprise_Agreement_2016-19.txt1249long service leavedays at full pay (or 14 calendar days at half pay). long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. parental leave 29.1 maternity and parental leave - the entitlement to maternity leave is provided under the maternity leave (commonwealth employees) act 1973. division 5 of part 2-2 of the fwa sets out the entitlements to parental leave. 29.2 an eligible employee who is entitled to paid maternity leave under sub-clause 29.1 is entitled to a period of additional paid leave of three weeks to count as service, which may be taken as three weeks at full pay or six weeks at half pay. only three weeks additional paid leave will count as service for all purposes. this additional paid leave is not paid maternity leave as provided under the maternity leave (commonwealth employees) act 1973. 29.3 an employee who is not entitled to paid maternity leave under the maternity leave (commonwealth employees) act 1973 in relation to the birth of a child will have entitlements to unpaid leave in accordance with the relevant provisions of the fwa. 29.4 adoption leave – an employee, who meets the same qualifying service that applies to paid maternity leave under the maternity leave (commonwealth employees) act 1973, who is the primary caregiver of an adopted child who:
Australian National Audit Office_Enterprise_Agreement_2016-19.txt1252parental leaveparental leave 29.1 maternity and parental leave - the entitlement to maternity leave is provided under the maternity leave (commonwealth employees) act 1973. division 5 of part 2-2 of the fwa sets out the entitlements to parental leave. 29.2 an eligible employee who is entitled to paid maternity leave under sub-clause 29.1 is entitled to a period of additional paid leave of three weeks to count as service, which may be taken as three weeks at full pay or six weeks at half pay. only three weeks additional paid leave will count as service for all purposes. this additional paid leave is not paid maternity leave as provided under the maternity leave (commonwealth employees) act 1973. 29.3 an employee who is not entitled to paid maternity leave under the maternity leave (commonwealth employees) act 1973 in relation to the birth of a child will have entitlements to unpaid leave in accordance with the relevant provisions of the fwa. 29.4 adoption leave – an employee, who meets the same qualifying service that applies to paid maternity leave under the maternity leave (commonwealth employees) act 1973, who is the primary caregiver of an adopted child who: • is, or will be, under school age at the day of placement, or the expected day of
Australian National Audit Office_Enterprise_Agreement_2016-19.txt1255maternity leavematernity and parental leave - the entitlement to maternity leave is provided under the maternity leave (commonwealth employees) act 1973. division 5 of part 2-2 of the fwa sets out the entitlements to parental leave. 29.2 an eligible employee who is entitled to paid maternity leave under sub-clause 29.1 is entitled to a period of additional paid leave of three weeks to count as service, which may be taken as three weeks at full pay or six weeks at half pay. only three weeks additional paid leave will count as service for all purposes. this additional paid leave is not paid maternity leave as provided under the maternity leave (commonwealth employees) act 1973. 29.3 an employee who is not entitled to paid maternity leave under the maternity leave (commonwealth employees) act 1973 in relation to the birth of a child will have entitlements to unpaid leave in accordance with the relevant provisions of the fwa. 29.4 adoption leave – an employee, who meets the same qualifying service that applies to paid maternity leave under the maternity leave (commonwealth employees) act 1973, who is the primary caregiver of an adopted child who: • is, or will be, under school age at the day of placement, or the expected day of placement; •
Australian National Audit Office_Enterprise_Agreement_2016-19.txt1255parental leavematernity and parental leave - the entitlement to maternity leave is provided under the maternity leave (commonwealth employees) act 1973. division 5 of part 2-2 of the fwa sets out the entitlements to parental leave. 29.2 an eligible employee who is entitled to paid maternity leave under sub-clause 29.1 is entitled to a period of additional paid leave of three weeks to count as service, which may be taken as three weeks at full pay or six weeks at half pay. only three weeks additional paid leave will count as service for all purposes. this additional paid leave is not paid maternity leave as provided under the maternity leave (commonwealth employees) act 1973. 29.3 an employee who is not entitled to paid maternity leave under the maternity leave (commonwealth employees) act 1973 in relation to the birth of a child will have entitlements to unpaid leave in accordance with the relevant provisions of the fwa. 29.4 adoption leave – an employee, who meets the same qualifying service that applies to paid maternity leave under the maternity leave (commonwealth employees) act 1973, who is the primary caregiver of an adopted child who: • is, or will be, under school age at the day of placement, or the expected day of placement; •
Australian National Audit Office_Enterprise_Agreement_2016-19.txt1256maternity leavematernity leave (commonwealth employees) act 1973. division 5 of part 2-2 of the fwa sets out the entitlements to parental leave. 29.2 an eligible employee who is entitled to paid maternity leave under sub-clause 29.1 is entitled to a period of additional paid leave of three weeks to count as service, which may be taken as three weeks at full pay or six weeks at half pay. only three weeks additional paid leave will count as service for all purposes. this additional paid leave is not paid maternity leave as provided under the maternity leave (commonwealth employees) act 1973. 29.3 an employee who is not entitled to paid maternity leave under the maternity leave (commonwealth employees) act 1973 in relation to the birth of a child will have entitlements to unpaid leave in accordance with the relevant provisions of the fwa. 29.4 adoption leave – an employee, who meets the same qualifying service that applies to paid maternity leave under the maternity leave (commonwealth employees) act 1973, who is the primary caregiver of an adopted child who: • is, or will be, under school age at the day of placement, or the expected day of placement; •
Australian National Audit Office_Enterprise_Agreement_2016-19.txt1257parental leavesets out the entitlements to parental leave. 29.2 an eligible employee who is entitled to paid maternity leave under sub-clause 29.1 is entitled to a period of additional paid leave of three weeks to count as service, which may be taken as three weeks at full pay or six weeks at half pay. only three weeks additional paid leave will count as service for all purposes. this additional paid leave is not paid maternity leave as provided under the maternity leave (commonwealth employees) act 1973. 29.3 an employee who is not entitled to paid maternity leave under the maternity leave (commonwealth employees) act 1973 in relation to the birth of a child will have entitlements to unpaid leave in accordance with the relevant provisions of the fwa. 29.4 adoption leave – an employee, who meets the same qualifying service that applies to paid maternity leave under the maternity leave (commonwealth employees) act 1973, who is the primary caregiver of an adopted child who: • is, or will be, under school age at the day of placement, or the expected day of placement; • has not, or will not have, lived continuously with the employee for a period of 6
Australian National Audit Office_Enterprise_Agreement_2016-19.txt1261maternity leavean eligible employee who is entitled to paid maternity leave under sub-clause 29.1 is entitled to a period of additional paid leave of three weeks to count as service, which may be taken as three weeks at full pay or six weeks at half pay. only three weeks additional paid leave will count as service for all purposes. this additional paid leave is not paid maternity leave as provided under the maternity leave (commonwealth employees) act 1973. 29.3 an employee who is not entitled to paid maternity leave under the maternity leave (commonwealth employees) act 1973 in relation to the birth of a child will have entitlements to unpaid leave in accordance with the relevant provisions of the fwa. 29.4 adoption leave – an employee, who meets the same qualifying service that applies to paid maternity leave under the maternity leave (commonwealth employees) act 1973, who is the primary caregiver of an adopted child who: • is, or will be, under school age at the day of placement, or the expected day of placement; • has not, or will not have, lived continuously with the employee for a period of 6 months or more as at the day of placement; and 15
Australian National Audit Office_Enterprise_Agreement_2016-19.txt1265maternity leavenot paid maternity leave as provided under the maternity leave (commonwealth employees) act 1973. 29.3 an employee who is not entitled to paid maternity leave under the maternity leave (commonwealth employees) act 1973 in relation to the birth of a child will have entitlements to unpaid leave in accordance with the relevant provisions of the fwa. 29.4 adoption leave – an employee, who meets the same qualifying service that applies to paid maternity leave under the maternity leave (commonwealth employees) act 1973, who is the primary caregiver of an adopted child who: • is, or will be, under school age at the day of placement, or the expected day of placement; • has not, or will not have, lived continuously with the employee for a period of 6 months or more as at the day of placement; and 15 • is not a child or step-child of the employee or the employee’s partner, unless that child had not been in the custody and care of the employee or the employee’s
Australian National Audit Office_Enterprise_Agreement_2016-19.txt1270maternity leavean employee who is not entitled to paid maternity leave under the maternity leave (commonwealth employees) act 1973 in relation to the birth of a child will have entitlements to unpaid leave in accordance with the relevant provisions of the fwa. 29.4 adoption leave – an employee, who meets the same qualifying service that applies to paid maternity leave under the maternity leave (commonwealth employees) act 1973, who is the primary caregiver of an adopted child who: • is, or will be, under school age at the day of placement, or the expected day of placement; • has not, or will not have, lived continuously with the employee for a period of 6 months or more as at the day of placement; and 15 • is not a child or step-child of the employee or the employee’s partner, unless that child had not been in the custody and care of the employee or the employee’s partner for a significant period of time; is entitled to 15 weeks paid leave from the date of the placement of the child. 29.5
Australian National Audit Office_Enterprise_Agreement_2016-19.txt1277maternity leavepaid maternity leave under the maternity leave (commonwealth employees) act 1973, who is the primary caregiver of an adopted child who: • is, or will be, under school age at the day of placement, or the expected day of placement; • has not, or will not have, lived continuously with the employee for a period of 6 months or more as at the day of placement; and 15 • is not a child or step-child of the employee or the employee’s partner, unless that child had not been in the custody and care of the employee or the employee’s partner for a significant period of time; is entitled to 15 weeks paid leave from the date of the placement of the child. 29.5 foster care and permanent care orders - an employee, who meets the same qualifying service that applies to paid maternity leave under the maternity leave act, who is the primary caregiver of a long term foster child or who is granted custody and guardianship of a child (up to the age of 16) as a result of a permanent care order and is the primary care giver of the child is entitled to 15 weeks of paid leave from the date of the placement of the child. 29.6
Australian National Audit Office_Enterprise_Agreement_2016-19.txt1301maternity leaveservice that applies to paid maternity leave under the maternity leave act, who is the primary caregiver of a long term foster child or who is granted custody and guardianship of a child (up to the age of 16) as a result of a permanent care order and is the primary care giver of the child is entitled to 15 weeks of paid leave from the date of the placement of the child. 29.6 employees who are eligible for paid maternity or parental leave under clauses 29.1, 29.4 or 29.5, may elect to have the payment for that leave spread over a maximum of 30 weeks at a rate no less than half normal salary. where payment is spread over a longer period, only half of the total weeks of the leave paid will count as service. 29.7 supporting partner leave - an employee who is not the primary care giver to a dependent child is entitled to 2 weeks (10 days) of paid supporting partner’s leave immediately following the birth, adoption or fostering of the dependent child subject to issue of a certified birth certificate. the leave can be taken on full pay or half pay. where a public holiday occurs during the period of leave, the period of the public holiday will not be included as part of the leave period. further information relating to the leave provisions outlined in clause 29 can be found in the anao employment manual. 30. 31. public holidays 30.1
Australian National Audit Office_Enterprise_Agreement_2016-19.txt1308parental leaveemployees who are eligible for paid maternity or parental leave under clauses 29.1, 29.4 or 29.5, may elect to have the payment for that leave spread over a maximum of 30 weeks at a rate no less than half normal salary. where payment is spread over a longer period, only half of the total weeks of the leave paid will count as service. 29.7 supporting partner leave - an employee who is not the primary care giver to a dependent child is entitled to 2 weeks (10 days) of paid supporting partner’s leave immediately following the birth, adoption or fostering of the dependent child subject to issue of a certified birth certificate. the leave can be taken on full pay or half pay. where a public holiday occurs during the period of leave, the period of the public holiday will not be included as part of the leave period. further information relating to the leave provisions outlined in clause 29 can be found in the anao employment manual. 30. 31. public holidays 30.1 an employee is entitled to public holidays in accordance with section 115 of the fwa. 30.2 an employee, who is absent on a day or part-day that is a public holiday at the place where the employee is based for work purposes, is entitled to be paid for the part or full
Australian National Audit Office_Enterprise_Agreement_2016-19.txt1346long service leavefor that form of leave (e.g. if on long service leave on half pay, payment is on half pay). allowances 31.1 review – during the course of this agreement, the auditor-general may review the allowances and/or provide guidance to employees and supervisors. 31.2 motor vehicle allowance – the auditor-general may authorise, where the employee is agreeable, an employee to use a private vehicle, owned, hired or novated by the employee at their expense, for official purposes, where the auditor-general considers that it will result in greater efficiency or involve less expense for the anao. the allowance payable will not exceed the amount that would have been payable to transport the employee by the most efficient means. such authorised employees will 16 receive a motor vehicle allowance in accordance with the rates set by the tax assessment regulations 1997. 31.3 first aid allowance – where an employee possesses the required qualifications and ability and is appointed as a first aid officer by the auditor-general, they will be paid a first aid allowance of $22.00 per fortnight. further information can be found in the anao employment manual. 31.4
Australian National Audit Office_Enterprise_Agreement_2016-19.txt1406traveldouble time, inclusive of travelling time, as per sub-clause 33.8, with a maximum payment of 5 hours double time in any 24 hour period. 31.8 parking fees – reimbursement of parking fees will be available to employees where they are required to attend audited entities’ premises on official anao business in accordance with anao financial management procedures. 31.9 professional membership fees – employees are eligible for an annual payment or reimbursement of professional fees. further information is available in the anao employment manual. 31.10 studies assistance – employees undertaking approved study may be reimbursed expenses. further information is available in the anao employment manual. 31.11 flu vaccination – the anao will provide annually, at no expense to employees, access on a voluntary basis to a flu vaccination. 31.12 health assessment – the anao will provide annually, at no expense to employees, access to a voluntary health assessment.
Australian National Audit Office_Enterprise_Agreement_2016-19.txt1442traveltravel 32.1 employees undertaking work away from the office involving an overnight absence are entitled to be compensated for any reasonable expenses fairly incurred while on official travel. where an employee is required to travel interstate for official purposes which do not involve an overnight absence, a part-day travel allowance is also payable. the approval and payment arrangements are outlined in the anao financial management procedures and employment manual. 32.2 the employment conditions for an employee deployed overseas on an aid program funded by the relevant agency (currently the department of foreign affairs and trade), will be consistent with the prevailing whole of government overseas travel conditions. overtime 33.1 payment of overtime is to compensate those eligible employees who are requested to undertake additional work for the organisation over and above their ordinary daily hours (7.5 hours). where necessitated by operational requirements, an employee may be required to work on weekends or public holidays. 33.2 eligibility for overtime – employees at or below the aps 6 classification are eligible for payment of overtime. 33.3
Australian National Audit Office_Enterprise_Agreement_2016-19.txt1447traveltravel. where an employee is required to travel interstate for official purposes which do not involve an overnight absence, a part-day travel allowance is also payable. the approval and payment arrangements are outlined in the anao financial management procedures and employment manual. 32.2 the employment conditions for an employee deployed overseas on an aid program funded by the relevant agency (currently the department of foreign affairs and trade), will be consistent with the prevailing whole of government overseas travel conditions. overtime 33.1 payment of overtime is to compensate those eligible employees who are requested to undertake additional work for the organisation over and above their ordinary daily hours (7.5 hours). where necessitated by operational requirements, an employee may be required to work on weekends or public holidays. 33.2 eligibility for overtime – employees at or below the aps 6 classification are eligible for payment of overtime. 33.3 prior approval – flexible working hour’s arrangement is the preferred option than use of overtime. if circumstances do not permit prior written approval, written approval must be sought as soon as possible after the completion of the overtime.
Australian National Audit Office_Enterprise_Agreement_2016-19.txt1448travelnot involve an overnight absence, a part-day travel allowance is also payable. the approval and payment arrangements are outlined in the anao financial management procedures and employment manual. 32.2 the employment conditions for an employee deployed overseas on an aid program funded by the relevant agency (currently the department of foreign affairs and trade), will be consistent with the prevailing whole of government overseas travel conditions. overtime 33.1 payment of overtime is to compensate those eligible employees who are requested to undertake additional work for the organisation over and above their ordinary daily hours (7.5 hours). where necessitated by operational requirements, an employee may be required to work on weekends or public holidays. 33.2 eligibility for overtime – employees at or below the aps 6 classification are eligible for payment of overtime. 33.3 prior approval – flexible working hour’s arrangement is the preferred option than use of overtime. if circumstances do not permit prior written approval, written approval must be sought as soon as possible after the completion of the overtime. 33.4
Australian National Audit Office_Enterprise_Agreement_2016-19.txt1448travel allowancenot involve an overnight absence, a part-day travel allowance is also payable. the approval and payment arrangements are outlined in the anao financial management procedures and employment manual. 32.2 the employment conditions for an employee deployed overseas on an aid program funded by the relevant agency (currently the department of foreign affairs and trade), will be consistent with the prevailing whole of government overseas travel conditions. overtime 33.1 payment of overtime is to compensate those eligible employees who are requested to undertake additional work for the organisation over and above their ordinary daily hours (7.5 hours). where necessitated by operational requirements, an employee may be required to work on weekends or public holidays. 33.2 eligibility for overtime – employees at or below the aps 6 classification are eligible for payment of overtime. 33.3 prior approval – flexible working hour’s arrangement is the preferred option than use of overtime. if circumstances do not permit prior written approval, written approval must be sought as soon as possible after the completion of the overtime. 33.4
Australian National Audit Office_Enterprise_Agreement_2016-19.txt1456travelwill be consistent with the prevailing whole of government overseas travel conditions. overtime 33.1 payment of overtime is to compensate those eligible employees who are requested to undertake additional work for the organisation over and above their ordinary daily hours (7.5 hours). where necessitated by operational requirements, an employee may be required to work on weekends or public holidays. 33.2 eligibility for overtime – employees at or below the aps 6 classification are eligible for payment of overtime. 33.3 prior approval – flexible working hour’s arrangement is the preferred option than use of overtime. if circumstances do not permit prior written approval, written approval must be sought as soon as possible after the completion of the overtime. 33.4 when payable – overtime allowance, subject to approval, is payable for work performed on a: (i) monday to friday beyond the daily hours of ordinary duty, normally 7.5 hours, or longer if agreed under clause 13 of this agreement; and
Australian National Audit Office_Enterprise_Agreement_2016-19.txt1458overtimeovertime 33.1 payment of overtime is to compensate those eligible employees who are requested to undertake additional work for the organisation over and above their ordinary daily hours (7.5 hours). where necessitated by operational requirements, an employee may be required to work on weekends or public holidays. 33.2 eligibility for overtime – employees at or below the aps 6 classification are eligible for payment of overtime. 33.3 prior approval – flexible working hour’s arrangement is the preferred option than use of overtime. if circumstances do not permit prior written approval, written approval must be sought as soon as possible after the completion of the overtime. 33.4 when payable – overtime allowance, subject to approval, is payable for work performed on a: (i) monday to friday beyond the daily hours of ordinary duty, normally 7.5 hours, or longer if agreed under clause 13 of this agreement; and (ii)
Australian National Audit Office_Enterprise_Agreement_2016-19.txt1461overtimepayment of overtime is to compensate those eligible employees who are requested to undertake additional work for the organisation over and above their ordinary daily hours (7.5 hours). where necessitated by operational requirements, an employee may be required to work on weekends or public holidays. 33.2 eligibility for overtime – employees at or below the aps 6 classification are eligible for payment of overtime. 33.3 prior approval – flexible working hour’s arrangement is the preferred option than use of overtime. if circumstances do not permit prior written approval, written approval must be sought as soon as possible after the completion of the overtime. 33.4 when payable – overtime allowance, subject to approval, is payable for work performed on a: (i) monday to friday beyond the daily hours of ordinary duty, normally 7.5 hours, or longer if agreed under clause 13 of this agreement; and (ii) saturday, sunday or public holiday. 33.5
Australian National Audit Office_Enterprise_Agreement_2016-19.txt1468overtimeeligibility for overtime – employees at or below the aps 6 classification are eligible for payment of overtime. 33.3 prior approval – flexible working hour’s arrangement is the preferred option than use of overtime. if circumstances do not permit prior written approval, written approval must be sought as soon as possible after the completion of the overtime. 33.4 when payable – overtime allowance, subject to approval, is payable for work performed on a: (i) monday to friday beyond the daily hours of ordinary duty, normally 7.5 hours, or longer if agreed under clause 13 of this agreement; and (ii) saturday, sunday or public holiday. 33.5 meal allowances - are not payable during periods of overtime. 33.6 minimum payment – payment for overtime will be calculated on the employee’s actual salary, and to the nearest quarter hour with a minimum payment of 3 hours for all
Australian National Audit Office_Enterprise_Agreement_2016-19.txt1469overtimepayment of overtime. 33.3 prior approval – flexible working hour’s arrangement is the preferred option than use of overtime. if circumstances do not permit prior written approval, written approval must be sought as soon as possible after the completion of the overtime. 33.4 when payable – overtime allowance, subject to approval, is payable for work performed on a: (i) monday to friday beyond the daily hours of ordinary duty, normally 7.5 hours, or longer if agreed under clause 13 of this agreement; and (ii) saturday, sunday or public holiday. 33.5 meal allowances - are not payable during periods of overtime. 33.6 minimum payment – payment for overtime will be calculated on the employee’s actual salary, and to the nearest quarter hour with a minimum payment of 3 hours for all occasions.
Australian National Audit Office_Enterprise_Agreement_2016-19.txt1474overtimeovertime. if circumstances do not permit prior written approval, written approval must be sought as soon as possible after the completion of the overtime. 33.4 when payable – overtime allowance, subject to approval, is payable for work performed on a: (i) monday to friday beyond the daily hours of ordinary duty, normally 7.5 hours, or longer if agreed under clause 13 of this agreement; and (ii) saturday, sunday or public holiday. 33.5 meal allowances - are not payable during periods of overtime. 33.6 minimum payment – payment for overtime will be calculated on the employee’s actual salary, and to the nearest quarter hour with a minimum payment of 3 hours for all occasions. 33.7 rate of payment – payment of overtime will be at time and a half for work performed monday to friday and public holidays in accordance with section 115 of the fwa and
Australian National Audit Office_Enterprise_Agreement_2016-19.txt1475overtimebe sought as soon as possible after the completion of the overtime. 33.4 when payable – overtime allowance, subject to approval, is payable for work performed on a: (i) monday to friday beyond the daily hours of ordinary duty, normally 7.5 hours, or longer if agreed under clause 13 of this agreement; and (ii) saturday, sunday or public holiday. 33.5 meal allowances - are not payable during periods of overtime. 33.6 minimum payment – payment for overtime will be calculated on the employee’s actual salary, and to the nearest quarter hour with a minimum payment of 3 hours for all occasions. 33.7 rate of payment – payment of overtime will be at time and a half for work performed monday to friday and public holidays in accordance with section 115 of the fwa and double time for work performed on saturday and sunday.
Australian National Audit Office_Enterprise_Agreement_2016-19.txt1479overtimewhen payable – overtime allowance, subject to approval, is payable for work performed on a: (i) monday to friday beyond the daily hours of ordinary duty, normally 7.5 hours, or longer if agreed under clause 13 of this agreement; and (ii) saturday, sunday or public holiday. 33.5 meal allowances - are not payable during periods of overtime. 33.6 minimum payment – payment for overtime will be calculated on the employee’s actual salary, and to the nearest quarter hour with a minimum payment of 3 hours for all occasions. 33.7 rate of payment – payment of overtime will be at time and a half for work performed monday to friday and public holidays in accordance with section 115 of the fwa and double time for work performed on saturday and sunday. 33.8 formula for overtime payments – the formula for payment of overtime for full-time
Australian National Audit Office_Enterprise_Agreement_2016-19.txt1492overtimemeal allowances - are not payable during periods of overtime. 33.6 minimum payment – payment for overtime will be calculated on the employee’s actual salary, and to the nearest quarter hour with a minimum payment of 3 hours for all occasions. 33.7 rate of payment – payment of overtime will be at time and a half for work performed monday to friday and public holidays in accordance with section 115 of the fwa and double time for work performed on saturday and sunday. 33.8 formula for overtime payments – the formula for payment of overtime for full-time employees is: time and a half rate annual salary 313 x ______6________ 37.5 weekly hours x 3
Australian National Audit Office_Enterprise_Agreement_2016-19.txt1496overtimeminimum payment – payment for overtime will be calculated on the employee’s actual salary, and to the nearest quarter hour with a minimum payment of 3 hours for all occasions. 33.7 rate of payment – payment of overtime will be at time and a half for work performed monday to friday and public holidays in accordance with section 115 of the fwa and double time for work performed on saturday and sunday. 33.8 formula for overtime payments – the formula for payment of overtime for full-time employees is: time and a half rate annual salary 313 x ______6________ 37.5 weekly hours x 3 2 18
Australian National Audit Office_Enterprise_Agreement_2016-19.txt1502overtimerate of payment – payment of overtime will be at time and a half for work performed monday to friday and public holidays in accordance with section 115 of the fwa and double time for work performed on saturday and sunday. 33.8 formula for overtime payments – the formula for payment of overtime for full-time employees is: time and a half rate annual salary 313 x ______6________ 37.5 weekly hours x 3 2 18 double time rate annual salary x 313
Australian National Audit Office_Enterprise_Agreement_2016-19.txt1508overtimeformula for overtime payments – the formula for payment of overtime for full-time employees is: time and a half rate annual salary 313 x ______6________ 37.5 weekly hours x 3 2 18 double time rate annual salary x 313 33.9 34. 35.2
Australian National Audit Office_Enterprise_Agreement_2016-19.txt1600health and wellbeingthe anao will provide employees with access to health and wellbeing initiatives including an employee assistance program, a workplace diversity program and a respectful and productive workplace initiative. further information is available in the anao employment manual. 19 38. redeployment, reduction and retrenchment 38.1 where it has been determined that there are more employees than necessary to perform the work required, those employees who are excess to organisational requirements are entitled to the benefits set out in this agreement. coverage 38.2 the following provisions will apply to all anao employees, with the exception of: (a) ongoing employees on probation, and (b) non-ongoing employees. definition of excess employee 38.3
Australian National Audit Office_Enterprise_Agreement_2016-19.txt1785long service leavegovernment service as defined in section 10 of the long service leave (commonwealth employees) act 1976; (iii) service with a commonwealth body (other than service with a joint commonwealth-state body corporate) in which the commonwealth has a controlling interest which is recognised for long service leave purposes; (iv) service with the australian defence forces; (v) aps service immediately preceding deemed resignation under the repealed section 49 of the public service act if the service has not previously been recognised for severance pay purposes; and (vi) service in another organisation where a staff member was transferred from the aps to that organisation with a transfer of function; or a staff member engaged by that organisation on work within a function, is appointed as a result of the transfer of that function to the aps, and such service is recognised for long service leave purposes. rate of payment 38.18
Australian National Audit Office_Enterprise_Agreement_2016-19.txt1792long service leavecontrolling interest which is recognised for long service leave purposes; (iv) service with the australian defence forces; (v) aps service immediately preceding deemed resignation under the repealed section 49 of the public service act if the service has not previously been recognised for severance pay purposes; and (vi) service in another organisation where a staff member was transferred from the aps to that organisation with a transfer of function; or a staff member engaged by that organisation on work within a function, is appointed as a result of the transfer of that function to the aps, and such service is recognised for long service leave purposes. rate of payment 38.18 salary for making any payment under sub-clause 38.15 will include: (i) the employee’s salary at their substantive work value level; or (ii)
Australian National Audit Office_Enterprise_Agreement_2016-19.txt1809long service leaveof that function to the aps, and such service is recognised for long service leave purposes. rate of payment 38.18 salary for making any payment under sub-clause 38.15 will include: (i) the employee’s salary at their substantive work value level; or (ii) a higher salary, where the employee has been in receipt of the higher salary for a continuous period of at least 12 months immediately prior to the date on which the employee is given notice of termination; and (iii) other allowances in the nature of salary which are paid on a regular basis, excluding allowances which are a reimbursement for expenses incurred, or a payment for disabilities associated with the performance of duty. accelerated separation option and additional payment 38.19 where the auditor-general invites an excess employee to accept a voluntary retrenchment, the auditor-general may also invite the excess employee to accept an accelerated separation option. this option provides, in addition to the severance benefit, a payment of a maximum of four weeks’ salary in lieu of the consideration period
Australian National Audit Office_Enterprise_Agreement_2016-19.txt1937travelin meeting reasonable travel and incidental expenses incurred in seeking alternative employment, where costs are not met by the prospective employer. 38.31 relocation expenses – if, as a result of transfer or reduction in classification or salary level, an excess staff member is required to move to a different anao locality, the staff member will be entitled to reasonable relocation expenses. involuntary retrenchment 39. 38.32 the auditor-general, subject to clause 38.30 (unless otherwise assigned permanently to other duties within the anao), may terminate on an involuntary basis an excess employee under section 29 of the public service act. 38.33 the excess employee will not be terminated involuntarily if they have not been invited to accept an offer of voluntary redundancy or they have elected to be retrenched but the auditor-general has refused to approve it. termination of employment 39.1 grounds for termination – where procedures outlined in this agreement lead to termination of employment on any of the allowable grounds under section 29 of the
Australian National Audit Office_Enterprise_Agreement_2016-19.txt2026salary packagingsalary packaging 41.1 42. junior rates 42.1 43. salary packaging – employees have the option to access benefits on a salary sacrifice basis, where there is no additional cost to the anao. where employees take up the option of salary packaging on a ‘salary sacrifice’ basis, the employee’s salary for purposes of superannuation, severance and termination payments and any other purposes, will be determined as if the salary sacrifice arrangement had not been entered into. further information can be found in the anao employment manual. junior rates of pay – junior rates of pay as a percentage of aps 1 equivalent adult rate pay point 1 in the anao broadbanded classification structure will apply as follows: under 18 years 60% at 18 years 70% at 19 years 81%
Australian National Audit Office_Enterprise_Agreement_2016-19.txt2036salary packagingsalary packaging – employees have the option to access benefits on a salary sacrifice basis, where there is no additional cost to the anao. where employees take up the option of salary packaging on a ‘salary sacrifice’ basis, the employee’s salary for purposes of superannuation, severance and termination payments and any other purposes, will be determined as if the salary sacrifice arrangement had not been entered into. further information can be found in the anao employment manual. junior rates of pay – junior rates of pay as a percentage of aps 1 equivalent adult rate pay point 1 in the anao broadbanded classification structure will apply as follows: under 18 years 60% at 18 years 70% at 19 years 81% at 20 years 91% graduate aps 43.1 graduate rates of pay – the following pay arrangements will apply to recruits to the anao graduate program:
Australian National Audit Office_Enterprise_Agreement_2016-19.txt2038salary packagingoption of salary packaging on a ‘salary sacrifice’ basis, the employee’s salary for purposes of superannuation, severance and termination payments and any other purposes, will be determined as if the salary sacrifice arrangement had not been entered into. further information can be found in the anao employment manual. junior rates of pay – junior rates of pay as a percentage of aps 1 equivalent adult rate pay point 1 in the anao broadbanded classification structure will apply as follows: under 18 years 60% at 18 years 70% at 19 years 81% at 20 years 91% graduate aps 43.1 graduate rates of pay – the following pay arrangements will apply to recruits to the anao graduate program: (i)
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt320long service leavelong service leave (commonwealth employees) act 1976 maternity leave (commonwealth employees) act 1973 paid parental leave act 2010 public service act 1999 safety, rehabilitation and compensation act 1988 work health and safety act 2011 superannuation act 1976 superannuation act 1990 superannuation act 2005 superannuation (productivity benefit) act 1988 superannuation benefits (supervisory mechanisms) act 1990 superannuation guarantee (administration) act 1992. department of education and training enterprise agreement 2016–2019 | 1 6. this agreement states the terms and conditions of employment that are not otherwise provided for under relevant commonwealth legislation or implied at common law. 7. any guidelines, policies and procedures referred to in this agreement are not incorporated into, and do not form part of, this agreement. this agreement prevails to the extent of any inconsistency with a policy, guideline or procedure.
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt321maternity leavematernity leave (commonwealth employees) act 1973 paid parental leave act 2010 public service act 1999 safety, rehabilitation and compensation act 1988 work health and safety act 2011 superannuation act 1976 superannuation act 1990 superannuation act 2005 superannuation (productivity benefit) act 1988 superannuation benefits (supervisory mechanisms) act 1990 superannuation guarantee (administration) act 1992. department of education and training enterprise agreement 2016–2019 | 1 6. this agreement states the terms and conditions of employment that are not otherwise provided for under relevant commonwealth legislation or implied at common law. 7. any guidelines, policies and procedures referred to in this agreement are not incorporated into, and do not form part of, this agreement. this agreement prevails to the extent of any inconsistency with a policy, guideline or procedure. 8.
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt322parental leavepaid parental leave act 2010 public service act 1999 safety, rehabilitation and compensation act 1988 work health and safety act 2011 superannuation act 1976 superannuation act 1990 superannuation act 2005 superannuation (productivity benefit) act 1988 superannuation benefits (supervisory mechanisms) act 1990 superannuation guarantee (administration) act 1992. department of education and training enterprise agreement 2016–2019 | 1 6. this agreement states the terms and conditions of employment that are not otherwise provided for under relevant commonwealth legislation or implied at common law. 7. any guidelines, policies and procedures referred to in this agreement are not incorporated into, and do not form part of, this agreement. this agreement prevails to the extent of any inconsistency with a policy, guideline or procedure. 8.
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt575salary advancementb. the employee’s performance is assessed as meeting the requirements for salary advancement for both key business deliverables and observable work behaviours and c. the employee demonstrates an ability to undertake the higher level work, and if appropriate has the necessary qualifications, skills and/or experience or d. an employee is successful in an open merit selection process consistent with the ps act. 6 | department of education and training enterprise agreement 2016–2019 part d – remuneration salary 37. the salary rates are detailed in attachments a, b, c and d of this agreement. salary increases 38. salary rates for employees, who immediately prior to the commencement of this agreement, were on former deewr enterprise agreement 2012–2014 salary points will increase by: a. 2.5% on commencement b. 2% 12 months after commencement c. 1% 24 months after commencement. 39. employees, who immediately prior to the commencement of this agreement were under the terms and conditions of the one innovation enterprise agreement 2011, will be aligned to the salary rates in attachment a in accordance with attachment e.
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt642salary advancementadvancement at the tpl classification under the salary advancement provisions of this ea, will be paid at the higher tpl salary rate from the date of promotion or movement. department of education and training enterprise agreement 2016–2019 | 7 46. unless the secretary determines a higher salary, an existing ongoing aps employee moving to the department at the same classification level, whose salary immediately prior to transfer is below the maximum salary in the department for that aps classification, will have their salary rates set within the salary range for that classification at a rate closest to, but no lower than the existing salary. 47. unless the secretary determines otherwise, an existing ongoing aps employee moving to the department at the same classification level, whose salary in their previous aps agency exceeds the maximum salary in the department for that classification, will be maintained on that salary until such time as the salary differential is absorbed by departmental salary increases at the relevant classification level. 48. where an ongoing employee’s salary exceeds the maximum salary range at the relevant departmental classification level and is set by an individual flexibility arrangement (ifa) under an enterprise agreement or an instrument other than an enterprise agreement, the secretary will determine the salary on movement to the department.
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt698salary advancementsalary advancement 53. on 15 july each year, an ongoing employee (excluding employees under the department’s training broadband), who is not already on the maximum salary, will be eligible for salary advancement to the next pay point in their classification if the employee: a. has performed duties in the department at that classification level or higher for a period of three continuous months or more in the performance cycle and b. has received ratings of ‘meets expectations’ for both business deliverables and observable work behaviours as part of the end cycle performance appraisal ending 30 june each year. 54. 8 salary advancement provisions for government lawyers are outlined in attachment c. | department of education and training enterprise agreement 2016–2019 salary advancement and temporary performance loading 55. 56. 57. where an ongoing employee is in receipt of tpl on 15 july, they will be eligible for salary advancement at both their temporary performance and substantive levels, if they are not already on the maximum salary, effective from 15 july, where the employee: a. was in receipt of continuous tpl at the same classification or higher and salary level from 1 april to 15 july that year and
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt702salary advancementbroadband), who is not already on the maximum salary, will be eligible for salary advancement to the next pay point in their classification if the employee: a. has performed duties in the department at that classification level or higher for a period of three continuous months or more in the performance cycle and b. has received ratings of ‘meets expectations’ for both business deliverables and observable work behaviours as part of the end cycle performance appraisal ending 30 june each year. 54. 8 salary advancement provisions for government lawyers are outlined in attachment c. | department of education and training enterprise agreement 2016–2019 salary advancement and temporary performance loading 55. 56. 57. where an ongoing employee is in receipt of tpl on 15 july, they will be eligible for salary advancement at both their temporary performance and substantive levels, if they are not already on the maximum salary, effective from 15 july, where the employee: a. was in receipt of continuous tpl at the same classification or higher and salary level from 1 april to 15 july that year and b. has received ratings of ‘meets expectations’ for both business deliverables and observable work behaviours at the tpl classification as part of the end cycle performance appraisal ending 30 june that year. where there is a break in tpl between 30 june and 15 july of the same calendar year the
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt713salary advancementsalary advancement provisions for government lawyers are outlined in attachment c. | department of education and training enterprise agreement 2016–2019 salary advancement and temporary performance loading 55. 56. 57. where an ongoing employee is in receipt of tpl on 15 july, they will be eligible for salary advancement at both their temporary performance and substantive levels, if they are not already on the maximum salary, effective from 15 july, where the employee: a. was in receipt of continuous tpl at the same classification or higher and salary level from 1 april to 15 july that year and b. has received ratings of ‘meets expectations’ for both business deliverables and observable work behaviours at the tpl classification as part of the end cycle performance appraisal ending 30 june that year. where there is a break in tpl between 30 june and 15 july of the same calendar year the employee is still eligible for salary advancement at both levels. an ongoing employee who is promoted or moved within the broadband between 1 april and 15 july each year, and was in receipt of continuous tpl at the same classification and salary level from 1 april to immediately before the promotion, will be eligible for salary advancement subject to meeting the requirements in clause 53. part time employees 58. remuneration and other benefits for part time employees will be calculated on a pro rata basis according to hours worked, with the exception of reimbursement benefits and expense-related
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt717salary advancementsalary advancement and temporary performance loading 55. 56. 57. where an ongoing employee is in receipt of tpl on 15 july, they will be eligible for salary advancement at both their temporary performance and substantive levels, if they are not already on the maximum salary, effective from 15 july, where the employee: a. was in receipt of continuous tpl at the same classification or higher and salary level from 1 april to 15 july that year and b. has received ratings of ‘meets expectations’ for both business deliverables and observable work behaviours at the tpl classification as part of the end cycle performance appraisal ending 30 june that year. where there is a break in tpl between 30 june and 15 july of the same calendar year the employee is still eligible for salary advancement at both levels. an ongoing employee who is promoted or moved within the broadband between 1 april and 15 july each year, and was in receipt of continuous tpl at the same classification and salary level from 1 april to immediately before the promotion, will be eligible for salary advancement subject to meeting the requirements in clause 53. part time employees 58. remuneration and other benefits for part time employees will be calculated on a pro rata basis according to hours worked, with the exception of reimbursement benefits and expense-related allowances, which will be paid at the same amount as full time employees. casual employees 59.
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt732salary advancementemployee is still eligible for salary advancement at both levels. an ongoing employee who is promoted or moved within the broadband between 1 april and 15 july each year, and was in receipt of continuous tpl at the same classification and salary level from 1 april to immediately before the promotion, will be eligible for salary advancement subject to meeting the requirements in clause 53. part time employees 58. remuneration and other benefits for part time employees will be calculated on a pro rata basis according to hours worked, with the exception of reimbursement benefits and expense-related allowances, which will be paid at the same amount as full time employees. casual employees 59. casual employees are entitled to a salary loading of 20 per cent in lieu of public holidays on which the employees is not rostered to work and all paid leave entitlements, except long service leave. casual employees are entitled to access unpaid compassionate leave and unpaid carers leave of two days per each permissible occasion. supported salary rates 60. supported wage rates as set out in attachment g will apply to an employee with disability who is eligible for consideration under the supported wage system. junior rates 61.
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt735salary advancementfrom 1 april to immediately before the promotion, will be eligible for salary advancement subject to meeting the requirements in clause 53. part time employees 58. remuneration and other benefits for part time employees will be calculated on a pro rata basis according to hours worked, with the exception of reimbursement benefits and expense-related allowances, which will be paid at the same amount as full time employees. casual employees 59. casual employees are entitled to a salary loading of 20 per cent in lieu of public holidays on which the employees is not rostered to work and all paid leave entitlements, except long service leave. casual employees are entitled to access unpaid compassionate leave and unpaid carers leave of two days per each permissible occasion. supported salary rates 60. supported wage rates as set out in attachment g will apply to an employee with disability who is eligible for consideration under the supported wage system. junior rates 61. junior rates of pay are only applicable to the aps 1 classification as detailed in attachments a and b. superannuation
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt749long service leavethe employees is not rostered to work and all paid leave entitlements, except long service leave. casual employees are entitled to access unpaid compassionate leave and unpaid carers leave of two days per each permissible occasion. supported salary rates 60. supported wage rates as set out in attachment g will apply to an employee with disability who is eligible for consideration under the supported wage system. junior rates 61. junior rates of pay are only applicable to the aps 1 classification as detailed in attachments a and b. superannuation 62. the department will provide employer superannuation contributions in accordance with the relevant legislative requirements. 63. the department will provide employer superannuation contributions to members of the pssap of no less than 15.4% fortnightly contribution salary. 64. where an employee exercises superannuation choice, employer superannuation contributions will be no less than 15.4% ordinary times earnings.
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt788parental leavefor employees who take paid and/or unpaid parental leave (which includes maternity, supporting partner, adoption and foster care leave), employer contributions will be made for a period equal to a maximum of 52 weeks as if the entire period of leave was paid leave, in accordance with the rules of the appropriate superannuation scheme. contributions will be based on the employer contribution amount in the full pay period immediately prior to commencing leave. 66. the secretary may choose to limit superannuation choice to complying superannuation funds that meet the superstream standard. 67. any fees applied by a chosen fund associated with the administration of superannuation contributions will be borne by the employee. salary packaging 68. employees may access salary packaging and may package up to 100% of salary. 69. where an employee elects to access salary packaging, the employee’s salary for the purposes of superannuation, severance and termination payments, and any other purposes, will be determined as if the salary packaging arrangement had not occurred. individual flexibility arrangements 70.
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt804salary packagingsalary packaging 68. employees may access salary packaging and may package up to 100% of salary. 69. where an employee elects to access salary packaging, the employee’s salary for the purposes of superannuation, severance and termination payments, and any other purposes, will be determined as if the salary packaging arrangement had not occurred. individual flexibility arrangements 70. the secretary and an employee covered by this agreement may agree to make an individual flexibility arrangement (ifa) to vary the terms of the agreement if: a. the ifa deals with one or more of the following matters: • arrangements about when work is performed • overtime rates • penalty rates • allowances • remuneration • leave and b. the ifa meets the genuine needs of the department and the employee, in relation to one or more of the matters mentioned in paragraph (a) and c. the arrangement is genuinely agreed to by the secretary and employee. 71. the secretary must ensure the terms of the ifa:
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt807salary packagingemployees may access salary packaging and may package up to 100% of salary. 69. where an employee elects to access salary packaging, the employee’s salary for the purposes of superannuation, severance and termination payments, and any other purposes, will be determined as if the salary packaging arrangement had not occurred. individual flexibility arrangements 70. the secretary and an employee covered by this agreement may agree to make an individual flexibility arrangement (ifa) to vary the terms of the agreement if: a. the ifa deals with one or more of the following matters: • arrangements about when work is performed • overtime rates • penalty rates • allowances • remuneration • leave and b. the ifa meets the genuine needs of the department and the employee, in relation to one or more of the matters mentioned in paragraph (a) and c. the arrangement is genuinely agreed to by the secretary and employee. 71. the secretary must ensure the terms of the ifa: a. are about permitted matters under section 172 of the fw act b. are not unlawful terms under section 194 of the fw act and c. result in the employee being better off overall than the employee would be if no ifa was made.
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt811salary packagingwhere an employee elects to access salary packaging, the employee’s salary for the purposes of superannuation, severance and termination payments, and any other purposes, will be determined as if the salary packaging arrangement had not occurred. individual flexibility arrangements 70. the secretary and an employee covered by this agreement may agree to make an individual flexibility arrangement (ifa) to vary the terms of the agreement if: a. the ifa deals with one or more of the following matters: • arrangements about when work is performed • overtime rates • penalty rates • allowances • remuneration • leave and b. the ifa meets the genuine needs of the department and the employee, in relation to one or more of the matters mentioned in paragraph (a) and c. the arrangement is genuinely agreed to by the secretary and employee. 71. the secretary must ensure the terms of the ifa: a. are about permitted matters under section 172 of the fw act b. are not unlawful terms under section 194 of the fw act and c. result in the employee being better off overall than the employee would be if no ifa was made. 10 | department of education and training enterprise agreement 2016–2019
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt813salary packagingas if the salary packaging arrangement had not occurred. individual flexibility arrangements 70. the secretary and an employee covered by this agreement may agree to make an individual flexibility arrangement (ifa) to vary the terms of the agreement if: a. the ifa deals with one or more of the following matters: • arrangements about when work is performed • overtime rates • penalty rates • allowances • remuneration • leave and b. the ifa meets the genuine needs of the department and the employee, in relation to one or more of the matters mentioned in paragraph (a) and c. the arrangement is genuinely agreed to by the secretary and employee. 71. the secretary must ensure the terms of the ifa: a. are about permitted matters under section 172 of the fw act b. are not unlawful terms under section 194 of the fw act and c. result in the employee being better off overall than the employee would be if no ifa was made. 10 | department of education and training enterprise agreement 2016–2019 72.
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt822overtimeovertime rates • penalty rates • allowances • remuneration • leave and b. the ifa meets the genuine needs of the department and the employee, in relation to one or more of the matters mentioned in paragraph (a) and c. the arrangement is genuinely agreed to by the secretary and employee. 71. the secretary must ensure the terms of the ifa: a. are about permitted matters under section 172 of the fw act b. are not unlawful terms under section 194 of the fw act and c. result in the employee being better off overall than the employee would be if no ifa was made. 10 | department of education and training enterprise agreement 2016–2019 72. the ifa must: a. be in writing b. include the name of the employer and employee c. be signed by the secretary and employee and if the employee is under 18 years of age, signed by a parent or guardian of the employee d. include details of: i. the terms of the enterprise agreement that will be varied by the ifa ii. how the ifa will vary the effect of the terms and
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt885study assistancestudy assistance 77. an employee undertaking formal study may be eligible to apply for study assistance, which may include reimbursement of costs up to $3000 per year and/or a maximum of eight hours per week paid leave (15 hours for aboriginal and torres strait islander employees), that can be used weekly, accumulated and used as a leave bank or both. performance management arrangements 78. employees must participate in the department’s performance management arrangements. the performance management cycle runs from july to june each year. 79. all employees will be required to have a current performance agreement, except non-ongoing employees engaged for less than three months. 80. for more information about the performance management processes, including the responsibilities, rights and obligations of managers and employees in managing performance, employees should consult the performance management policy. managing underperformance 81. where underperformance is identified, the department will work with affected employees and their managers to attain and sustain the standards required.
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt888study assistancean employee undertaking formal study may be eligible to apply for study assistance, which may include reimbursement of costs up to $3000 per year and/or a maximum of eight hours per week paid leave (15 hours for aboriginal and torres strait islander employees), that can be used weekly, accumulated and used as a leave bank or both. performance management arrangements 78. employees must participate in the department’s performance management arrangements. the performance management cycle runs from july to june each year. 79. all employees will be required to have a current performance agreement, except non-ongoing employees engaged for less than three months. 80. for more information about the performance management processes, including the responsibilities, rights and obligations of managers and employees in managing performance, employees should consult the performance management policy. managing underperformance 81. where underperformance is identified, the department will work with affected employees and their managers to attain and sustain the standards required. 82.
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt947maternity leaveemployees who have commenced a period of lwop (other than maternity leave without pay) for a period of six months or more on or before 1 september each year will not be entitled to receive the health related allowance for that year. school holiday care allowance 87. the department will contribute to the cost of school holiday care for primary school children of employees required to work. if more than one carer works for the department, the allowance will only be paid when they are both at work. 88. on production of a receipt from an approved school holiday programme provider, the department will reimburse up to a maximum of $18 per child per day up to $180 per family per week. departmental liaison officer (dlo) allowance 89. an employee who receives the annual dlo allowance is not entitled to claim for flex time or any overtime worked while performing the duties of dlo. the rate of dlo allowance is $20,401 per annum. workplace responsibility allowance 90. an ongoing employee is entitled to a workplace responsibility allowance of $26 per fortnight where they are appointed to a workplace responsibility role and have successfully completed any training programmes and/or refresher courses required.
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt967overtimeovertime worked while performing the duties of dlo. the rate of dlo allowance is $20,401 per annum. workplace responsibility allowance 90. an ongoing employee is entitled to a workplace responsibility allowance of $26 per fortnight where they are appointed to a workplace responsibility role and have successfully completed any training programmes and/or refresher courses required. 91. a workplace responsibility role includes a first aid officer, emergency warden or health and safety representative. 92. if an employee undertakes more than one of the recognised workplace responsibilities they will not be entitled to multiple payment of the workplace responsibility allowance. community and indigenous australian languages allowance 93. an employee is eligible to receive an allowance of $1,700 per annum where the employee is accredited to a fluent level in a recognised community or indigenous australian language by an appropriate individual or body, and where the employee is required to utilise the language in the delivery of the department’s programmes. department of education and training enterprise agreement 2016–2019
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1050traveldepartment, relocation assistance for the removal of furniture and effects and travel to the new locality may be provided at the discretion of the secretary. 104. any assistance provided will take into account the business requirements and the monetary limits of the relocation provisions for employee initiated moves. 14 | department of education and training enterprise agreement 2016–2019 employer initiated transfers 105. where the department initiates the transfer, term transfer or temporary transfer of greater than 13 weeks from one locality to another, the employee may request a relocation assistance package for reimbursement of reasonable expenses. employee initiated transfer 106. where an employee of the department applies for promotion or transfer at level which involves permanently moving from one geographic locality to another, the employee may request a relocation assistance package for reimbursement of reasonable expenses. 107. employees requesting transfer to another locality for personal reasons are generally not eligible for relocation assistance. disturbance allowance 108. where the household effects of an existing employee, to whom the relocation provisions apply, have been removed at departmental expense from the employee’s former locality to the new locality, the employee is entitled to be paid a one-off disturbance allowance of $810 for an employee who relocates alone or $1,500 for an employee who relocates with a spouse, partner or dependant. 109. where an employee has received disturbance allowance at the new locality and subsequently relocates within the new locality, no further disturbance allowance is payable. department of education and training enterprise agreement 2016–2019
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1084travelpart g – travel travel expenditure 110. an employee who undertakes travel on official business and is required to be away from home overnight will be entitled to have actual travel expenditure within the indicative daily cap paid for or reimbursed by the department. for further information, employees should consult the travel policy. 111. where the secretary decides that the accommodation rate is insufficient in specific circumstances, a higher rate may be approved. 112. employees whose travel includes an overnight stay may withdraw up to $40 for incidentals and meals, from an automatic teller machine without the requirement to provide receipts of expenditure. any cash withdrawal will reduce the daily rates available for accommodation and other meals or incidental costs by the amount withdrawn. 113. where an employee chooses to stay in non-commercial accommodation, employees may access up to $55 per night to meet expenses associated with staying in non-commercial accommodation. part day travel 114. where an employee is required to travel for official business purposes for a period of ten hours or more but no overnight stay is required, a part day travel allowance of $40 will be payable to employees. reviewed travel allowance 115. payment arrangements and the level of entitlement for travel expenses will be reviewed after 21 days away from home (in the one location) and paid on the basis of reasonable actual expenses or an alternative package of assistance approved by the secretary. a trip home will not be regarded as a break for the purposes of determining reviewed travel allowance. recognition of travel time 116. for aps 1–6 (and equivalent) employees, travel on official business undertaken between the 7:00 am to 7:00 pm bandwidth may be recorded as flex time. the start and finish times of the 12 hour bandwidth may be adjusted in recognition of travel time with the approval of the secretary. 117. travel time will not be paid as overtime.
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1085traveltravel expenditure 110. an employee who undertakes travel on official business and is required to be away from home overnight will be entitled to have actual travel expenditure within the indicative daily cap paid for or reimbursed by the department. for further information, employees should consult the travel policy. 111. where the secretary decides that the accommodation rate is insufficient in specific circumstances, a higher rate may be approved. 112. employees whose travel includes an overnight stay may withdraw up to $40 for incidentals and meals, from an automatic teller machine without the requirement to provide receipts of expenditure. any cash withdrawal will reduce the daily rates available for accommodation and other meals or incidental costs by the amount withdrawn. 113. where an employee chooses to stay in non-commercial accommodation, employees may access up to $55 per night to meet expenses associated with staying in non-commercial accommodation. part day travel 114. where an employee is required to travel for official business purposes for a period of ten hours or more but no overnight stay is required, a part day travel allowance of $40 will be payable to employees. reviewed travel allowance 115. payment arrangements and the level of entitlement for travel expenses will be reviewed after 21 days away from home (in the one location) and paid on the basis of reasonable actual expenses or an alternative package of assistance approved by the secretary. a trip home will not be regarded as a break for the purposes of determining reviewed travel allowance. recognition of travel time 116. for aps 1–6 (and equivalent) employees, travel on official business undertaken between the 7:00 am to 7:00 pm bandwidth may be recorded as flex time. the start and finish times of the 12 hour bandwidth may be adjusted in recognition of travel time with the approval of the secretary. 117. travel time will not be paid as overtime. 118. reasonable time off in lieu may be granted where employees are directed to travel outside
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1086travel110. an employee who undertakes travel on official business and is required to be away from home overnight will be entitled to have actual travel expenditure within the indicative daily cap paid for or reimbursed by the department. for further information, employees should consult the travel policy. 111. where the secretary decides that the accommodation rate is insufficient in specific circumstances, a higher rate may be approved. 112. employees whose travel includes an overnight stay may withdraw up to $40 for incidentals and meals, from an automatic teller machine without the requirement to provide receipts of expenditure. any cash withdrawal will reduce the daily rates available for accommodation and other meals or incidental costs by the amount withdrawn. 113. where an employee chooses to stay in non-commercial accommodation, employees may access up to $55 per night to meet expenses associated with staying in non-commercial accommodation. part day travel 114. where an employee is required to travel for official business purposes for a period of ten hours or more but no overnight stay is required, a part day travel allowance of $40 will be payable to employees. reviewed travel allowance 115. payment arrangements and the level of entitlement for travel expenses will be reviewed after 21 days away from home (in the one location) and paid on the basis of reasonable actual expenses or an alternative package of assistance approved by the secretary. a trip home will not be regarded as a break for the purposes of determining reviewed travel allowance. recognition of travel time 116. for aps 1–6 (and equivalent) employees, travel on official business undertaken between the 7:00 am to 7:00 pm bandwidth may be recorded as flex time. the start and finish times of the 12 hour bandwidth may be adjusted in recognition of travel time with the approval of the secretary. 117. travel time will not be paid as overtime. 118. reasonable time off in lieu may be granted where employees are directed to travel outside the bandwidth.
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1087travelovernight will be entitled to have actual travel expenditure within the indicative daily cap paid for or reimbursed by the department. for further information, employees should consult the travel policy. 111. where the secretary decides that the accommodation rate is insufficient in specific circumstances, a higher rate may be approved. 112. employees whose travel includes an overnight stay may withdraw up to $40 for incidentals and meals, from an automatic teller machine without the requirement to provide receipts of expenditure. any cash withdrawal will reduce the daily rates available for accommodation and other meals or incidental costs by the amount withdrawn. 113. where an employee chooses to stay in non-commercial accommodation, employees may access up to $55 per night to meet expenses associated with staying in non-commercial accommodation. part day travel 114. where an employee is required to travel for official business purposes for a period of ten hours or more but no overnight stay is required, a part day travel allowance of $40 will be payable to employees. reviewed travel allowance 115. payment arrangements and the level of entitlement for travel expenses will be reviewed after 21 days away from home (in the one location) and paid on the basis of reasonable actual expenses or an alternative package of assistance approved by the secretary. a trip home will not be regarded as a break for the purposes of determining reviewed travel allowance. recognition of travel time 116. for aps 1–6 (and equivalent) employees, travel on official business undertaken between the 7:00 am to 7:00 pm bandwidth may be recorded as flex time. the start and finish times of the 12 hour bandwidth may be adjusted in recognition of travel time with the approval of the secretary. 117. travel time will not be paid as overtime. 118. reasonable time off in lieu may be granted where employees are directed to travel outside the bandwidth.
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1088travelreimbursed by the department. for further information, employees should consult the travel policy. 111. where the secretary decides that the accommodation rate is insufficient in specific circumstances, a higher rate may be approved. 112. employees whose travel includes an overnight stay may withdraw up to $40 for incidentals and meals, from an automatic teller machine without the requirement to provide receipts of expenditure. any cash withdrawal will reduce the daily rates available for accommodation and other meals or incidental costs by the amount withdrawn. 113. where an employee chooses to stay in non-commercial accommodation, employees may access up to $55 per night to meet expenses associated with staying in non-commercial accommodation. part day travel 114. where an employee is required to travel for official business purposes for a period of ten hours or more but no overnight stay is required, a part day travel allowance of $40 will be payable to employees. reviewed travel allowance 115. payment arrangements and the level of entitlement for travel expenses will be reviewed after 21 days away from home (in the one location) and paid on the basis of reasonable actual expenses or an alternative package of assistance approved by the secretary. a trip home will not be regarded as a break for the purposes of determining reviewed travel allowance. recognition of travel time 116. for aps 1–6 (and equivalent) employees, travel on official business undertaken between the 7:00 am to 7:00 pm bandwidth may be recorded as flex time. the start and finish times of the 12 hour bandwidth may be adjusted in recognition of travel time with the approval of the secretary. 117. travel time will not be paid as overtime. 118. reasonable time off in lieu may be granted where employees are directed to travel outside the bandwidth. airline lounge membership
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1091travel112. employees whose travel includes an overnight stay may withdraw up to $40 for incidentals and meals, from an automatic teller machine without the requirement to provide receipts of expenditure. any cash withdrawal will reduce the daily rates available for accommodation and other meals or incidental costs by the amount withdrawn. 113. where an employee chooses to stay in non-commercial accommodation, employees may access up to $55 per night to meet expenses associated with staying in non-commercial accommodation. part day travel 114. where an employee is required to travel for official business purposes for a period of ten hours or more but no overnight stay is required, a part day travel allowance of $40 will be payable to employees. reviewed travel allowance 115. payment arrangements and the level of entitlement for travel expenses will be reviewed after 21 days away from home (in the one location) and paid on the basis of reasonable actual expenses or an alternative package of assistance approved by the secretary. a trip home will not be regarded as a break for the purposes of determining reviewed travel allowance. recognition of travel time 116. for aps 1–6 (and equivalent) employees, travel on official business undertaken between the 7:00 am to 7:00 pm bandwidth may be recorded as flex time. the start and finish times of the 12 hour bandwidth may be adjusted in recognition of travel time with the approval of the secretary. 117. travel time will not be paid as overtime. 118. reasonable time off in lieu may be granted where employees are directed to travel outside the bandwidth. airline lounge membership 119. where it is anticipated that eight or more business trips will be required to be undertaken in a 12 month period, airline lounge membership is available for that period.
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1098travelpart day travel 114. where an employee is required to travel for official business purposes for a period of ten hours or more but no overnight stay is required, a part day travel allowance of $40 will be payable to employees. reviewed travel allowance 115. payment arrangements and the level of entitlement for travel expenses will be reviewed after 21 days away from home (in the one location) and paid on the basis of reasonable actual expenses or an alternative package of assistance approved by the secretary. a trip home will not be regarded as a break for the purposes of determining reviewed travel allowance. recognition of travel time 116. for aps 1–6 (and equivalent) employees, travel on official business undertaken between the 7:00 am to 7:00 pm bandwidth may be recorded as flex time. the start and finish times of the 12 hour bandwidth may be adjusted in recognition of travel time with the approval of the secretary. 117. travel time will not be paid as overtime. 118. reasonable time off in lieu may be granted where employees are directed to travel outside the bandwidth. airline lounge membership 119. where it is anticipated that eight or more business trips will be required to be undertaken in a 12 month period, airline lounge membership is available for that period. motor vehicle allowance 120. where the secretary authorises an employee to use their private vehicle for official business purposes, the employee will be entitled to a flat rate motor vehicle allowance of 75 cents per kilometre, capped at the cost of the lowest practical fare of the day of travel. 16 |
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1099travel114. where an employee is required to travel for official business purposes for a period of ten hours or more but no overnight stay is required, a part day travel allowance of $40 will be payable to employees. reviewed travel allowance 115. payment arrangements and the level of entitlement for travel expenses will be reviewed after 21 days away from home (in the one location) and paid on the basis of reasonable actual expenses or an alternative package of assistance approved by the secretary. a trip home will not be regarded as a break for the purposes of determining reviewed travel allowance. recognition of travel time 116. for aps 1–6 (and equivalent) employees, travel on official business undertaken between the 7:00 am to 7:00 pm bandwidth may be recorded as flex time. the start and finish times of the 12 hour bandwidth may be adjusted in recognition of travel time with the approval of the secretary. 117. travel time will not be paid as overtime. 118. reasonable time off in lieu may be granted where employees are directed to travel outside the bandwidth. airline lounge membership 119. where it is anticipated that eight or more business trips will be required to be undertaken in a 12 month period, airline lounge membership is available for that period. motor vehicle allowance 120. where the secretary authorises an employee to use their private vehicle for official business purposes, the employee will be entitled to a flat rate motor vehicle allowance of 75 cents per kilometre, capped at the cost of the lowest practical fare of the day of travel. 16 | department of education and training enterprise agreement 2016–2019
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1100travelor more but no overnight stay is required, a part day travel allowance of $40 will be payable to employees. reviewed travel allowance 115. payment arrangements and the level of entitlement for travel expenses will be reviewed after 21 days away from home (in the one location) and paid on the basis of reasonable actual expenses or an alternative package of assistance approved by the secretary. a trip home will not be regarded as a break for the purposes of determining reviewed travel allowance. recognition of travel time 116. for aps 1–6 (and equivalent) employees, travel on official business undertaken between the 7:00 am to 7:00 pm bandwidth may be recorded as flex time. the start and finish times of the 12 hour bandwidth may be adjusted in recognition of travel time with the approval of the secretary. 117. travel time will not be paid as overtime. 118. reasonable time off in lieu may be granted where employees are directed to travel outside the bandwidth. airline lounge membership 119. where it is anticipated that eight or more business trips will be required to be undertaken in a 12 month period, airline lounge membership is available for that period. motor vehicle allowance 120. where the secretary authorises an employee to use their private vehicle for official business purposes, the employee will be entitled to a flat rate motor vehicle allowance of 75 cents per kilometre, capped at the cost of the lowest practical fare of the day of travel. 16 | department of education and training enterprise agreement 2016–2019
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1100travel allowanceor more but no overnight stay is required, a part day travel allowance of $40 will be payable to employees. reviewed travel allowance 115. payment arrangements and the level of entitlement for travel expenses will be reviewed after 21 days away from home (in the one location) and paid on the basis of reasonable actual expenses or an alternative package of assistance approved by the secretary. a trip home will not be regarded as a break for the purposes of determining reviewed travel allowance. recognition of travel time 116. for aps 1–6 (and equivalent) employees, travel on official business undertaken between the 7:00 am to 7:00 pm bandwidth may be recorded as flex time. the start and finish times of the 12 hour bandwidth may be adjusted in recognition of travel time with the approval of the secretary. 117. travel time will not be paid as overtime. 118. reasonable time off in lieu may be granted where employees are directed to travel outside the bandwidth. airline lounge membership 119. where it is anticipated that eight or more business trips will be required to be undertaken in a 12 month period, airline lounge membership is available for that period. motor vehicle allowance 120. where the secretary authorises an employee to use their private vehicle for official business purposes, the employee will be entitled to a flat rate motor vehicle allowance of 75 cents per kilometre, capped at the cost of the lowest practical fare of the day of travel. 16 | department of education and training enterprise agreement 2016–2019
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1103travelreviewed travel allowance 115. payment arrangements and the level of entitlement for travel expenses will be reviewed after 21 days away from home (in the one location) and paid on the basis of reasonable actual expenses or an alternative package of assistance approved by the secretary. a trip home will not be regarded as a break for the purposes of determining reviewed travel allowance. recognition of travel time 116. for aps 1–6 (and equivalent) employees, travel on official business undertaken between the 7:00 am to 7:00 pm bandwidth may be recorded as flex time. the start and finish times of the 12 hour bandwidth may be adjusted in recognition of travel time with the approval of the secretary. 117. travel time will not be paid as overtime. 118. reasonable time off in lieu may be granted where employees are directed to travel outside the bandwidth. airline lounge membership 119. where it is anticipated that eight or more business trips will be required to be undertaken in a 12 month period, airline lounge membership is available for that period. motor vehicle allowance 120. where the secretary authorises an employee to use their private vehicle for official business purposes, the employee will be entitled to a flat rate motor vehicle allowance of 75 cents per kilometre, capped at the cost of the lowest practical fare of the day of travel. 16 | department of education and training enterprise agreement 2016–2019 emergency situations while travelling on official business 121. assistance may be authorised by the secretary in situations where, while an employee is travelling on official business:
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1103travel allowancereviewed travel allowance 115. payment arrangements and the level of entitlement for travel expenses will be reviewed after 21 days away from home (in the one location) and paid on the basis of reasonable actual expenses or an alternative package of assistance approved by the secretary. a trip home will not be regarded as a break for the purposes of determining reviewed travel allowance. recognition of travel time 116. for aps 1–6 (and equivalent) employees, travel on official business undertaken between the 7:00 am to 7:00 pm bandwidth may be recorded as flex time. the start and finish times of the 12 hour bandwidth may be adjusted in recognition of travel time with the approval of the secretary. 117. travel time will not be paid as overtime. 118. reasonable time off in lieu may be granted where employees are directed to travel outside the bandwidth. airline lounge membership 119. where it is anticipated that eight or more business trips will be required to be undertaken in a 12 month period, airline lounge membership is available for that period. motor vehicle allowance 120. where the secretary authorises an employee to use their private vehicle for official business purposes, the employee will be entitled to a flat rate motor vehicle allowance of 75 cents per kilometre, capped at the cost of the lowest practical fare of the day of travel. 16 | department of education and training enterprise agreement 2016–2019 emergency situations while travelling on official business 121. assistance may be authorised by the secretary in situations where, while an employee is travelling on official business:
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1104travel115. payment arrangements and the level of entitlement for travel expenses will be reviewed after 21 days away from home (in the one location) and paid on the basis of reasonable actual expenses or an alternative package of assistance approved by the secretary. a trip home will not be regarded as a break for the purposes of determining reviewed travel allowance. recognition of travel time 116. for aps 1–6 (and equivalent) employees, travel on official business undertaken between the 7:00 am to 7:00 pm bandwidth may be recorded as flex time. the start and finish times of the 12 hour bandwidth may be adjusted in recognition of travel time with the approval of the secretary. 117. travel time will not be paid as overtime. 118. reasonable time off in lieu may be granted where employees are directed to travel outside the bandwidth. airline lounge membership 119. where it is anticipated that eight or more business trips will be required to be undertaken in a 12 month period, airline lounge membership is available for that period. motor vehicle allowance 120. where the secretary authorises an employee to use their private vehicle for official business purposes, the employee will be entitled to a flat rate motor vehicle allowance of 75 cents per kilometre, capped at the cost of the lowest practical fare of the day of travel. 16 | department of education and training enterprise agreement 2016–2019 emergency situations while travelling on official business 121. assistance may be authorised by the secretary in situations where, while an employee is travelling on official business: a. an employee becomes critically or dangerously ill and the employee’s partner or a family
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1107travelas a break for the purposes of determining reviewed travel allowance. recognition of travel time 116. for aps 1–6 (and equivalent) employees, travel on official business undertaken between the 7:00 am to 7:00 pm bandwidth may be recorded as flex time. the start and finish times of the 12 hour bandwidth may be adjusted in recognition of travel time with the approval of the secretary. 117. travel time will not be paid as overtime. 118. reasonable time off in lieu may be granted where employees are directed to travel outside the bandwidth. airline lounge membership 119. where it is anticipated that eight or more business trips will be required to be undertaken in a 12 month period, airline lounge membership is available for that period. motor vehicle allowance 120. where the secretary authorises an employee to use their private vehicle for official business purposes, the employee will be entitled to a flat rate motor vehicle allowance of 75 cents per kilometre, capped at the cost of the lowest practical fare of the day of travel. 16 | department of education and training enterprise agreement 2016–2019 emergency situations while travelling on official business 121. assistance may be authorised by the secretary in situations where, while an employee is travelling on official business: a. an employee becomes critically or dangerously ill and the employee’s partner or a family member travels to visit the employee or b. a member of the employee’s family or the employee’s partner’s family dies or becomes critically or dangerously ill and the employee travels to visit the critically or dangerously ill
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1107travel allowanceas a break for the purposes of determining reviewed travel allowance. recognition of travel time 116. for aps 1–6 (and equivalent) employees, travel on official business undertaken between the 7:00 am to 7:00 pm bandwidth may be recorded as flex time. the start and finish times of the 12 hour bandwidth may be adjusted in recognition of travel time with the approval of the secretary. 117. travel time will not be paid as overtime. 118. reasonable time off in lieu may be granted where employees are directed to travel outside the bandwidth. airline lounge membership 119. where it is anticipated that eight or more business trips will be required to be undertaken in a 12 month period, airline lounge membership is available for that period. motor vehicle allowance 120. where the secretary authorises an employee to use their private vehicle for official business purposes, the employee will be entitled to a flat rate motor vehicle allowance of 75 cents per kilometre, capped at the cost of the lowest practical fare of the day of travel. 16 | department of education and training enterprise agreement 2016–2019 emergency situations while travelling on official business 121. assistance may be authorised by the secretary in situations where, while an employee is travelling on official business: a. an employee becomes critically or dangerously ill and the employee’s partner or a family member travels to visit the employee or b. a member of the employee’s family or the employee’s partner’s family dies or becomes critically or dangerously ill and the employee travels to visit the critically or dangerously ill
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1109travelrecognition of travel time 116. for aps 1–6 (and equivalent) employees, travel on official business undertaken between the 7:00 am to 7:00 pm bandwidth may be recorded as flex time. the start and finish times of the 12 hour bandwidth may be adjusted in recognition of travel time with the approval of the secretary. 117. travel time will not be paid as overtime. 118. reasonable time off in lieu may be granted where employees are directed to travel outside the bandwidth. airline lounge membership 119. where it is anticipated that eight or more business trips will be required to be undertaken in a 12 month period, airline lounge membership is available for that period. motor vehicle allowance 120. where the secretary authorises an employee to use their private vehicle for official business purposes, the employee will be entitled to a flat rate motor vehicle allowance of 75 cents per kilometre, capped at the cost of the lowest practical fare of the day of travel. 16 | department of education and training enterprise agreement 2016–2019 emergency situations while travelling on official business 121. assistance may be authorised by the secretary in situations where, while an employee is travelling on official business: a. an employee becomes critically or dangerously ill and the employee’s partner or a family member travels to visit the employee or b. a member of the employee’s family or the employee’s partner’s family dies or becomes critically or dangerously ill and the employee travels to visit the critically or dangerously ill family member. 122. the assistance may comprise:
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1109recognition of travel timerecognition of travel time 116. for aps 1–6 (and equivalent) employees, travel on official business undertaken between the 7:00 am to 7:00 pm bandwidth may be recorded as flex time. the start and finish times of the 12 hour bandwidth may be adjusted in recognition of travel time with the approval of the secretary. 117. travel time will not be paid as overtime. 118. reasonable time off in lieu may be granted where employees are directed to travel outside the bandwidth. airline lounge membership 119. where it is anticipated that eight or more business trips will be required to be undertaken in a 12 month period, airline lounge membership is available for that period. motor vehicle allowance 120. where the secretary authorises an employee to use their private vehicle for official business purposes, the employee will be entitled to a flat rate motor vehicle allowance of 75 cents per kilometre, capped at the cost of the lowest practical fare of the day of travel. 16 | department of education and training enterprise agreement 2016–2019 emergency situations while travelling on official business 121. assistance may be authorised by the secretary in situations where, while an employee is travelling on official business: a. an employee becomes critically or dangerously ill and the employee’s partner or a family member travels to visit the employee or b. a member of the employee’s family or the employee’s partner’s family dies or becomes critically or dangerously ill and the employee travels to visit the critically or dangerously ill family member. 122. the assistance may comprise:
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1110travel116. for aps 1–6 (and equivalent) employees, travel on official business undertaken between the 7:00 am to 7:00 pm bandwidth may be recorded as flex time. the start and finish times of the 12 hour bandwidth may be adjusted in recognition of travel time with the approval of the secretary. 117. travel time will not be paid as overtime. 118. reasonable time off in lieu may be granted where employees are directed to travel outside the bandwidth. airline lounge membership 119. where it is anticipated that eight or more business trips will be required to be undertaken in a 12 month period, airline lounge membership is available for that period. motor vehicle allowance 120. where the secretary authorises an employee to use their private vehicle for official business purposes, the employee will be entitled to a flat rate motor vehicle allowance of 75 cents per kilometre, capped at the cost of the lowest practical fare of the day of travel. 16 | department of education and training enterprise agreement 2016–2019 emergency situations while travelling on official business 121. assistance may be authorised by the secretary in situations where, while an employee is travelling on official business: a. an employee becomes critically or dangerously ill and the employee’s partner or a family member travels to visit the employee or b. a member of the employee’s family or the employee’s partner’s family dies or becomes critically or dangerously ill and the employee travels to visit the critically or dangerously ill family member. 122. the assistance may comprise: a. reimbursement to the employee for the cost of an economy return airfare in respect of travel
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1111bandwidth7:00 am to 7:00 pm bandwidth may be recorded as flex time. the start and finish times of the 12 hour bandwidth may be adjusted in recognition of travel time with the approval of the secretary. 117. travel time will not be paid as overtime. 118. reasonable time off in lieu may be granted where employees are directed to travel outside the bandwidth. airline lounge membership 119. where it is anticipated that eight or more business trips will be required to be undertaken in a 12 month period, airline lounge membership is available for that period. motor vehicle allowance 120. where the secretary authorises an employee to use their private vehicle for official business purposes, the employee will be entitled to a flat rate motor vehicle allowance of 75 cents per kilometre, capped at the cost of the lowest practical fare of the day of travel. 16 | department of education and training enterprise agreement 2016–2019 emergency situations while travelling on official business 121. assistance may be authorised by the secretary in situations where, while an employee is travelling on official business: a. an employee becomes critically or dangerously ill and the employee’s partner or a family member travels to visit the employee or b. a member of the employee’s family or the employee’s partner’s family dies or becomes critically or dangerously ill and the employee travels to visit the critically or dangerously ill family member. 122. the assistance may comprise: a. reimbursement to the employee for the cost of an economy return airfare in respect of travel within australia
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1112travel12 hour bandwidth may be adjusted in recognition of travel time with the approval of the secretary. 117. travel time will not be paid as overtime. 118. reasonable time off in lieu may be granted where employees are directed to travel outside the bandwidth. airline lounge membership 119. where it is anticipated that eight or more business trips will be required to be undertaken in a 12 month period, airline lounge membership is available for that period. motor vehicle allowance 120. where the secretary authorises an employee to use their private vehicle for official business purposes, the employee will be entitled to a flat rate motor vehicle allowance of 75 cents per kilometre, capped at the cost of the lowest practical fare of the day of travel. 16 | department of education and training enterprise agreement 2016–2019 emergency situations while travelling on official business 121. assistance may be authorised by the secretary in situations where, while an employee is travelling on official business: a. an employee becomes critically or dangerously ill and the employee’s partner or a family member travels to visit the employee or b. a member of the employee’s family or the employee’s partner’s family dies or becomes critically or dangerously ill and the employee travels to visit the critically or dangerously ill family member. 122. the assistance may comprise: a. reimbursement to the employee for the cost of an economy return airfare in respect of travel within australia b. where the use of a motor vehicle is approved, or is the most appropriate form of travel, motor
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1112recognition of travel time12 hour bandwidth may be adjusted in recognition of travel time with the approval of the secretary. 117. travel time will not be paid as overtime. 118. reasonable time off in lieu may be granted where employees are directed to travel outside the bandwidth. airline lounge membership 119. where it is anticipated that eight or more business trips will be required to be undertaken in a 12 month period, airline lounge membership is available for that period. motor vehicle allowance 120. where the secretary authorises an employee to use their private vehicle for official business purposes, the employee will be entitled to a flat rate motor vehicle allowance of 75 cents per kilometre, capped at the cost of the lowest practical fare of the day of travel. 16 | department of education and training enterprise agreement 2016–2019 emergency situations while travelling on official business 121. assistance may be authorised by the secretary in situations where, while an employee is travelling on official business: a. an employee becomes critically or dangerously ill and the employee’s partner or a family member travels to visit the employee or b. a member of the employee’s family or the employee’s partner’s family dies or becomes critically or dangerously ill and the employee travels to visit the critically or dangerously ill family member. 122. the assistance may comprise: a. reimbursement to the employee for the cost of an economy return airfare in respect of travel within australia b. where the use of a motor vehicle is approved, or is the most appropriate form of travel, motor
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1112bandwidth12 hour bandwidth may be adjusted in recognition of travel time with the approval of the secretary. 117. travel time will not be paid as overtime. 118. reasonable time off in lieu may be granted where employees are directed to travel outside the bandwidth. airline lounge membership 119. where it is anticipated that eight or more business trips will be required to be undertaken in a 12 month period, airline lounge membership is available for that period. motor vehicle allowance 120. where the secretary authorises an employee to use their private vehicle for official business purposes, the employee will be entitled to a flat rate motor vehicle allowance of 75 cents per kilometre, capped at the cost of the lowest practical fare of the day of travel. 16 | department of education and training enterprise agreement 2016–2019 emergency situations while travelling on official business 121. assistance may be authorised by the secretary in situations where, while an employee is travelling on official business: a. an employee becomes critically or dangerously ill and the employee’s partner or a family member travels to visit the employee or b. a member of the employee’s family or the employee’s partner’s family dies or becomes critically or dangerously ill and the employee travels to visit the critically or dangerously ill family member. 122. the assistance may comprise: a. reimbursement to the employee for the cost of an economy return airfare in respect of travel within australia b. where the use of a motor vehicle is approved, or is the most appropriate form of travel, motor
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1113travel117. travel time will not be paid as overtime. 118. reasonable time off in lieu may be granted where employees are directed to travel outside the bandwidth. airline lounge membership 119. where it is anticipated that eight or more business trips will be required to be undertaken in a 12 month period, airline lounge membership is available for that period. motor vehicle allowance 120. where the secretary authorises an employee to use their private vehicle for official business purposes, the employee will be entitled to a flat rate motor vehicle allowance of 75 cents per kilometre, capped at the cost of the lowest practical fare of the day of travel. 16 | department of education and training enterprise agreement 2016–2019 emergency situations while travelling on official business 121. assistance may be authorised by the secretary in situations where, while an employee is travelling on official business: a. an employee becomes critically or dangerously ill and the employee’s partner or a family member travels to visit the employee or b. a member of the employee’s family or the employee’s partner’s family dies or becomes critically or dangerously ill and the employee travels to visit the critically or dangerously ill family member. 122. the assistance may comprise: a. reimbursement to the employee for the cost of an economy return airfare in respect of travel within australia b. where the use of a motor vehicle is approved, or is the most appropriate form of travel, motor vehicle allowance consistent with provisions in this agreement.
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1113overtime117. travel time will not be paid as overtime. 118. reasonable time off in lieu may be granted where employees are directed to travel outside the bandwidth. airline lounge membership 119. where it is anticipated that eight or more business trips will be required to be undertaken in a 12 month period, airline lounge membership is available for that period. motor vehicle allowance 120. where the secretary authorises an employee to use their private vehicle for official business purposes, the employee will be entitled to a flat rate motor vehicle allowance of 75 cents per kilometre, capped at the cost of the lowest practical fare of the day of travel. 16 | department of education and training enterprise agreement 2016–2019 emergency situations while travelling on official business 121. assistance may be authorised by the secretary in situations where, while an employee is travelling on official business: a. an employee becomes critically or dangerously ill and the employee’s partner or a family member travels to visit the employee or b. a member of the employee’s family or the employee’s partner’s family dies or becomes critically or dangerously ill and the employee travels to visit the critically or dangerously ill family member. 122. the assistance may comprise: a. reimbursement to the employee for the cost of an economy return airfare in respect of travel within australia b. where the use of a motor vehicle is approved, or is the most appropriate form of travel, motor vehicle allowance consistent with provisions in this agreement.
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1114travel118. reasonable time off in lieu may be granted where employees are directed to travel outside the bandwidth. airline lounge membership 119. where it is anticipated that eight or more business trips will be required to be undertaken in a 12 month period, airline lounge membership is available for that period. motor vehicle allowance 120. where the secretary authorises an employee to use their private vehicle for official business purposes, the employee will be entitled to a flat rate motor vehicle allowance of 75 cents per kilometre, capped at the cost of the lowest practical fare of the day of travel. 16 | department of education and training enterprise agreement 2016–2019 emergency situations while travelling on official business 121. assistance may be authorised by the secretary in situations where, while an employee is travelling on official business: a. an employee becomes critically or dangerously ill and the employee’s partner or a family member travels to visit the employee or b. a member of the employee’s family or the employee’s partner’s family dies or becomes critically or dangerously ill and the employee travels to visit the critically or dangerously ill family member. 122. the assistance may comprise: a. reimbursement to the employee for the cost of an economy return airfare in respect of travel within australia b. where the use of a motor vehicle is approved, or is the most appropriate form of travel, motor vehicle allowance consistent with provisions in this agreement.
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1115bandwidththe bandwidth. airline lounge membership 119. where it is anticipated that eight or more business trips will be required to be undertaken in a 12 month period, airline lounge membership is available for that period. motor vehicle allowance 120. where the secretary authorises an employee to use their private vehicle for official business purposes, the employee will be entitled to a flat rate motor vehicle allowance of 75 cents per kilometre, capped at the cost of the lowest practical fare of the day of travel. 16 | department of education and training enterprise agreement 2016–2019 emergency situations while travelling on official business 121. assistance may be authorised by the secretary in situations where, while an employee is travelling on official business: a. an employee becomes critically or dangerously ill and the employee’s partner or a family member travels to visit the employee or b. a member of the employee’s family or the employee’s partner’s family dies or becomes critically or dangerously ill and the employee travels to visit the critically or dangerously ill family member. 122. the assistance may comprise: a. reimbursement to the employee for the cost of an economy return airfare in respect of travel within australia b. where the use of a motor vehicle is approved, or is the most appropriate form of travel, motor vehicle allowance consistent with provisions in this agreement. family care expenses when travelling
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1124travelkilometre, capped at the cost of the lowest practical fare of the day of travel. 16 | department of education and training enterprise agreement 2016–2019 emergency situations while travelling on official business 121. assistance may be authorised by the secretary in situations where, while an employee is travelling on official business: a. an employee becomes critically or dangerously ill and the employee’s partner or a family member travels to visit the employee or b. a member of the employee’s family or the employee’s partner’s family dies or becomes critically or dangerously ill and the employee travels to visit the critically or dangerously ill family member. 122. the assistance may comprise: a. reimbursement to the employee for the cost of an economy return airfare in respect of travel within australia b. where the use of a motor vehicle is approved, or is the most appropriate form of travel, motor vehicle allowance consistent with provisions in this agreement. family care expenses when travelling 123. when an employee with family caring responsibilities is required to travel away from home for official purposes, the department will provide reimbursement on production of receipts for the full cost of ‘additional commercial care’ (over normal caring arrangements). 124. where commercial care is not available, the secretary has the discretion to approve the cost of the care provided by other arrangements. this reimbursement will be up to $60 per night subject to provision of satisfactory evidence. department of education and training enterprise agreement 2016–2019
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1130travelemergency situations while travelling on official business 121. assistance may be authorised by the secretary in situations where, while an employee is travelling on official business: a. an employee becomes critically or dangerously ill and the employee’s partner or a family member travels to visit the employee or b. a member of the employee’s family or the employee’s partner’s family dies or becomes critically or dangerously ill and the employee travels to visit the critically or dangerously ill family member. 122. the assistance may comprise: a. reimbursement to the employee for the cost of an economy return airfare in respect of travel within australia b. where the use of a motor vehicle is approved, or is the most appropriate form of travel, motor vehicle allowance consistent with provisions in this agreement. family care expenses when travelling 123. when an employee with family caring responsibilities is required to travel away from home for official purposes, the department will provide reimbursement on production of receipts for the full cost of ‘additional commercial care’ (over normal caring arrangements). 124. where commercial care is not available, the secretary has the discretion to approve the cost of the care provided by other arrangements. this reimbursement will be up to $60 per night subject to provision of satisfactory evidence. department of education and training enterprise agreement 2016–2019 | 17 part h – flexible working arrangements 125. the department recognises employees have family and personal commitments and is committed to
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1131travel121. assistance may be authorised by the secretary in situations where, while an employee is travelling on official business: a. an employee becomes critically or dangerously ill and the employee’s partner or a family member travels to visit the employee or b. a member of the employee’s family or the employee’s partner’s family dies or becomes critically or dangerously ill and the employee travels to visit the critically or dangerously ill family member. 122. the assistance may comprise: a. reimbursement to the employee for the cost of an economy return airfare in respect of travel within australia b. where the use of a motor vehicle is approved, or is the most appropriate form of travel, motor vehicle allowance consistent with provisions in this agreement. family care expenses when travelling 123. when an employee with family caring responsibilities is required to travel away from home for official purposes, the department will provide reimbursement on production of receipts for the full cost of ‘additional commercial care’ (over normal caring arrangements). 124. where commercial care is not available, the secretary has the discretion to approve the cost of the care provided by other arrangements. this reimbursement will be up to $60 per night subject to provision of satisfactory evidence. department of education and training enterprise agreement 2016–2019 | 17 part h – flexible working arrangements 125. the department recognises employees have family and personal commitments and is committed to providing flexibility in working arrangements that allow the department to be responsive and to
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1134travelmember travels to visit the employee or b. a member of the employee’s family or the employee’s partner’s family dies or becomes critically or dangerously ill and the employee travels to visit the critically or dangerously ill family member. 122. the assistance may comprise: a. reimbursement to the employee for the cost of an economy return airfare in respect of travel within australia b. where the use of a motor vehicle is approved, or is the most appropriate form of travel, motor vehicle allowance consistent with provisions in this agreement. family care expenses when travelling 123. when an employee with family caring responsibilities is required to travel away from home for official purposes, the department will provide reimbursement on production of receipts for the full cost of ‘additional commercial care’ (over normal caring arrangements). 124. where commercial care is not available, the secretary has the discretion to approve the cost of the care provided by other arrangements. this reimbursement will be up to $60 per night subject to provision of satisfactory evidence. department of education and training enterprise agreement 2016–2019 | 17 part h – flexible working arrangements 125. the department recognises employees have family and personal commitments and is committed to providing flexibility in working arrangements that allow the department to be responsive and to assist employees to balance their personal and work commitments. 126. an employee, including casual employees, may request flexible working arrangements consistent with the fw act.
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1136travelcritically or dangerously ill and the employee travels to visit the critically or dangerously ill family member. 122. the assistance may comprise: a. reimbursement to the employee for the cost of an economy return airfare in respect of travel within australia b. where the use of a motor vehicle is approved, or is the most appropriate form of travel, motor vehicle allowance consistent with provisions in this agreement. family care expenses when travelling 123. when an employee with family caring responsibilities is required to travel away from home for official purposes, the department will provide reimbursement on production of receipts for the full cost of ‘additional commercial care’ (over normal caring arrangements). 124. where commercial care is not available, the secretary has the discretion to approve the cost of the care provided by other arrangements. this reimbursement will be up to $60 per night subject to provision of satisfactory evidence. department of education and training enterprise agreement 2016–2019 | 17 part h – flexible working arrangements 125. the department recognises employees have family and personal commitments and is committed to providing flexibility in working arrangements that allow the department to be responsive and to assist employees to balance their personal and work commitments. 126. an employee, including casual employees, may request flexible working arrangements consistent with the fw act. working hours
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1139travela. reimbursement to the employee for the cost of an economy return airfare in respect of travel within australia b. where the use of a motor vehicle is approved, or is the most appropriate form of travel, motor vehicle allowance consistent with provisions in this agreement. family care expenses when travelling 123. when an employee with family caring responsibilities is required to travel away from home for official purposes, the department will provide reimbursement on production of receipts for the full cost of ‘additional commercial care’ (over normal caring arrangements). 124. where commercial care is not available, the secretary has the discretion to approve the cost of the care provided by other arrangements. this reimbursement will be up to $60 per night subject to provision of satisfactory evidence. department of education and training enterprise agreement 2016–2019 | 17 part h – flexible working arrangements 125. the department recognises employees have family and personal commitments and is committed to providing flexibility in working arrangements that allow the department to be responsive and to assist employees to balance their personal and work commitments. 126. an employee, including casual employees, may request flexible working arrangements consistent with the fw act. working hours 127. all employees are required to maintain a record of attendance. 128. the ordinary hours for full time employees are 150 hours per settlement period, which equates to 7 hours and 30 minutes per day.
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1141travelb. where the use of a motor vehicle is approved, or is the most appropriate form of travel, motor vehicle allowance consistent with provisions in this agreement. family care expenses when travelling 123. when an employee with family caring responsibilities is required to travel away from home for official purposes, the department will provide reimbursement on production of receipts for the full cost of ‘additional commercial care’ (over normal caring arrangements). 124. where commercial care is not available, the secretary has the discretion to approve the cost of the care provided by other arrangements. this reimbursement will be up to $60 per night subject to provision of satisfactory evidence. department of education and training enterprise agreement 2016–2019 | 17 part h – flexible working arrangements 125. the department recognises employees have family and personal commitments and is committed to providing flexibility in working arrangements that allow the department to be responsive and to assist employees to balance their personal and work commitments. 126. an employee, including casual employees, may request flexible working arrangements consistent with the fw act. working hours 127. all employees are required to maintain a record of attendance. 128. the ordinary hours for full time employees are 150 hours per settlement period, which equates to 7 hours and 30 minutes per day. 129. the bandwidth is a 12 hour period from 7:00 am to 7:00 pm monday to friday, except on a public holiday.
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1144travelfamily care expenses when travelling 123. when an employee with family caring responsibilities is required to travel away from home for official purposes, the department will provide reimbursement on production of receipts for the full cost of ‘additional commercial care’ (over normal caring arrangements). 124. where commercial care is not available, the secretary has the discretion to approve the cost of the care provided by other arrangements. this reimbursement will be up to $60 per night subject to provision of satisfactory evidence. department of education and training enterprise agreement 2016–2019 | 17 part h – flexible working arrangements 125. the department recognises employees have family and personal commitments and is committed to providing flexibility in working arrangements that allow the department to be responsive and to assist employees to balance their personal and work commitments. 126. an employee, including casual employees, may request flexible working arrangements consistent with the fw act. working hours 127. all employees are required to maintain a record of attendance. 128. the ordinary hours for full time employees are 150 hours per settlement period, which equates to 7 hours and 30 minutes per day. 129. the bandwidth is a 12 hour period from 7:00 am to 7:00 pm monday to friday, except on a public holiday. 130. the start time of the 12 hour bandwidth may be varied where an employee and the employee’s supervisor agree in writing to other arrangements. 131. employees must take a meal break of at least 30 minutes after five continuous hours of work.
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1145travel123. when an employee with family caring responsibilities is required to travel away from home for official purposes, the department will provide reimbursement on production of receipts for the full cost of ‘additional commercial care’ (over normal caring arrangements). 124. where commercial care is not available, the secretary has the discretion to approve the cost of the care provided by other arrangements. this reimbursement will be up to $60 per night subject to provision of satisfactory evidence. department of education and training enterprise agreement 2016–2019 | 17 part h – flexible working arrangements 125. the department recognises employees have family and personal commitments and is committed to providing flexibility in working arrangements that allow the department to be responsive and to assist employees to balance their personal and work commitments. 126. an employee, including casual employees, may request flexible working arrangements consistent with the fw act. working hours 127. all employees are required to maintain a record of attendance. 128. the ordinary hours for full time employees are 150 hours per settlement period, which equates to 7 hours and 30 minutes per day. 129. the bandwidth is a 12 hour period from 7:00 am to 7:00 pm monday to friday, except on a public holiday. 130. the start time of the 12 hour bandwidth may be varied where an employee and the employee’s supervisor agree in writing to other arrangements. 131. employees must take a meal break of at least 30 minutes after five continuous hours of work. the maximum number of agreed working hours to be worked in a day is 10 hours, unless also
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1169bandwidth129. the bandwidth is a 12 hour period from 7:00 am to 7:00 pm monday to friday, except on a public holiday. 130. the start time of the 12 hour bandwidth may be varied where an employee and the employee’s supervisor agree in writing to other arrangements. 131. employees must take a meal break of at least 30 minutes after five continuous hours of work. the maximum number of agreed working hours to be worked in a day is 10 hours, unless also working overtime. 132. employees should not commence work on any day without having at least eight hours plus reasonable travelling time minimum break from the previous day’s work, including any overtime worked, without specific approval from the secretary. 133. where the secretary requires an employee to resume or continue work without having had a minimum break, the employee will be paid at double the hourly rate for the hours worked, until they have had an eight hour break plus reasonable travelling time. 134. where all or some of the employee’s minimum break occurs during ordinary hours, the employee will not lose pay for the absence. 135. arrangements for shift workers are contained in attachment g of the agreement. ordinary hours – full time employees 136. an employee’s pattern of ordinary hours should be agreed between the employee and their manager. these ordinary hours may need to be varied on occasions by either the employee or the manager to accommodate operational or personal requirements. 137. where agreement cannot be reached on the pattern of ordinary hours, the issue should be raised with the next level manager. where agreement cannot be reached on the pattern of ordinary hours, the employee will work a standard day. 18 | department of education and training enterprise agreement 2016–2019 part time employees
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1171bandwidth130. the start time of the 12 hour bandwidth may be varied where an employee and the employee’s supervisor agree in writing to other arrangements. 131. employees must take a meal break of at least 30 minutes after five continuous hours of work. the maximum number of agreed working hours to be worked in a day is 10 hours, unless also working overtime. 132. employees should not commence work on any day without having at least eight hours plus reasonable travelling time minimum break from the previous day’s work, including any overtime worked, without specific approval from the secretary. 133. where the secretary requires an employee to resume or continue work without having had a minimum break, the employee will be paid at double the hourly rate for the hours worked, until they have had an eight hour break plus reasonable travelling time. 134. where all or some of the employee’s minimum break occurs during ordinary hours, the employee will not lose pay for the absence. 135. arrangements for shift workers are contained in attachment g of the agreement. ordinary hours – full time employees 136. an employee’s pattern of ordinary hours should be agreed between the employee and their manager. these ordinary hours may need to be varied on occasions by either the employee or the manager to accommodate operational or personal requirements. 137. where agreement cannot be reached on the pattern of ordinary hours, the issue should be raised with the next level manager. where agreement cannot be reached on the pattern of ordinary hours, the employee will work a standard day. 18 | department of education and training enterprise agreement 2016–2019 part time employees 138. the department may engage an employee on a part time basis. an employee engaged on a part time basis does not have an automatic right to vary their part time hours or access full time hours.
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1175overtimeworking overtime. 132. employees should not commence work on any day without having at least eight hours plus reasonable travelling time minimum break from the previous day’s work, including any overtime worked, without specific approval from the secretary. 133. where the secretary requires an employee to resume or continue work without having had a minimum break, the employee will be paid at double the hourly rate for the hours worked, until they have had an eight hour break plus reasonable travelling time. 134. where all or some of the employee’s minimum break occurs during ordinary hours, the employee will not lose pay for the absence. 135. arrangements for shift workers are contained in attachment g of the agreement. ordinary hours – full time employees 136. an employee’s pattern of ordinary hours should be agreed between the employee and their manager. these ordinary hours may need to be varied on occasions by either the employee or the manager to accommodate operational or personal requirements. 137. where agreement cannot be reached on the pattern of ordinary hours, the issue should be raised with the next level manager. where agreement cannot be reached on the pattern of ordinary hours, the employee will work a standard day. 18 | department of education and training enterprise agreement 2016–2019 part time employees 138. the department may engage an employee on a part time basis. an employee engaged on a part time basis does not have an automatic right to vary their part time hours or access full time hours. 139. a part time employee is an employee whose ordinary hours are less than 150 hours per settlement period. employees are required to work at least three continuous hours on any agreed working day. 140. employees who work part time can agree to work outside their agreed ordinary hours and pattern of work. in such instances, part time aps employees will be entitled to access flex time provisions, and
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1177travelreasonable travelling time minimum break from the previous day’s work, including any overtime worked, without specific approval from the secretary. 133. where the secretary requires an employee to resume or continue work without having had a minimum break, the employee will be paid at double the hourly rate for the hours worked, until they have had an eight hour break plus reasonable travelling time. 134. where all or some of the employee’s minimum break occurs during ordinary hours, the employee will not lose pay for the absence. 135. arrangements for shift workers are contained in attachment g of the agreement. ordinary hours – full time employees 136. an employee’s pattern of ordinary hours should be agreed between the employee and their manager. these ordinary hours may need to be varied on occasions by either the employee or the manager to accommodate operational or personal requirements. 137. where agreement cannot be reached on the pattern of ordinary hours, the issue should be raised with the next level manager. where agreement cannot be reached on the pattern of ordinary hours, the employee will work a standard day. 18 | department of education and training enterprise agreement 2016–2019 part time employees 138. the department may engage an employee on a part time basis. an employee engaged on a part time basis does not have an automatic right to vary their part time hours or access full time hours. 139. a part time employee is an employee whose ordinary hours are less than 150 hours per settlement period. employees are required to work at least three continuous hours on any agreed working day. 140. employees who work part time can agree to work outside their agreed ordinary hours and pattern of work. in such instances, part time aps employees will be entitled to access flex time provisions, and el employees are entitled to access time off in lieu (toil), subject to the executive level toil provisions located in clauses 164–167. where work is directed outside an aps employee’s agreed
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1177overtimereasonable travelling time minimum break from the previous day’s work, including any overtime worked, without specific approval from the secretary. 133. where the secretary requires an employee to resume or continue work without having had a minimum break, the employee will be paid at double the hourly rate for the hours worked, until they have had an eight hour break plus reasonable travelling time. 134. where all or some of the employee’s minimum break occurs during ordinary hours, the employee will not lose pay for the absence. 135. arrangements for shift workers are contained in attachment g of the agreement. ordinary hours – full time employees 136. an employee’s pattern of ordinary hours should be agreed between the employee and their manager. these ordinary hours may need to be varied on occasions by either the employee or the manager to accommodate operational or personal requirements. 137. where agreement cannot be reached on the pattern of ordinary hours, the issue should be raised with the next level manager. where agreement cannot be reached on the pattern of ordinary hours, the employee will work a standard day. 18 | department of education and training enterprise agreement 2016–2019 part time employees 138. the department may engage an employee on a part time basis. an employee engaged on a part time basis does not have an automatic right to vary their part time hours or access full time hours. 139. a part time employee is an employee whose ordinary hours are less than 150 hours per settlement period. employees are required to work at least three continuous hours on any agreed working day. 140. employees who work part time can agree to work outside their agreed ordinary hours and pattern of work. in such instances, part time aps employees will be entitled to access flex time provisions, and el employees are entitled to access time off in lieu (toil), subject to the executive level toil provisions located in clauses 164–167. where work is directed outside an aps employee’s agreed
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1181travelthey have had an eight hour break plus reasonable travelling time. 134. where all or some of the employee’s minimum break occurs during ordinary hours, the employee will not lose pay for the absence. 135. arrangements for shift workers are contained in attachment g of the agreement. ordinary hours – full time employees 136. an employee’s pattern of ordinary hours should be agreed between the employee and their manager. these ordinary hours may need to be varied on occasions by either the employee or the manager to accommodate operational or personal requirements. 137. where agreement cannot be reached on the pattern of ordinary hours, the issue should be raised with the next level manager. where agreement cannot be reached on the pattern of ordinary hours, the employee will work a standard day. 18 | department of education and training enterprise agreement 2016–2019 part time employees 138. the department may engage an employee on a part time basis. an employee engaged on a part time basis does not have an automatic right to vary their part time hours or access full time hours. 139. a part time employee is an employee whose ordinary hours are less than 150 hours per settlement period. employees are required to work at least three continuous hours on any agreed working day. 140. employees who work part time can agree to work outside their agreed ordinary hours and pattern of work. in such instances, part time aps employees will be entitled to access flex time provisions, and el employees are entitled to access time off in lieu (toil), subject to the executive level toil provisions located in clauses 164–167. where work is directed outside an aps employee’s agreed ordinary hours, overtime rates are applicable. 141. an employee may request access to part time employment at any time. managers will make every attempt to accommodate the request having regard to both operational requirements of the department and the personal needs of the employee.
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1207overtimeordinary hours, overtime rates are applicable. 141. an employee may request access to part time employment at any time. managers will make every attempt to accommodate the request having regard to both operational requirements of the department and the personal needs of the employee. 142. employees returning from maternity, parental, adoption or foster care leave will be provided with access to part time employment, upon application, until the child reaches three years of age. thereafter, an employee may request flexible working arrangements in accordance with the fw act. 143. the part time hours and days of work are to be agreed between the manager and employee having regard to operational requirements and the employee’s circumstances. flex time 144. flex time is available to all aps level employees. all hours must be recorded on the departmental flex sheet. 145. employees accumulate flex time working within the bandwidth. 146. a flex credit is where an employee accumulates hours in excess of ordinary hours with the agreement of their manager. an employee may only carry over a maximum of 37.5 hours flex credit into the next settlement period. in exceptional circumstances and where the manager has expressly agreed to the additional hours being worked, greater than 37.5 hours may be carried over one settlement period. 147. in exceptional circumstances, people, communication and legal group may: a. direct the excess flex leave to be taken so that the balance is below 37.5 hours or b. offer the employee the option to cash out flex time credits in excess of 37.5 hours at an ordinary time rate or c. convert the excess credits to annual leave on a one to one basis. 148. a flex debit occurs when the employee works less time than their ordinary hours. an employee may only accrue a flex debit and carry over a maximum of 15 hours flex debit into the next settlement period with the agreement of their manager. 149. flex leave is where an employee works less than their ordinary hours on any given day and is not on any other form of leave. flex leave requires prior approval by the employee’s manager, and for periods of one day or more reasonable notice is required. 150. where there is insufficient work, a manager may require an employee not to work hours in addition to
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1220bandwidth145. employees accumulate flex time working within the bandwidth. 146. a flex credit is where an employee accumulates hours in excess of ordinary hours with the agreement of their manager. an employee may only carry over a maximum of 37.5 hours flex credit into the next settlement period. in exceptional circumstances and where the manager has expressly agreed to the additional hours being worked, greater than 37.5 hours may be carried over one settlement period. 147. in exceptional circumstances, people, communication and legal group may: a. direct the excess flex leave to be taken so that the balance is below 37.5 hours or b. offer the employee the option to cash out flex time credits in excess of 37.5 hours at an ordinary time rate or c. convert the excess credits to annual leave on a one to one basis. 148. a flex debit occurs when the employee works less time than their ordinary hours. an employee may only accrue a flex debit and carry over a maximum of 15 hours flex debit into the next settlement period with the agreement of their manager. 149. flex leave is where an employee works less than their ordinary hours on any given day and is not on any other form of leave. flex leave requires prior approval by the employee’s manager, and for periods of one day or more reasonable notice is required. 150. where there is insufficient work, a manager may require an employee not to work hours in addition to their ordinary hours. 151. where an employee’s manager considers the employee’s attendance is unsatisfactory or that the employee is misusing flex, the employee may be required to work ordinary hours for a period specified by the manager. department of education and training enterprise agreement 2016–2019 | 19 overtime 152. where operational requirements make it necessary, a manager may direct an employee to work outside and in excess of their ordinary hours on any day.
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1247overtimeovertime 152. where operational requirements make it necessary, a manager may direct an employee to work outside and in excess of their ordinary hours on any day. 153. an aps level employee directed to perform work outside and in excess of their ordinary hours on a given day will be paid overtime, or where agreed, time off in lieu of overtime payment at the applicable overtime rates. 154. where a period of overtime is not continuous with ordinary time work, the base period of overtime payment for such work will be calculated as if the employee had worked for four hours. when determining whether a period is continuous with ordinary time work, meal breaks should not be regarded as breaking continuity. 155. overtime payments approved by an employee’s manager will be calculated as follows: • monday to saturday: one and a half times the hourly rate for the first three hours each day and double the hourly rate thereafter • sunday: double the hourly rate • public holiday: two and a half times the hourly rate (except for duty on a public holiday within agreed ordinary time work, which will be paid at one and a half time the hourly rate in addition to normal salary payment for the day). 156. time off in lieu of overtime payment may be approved by an employee’s manager under certain circumstances. where time off in lieu of payment has been agreed and the employee has not been granted time off within four weeks or another agreed period due to operational requirements, payment of the original entitlement or the residual entitlement where the full entitlement was not granted will be made. 157. executive level employees will only be eligible to receive overtime payments in exceptional circumstances with the approval of the secretary. restriction allowance 158. where an employee is required to remain contactable, available and able to perform extra duty outside their agreed ordinary hours (i.e. be restricted), they will be paid a restriction allowance, subject to approval by the secretary. 159. restricted employees will receive a restriction allowance at the rate of nine per cent of their
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1251overtimea given day will be paid overtime, or where agreed, time off in lieu of overtime payment at the applicable overtime rates. 154. where a period of overtime is not continuous with ordinary time work, the base period of overtime payment for such work will be calculated as if the employee had worked for four hours. when determining whether a period is continuous with ordinary time work, meal breaks should not be regarded as breaking continuity. 155. overtime payments approved by an employee’s manager will be calculated as follows: • monday to saturday: one and a half times the hourly rate for the first three hours each day and double the hourly rate thereafter • sunday: double the hourly rate • public holiday: two and a half times the hourly rate (except for duty on a public holiday within agreed ordinary time work, which will be paid at one and a half time the hourly rate in addition to normal salary payment for the day). 156. time off in lieu of overtime payment may be approved by an employee’s manager under certain circumstances. where time off in lieu of payment has been agreed and the employee has not been granted time off within four weeks or another agreed period due to operational requirements, payment of the original entitlement or the residual entitlement where the full entitlement was not granted will be made. 157. executive level employees will only be eligible to receive overtime payments in exceptional circumstances with the approval of the secretary. restriction allowance 158. where an employee is required to remain contactable, available and able to perform extra duty outside their agreed ordinary hours (i.e. be restricted), they will be paid a restriction allowance, subject to approval by the secretary. 159. restricted employees will receive a restriction allowance at the rate of nine per cent of their ordinary hourly rate for each hour they are restricted outside the bandwidth, subject to: a. the employee remaining contactable, fit and available to perform extra duty and b. the employee not being in receipt of any other payment for the period for which restriction allowance would otherwise be payable, except as provided for in the following clause.
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1252overtimeapplicable overtime rates. 154. where a period of overtime is not continuous with ordinary time work, the base period of overtime payment for such work will be calculated as if the employee had worked for four hours. when determining whether a period is continuous with ordinary time work, meal breaks should not be regarded as breaking continuity. 155. overtime payments approved by an employee’s manager will be calculated as follows: • monday to saturday: one and a half times the hourly rate for the first three hours each day and double the hourly rate thereafter • sunday: double the hourly rate • public holiday: two and a half times the hourly rate (except for duty on a public holiday within agreed ordinary time work, which will be paid at one and a half time the hourly rate in addition to normal salary payment for the day). 156. time off in lieu of overtime payment may be approved by an employee’s manager under certain circumstances. where time off in lieu of payment has been agreed and the employee has not been granted time off within four weeks or another agreed period due to operational requirements, payment of the original entitlement or the residual entitlement where the full entitlement was not granted will be made. 157. executive level employees will only be eligible to receive overtime payments in exceptional circumstances with the approval of the secretary. restriction allowance 158. where an employee is required to remain contactable, available and able to perform extra duty outside their agreed ordinary hours (i.e. be restricted), they will be paid a restriction allowance, subject to approval by the secretary. 159. restricted employees will receive a restriction allowance at the rate of nine per cent of their ordinary hourly rate for each hour they are restricted outside the bandwidth, subject to: a. the employee remaining contactable, fit and available to perform extra duty and b. the employee not being in receipt of any other payment for the period for which restriction allowance would otherwise be payable, except as provided for in the following clause. 160. restriction allowance is payable whether or not the restricted employee is required to perform duty
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1253overtime154. where a period of overtime is not continuous with ordinary time work, the base period of overtime payment for such work will be calculated as if the employee had worked for four hours. when determining whether a period is continuous with ordinary time work, meal breaks should not be regarded as breaking continuity. 155. overtime payments approved by an employee’s manager will be calculated as follows: • monday to saturday: one and a half times the hourly rate for the first three hours each day and double the hourly rate thereafter • sunday: double the hourly rate • public holiday: two and a half times the hourly rate (except for duty on a public holiday within agreed ordinary time work, which will be paid at one and a half time the hourly rate in addition to normal salary payment for the day). 156. time off in lieu of overtime payment may be approved by an employee’s manager under certain circumstances. where time off in lieu of payment has been agreed and the employee has not been granted time off within four weeks or another agreed period due to operational requirements, payment of the original entitlement or the residual entitlement where the full entitlement was not granted will be made. 157. executive level employees will only be eligible to receive overtime payments in exceptional circumstances with the approval of the secretary. restriction allowance 158. where an employee is required to remain contactable, available and able to perform extra duty outside their agreed ordinary hours (i.e. be restricted), they will be paid a restriction allowance, subject to approval by the secretary. 159. restricted employees will receive a restriction allowance at the rate of nine per cent of their ordinary hourly rate for each hour they are restricted outside the bandwidth, subject to: a. the employee remaining contactable, fit and available to perform extra duty and b. the employee not being in receipt of any other payment for the period for which restriction allowance would otherwise be payable, except as provided for in the following clause. 160. restriction allowance is payable whether or not the restricted employee is required to perform duty outside the agreed ordinary hours. where a restricted employee entitled to overtime payment is
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1257overtime155. overtime payments approved by an employee’s manager will be calculated as follows: • monday to saturday: one and a half times the hourly rate for the first three hours each day and double the hourly rate thereafter • sunday: double the hourly rate • public holiday: two and a half times the hourly rate (except for duty on a public holiday within agreed ordinary time work, which will be paid at one and a half time the hourly rate in addition to normal salary payment for the day). 156. time off in lieu of overtime payment may be approved by an employee’s manager under certain circumstances. where time off in lieu of payment has been agreed and the employee has not been granted time off within four weeks or another agreed period due to operational requirements, payment of the original entitlement or the residual entitlement where the full entitlement was not granted will be made. 157. executive level employees will only be eligible to receive overtime payments in exceptional circumstances with the approval of the secretary. restriction allowance 158. where an employee is required to remain contactable, available and able to perform extra duty outside their agreed ordinary hours (i.e. be restricted), they will be paid a restriction allowance, subject to approval by the secretary. 159. restricted employees will receive a restriction allowance at the rate of nine per cent of their ordinary hourly rate for each hour they are restricted outside the bandwidth, subject to: a. the employee remaining contactable, fit and available to perform extra duty and b. the employee not being in receipt of any other payment for the period for which restriction allowance would otherwise be payable, except as provided for in the following clause. 160. restriction allowance is payable whether or not the restricted employee is required to perform duty outside the agreed ordinary hours. where a restricted employee entitled to overtime payment is required to perform duty, overtime will be payable and subject to: a. a one hour base rate of payment when work is performed without the necessity to travel to the workplace b. a three hour base rate of payment, including travel time, if work is required to be performed at
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1264overtime156. time off in lieu of overtime payment may be approved by an employee’s manager under certain circumstances. where time off in lieu of payment has been agreed and the employee has not been granted time off within four weeks or another agreed period due to operational requirements, payment of the original entitlement or the residual entitlement where the full entitlement was not granted will be made. 157. executive level employees will only be eligible to receive overtime payments in exceptional circumstances with the approval of the secretary. restriction allowance 158. where an employee is required to remain contactable, available and able to perform extra duty outside their agreed ordinary hours (i.e. be restricted), they will be paid a restriction allowance, subject to approval by the secretary. 159. restricted employees will receive a restriction allowance at the rate of nine per cent of their ordinary hourly rate for each hour they are restricted outside the bandwidth, subject to: a. the employee remaining contactable, fit and available to perform extra duty and b. the employee not being in receipt of any other payment for the period for which restriction allowance would otherwise be payable, except as provided for in the following clause. 160. restriction allowance is payable whether or not the restricted employee is required to perform duty outside the agreed ordinary hours. where a restricted employee entitled to overtime payment is required to perform duty, overtime will be payable and subject to: a. a one hour base rate of payment when work is performed without the necessity to travel to the workplace b. a three hour base rate of payment, including travel time, if work is required to be performed at the workplace. 20 | department of education and training enterprise agreement 2016–2019 161. if an employee is required to perform subsequent periods of duty within the one hour minimum
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1269overtime157. executive level employees will only be eligible to receive overtime payments in exceptional circumstances with the approval of the secretary. restriction allowance 158. where an employee is required to remain contactable, available and able to perform extra duty outside their agreed ordinary hours (i.e. be restricted), they will be paid a restriction allowance, subject to approval by the secretary. 159. restricted employees will receive a restriction allowance at the rate of nine per cent of their ordinary hourly rate for each hour they are restricted outside the bandwidth, subject to: a. the employee remaining contactable, fit and available to perform extra duty and b. the employee not being in receipt of any other payment for the period for which restriction allowance would otherwise be payable, except as provided for in the following clause. 160. restriction allowance is payable whether or not the restricted employee is required to perform duty outside the agreed ordinary hours. where a restricted employee entitled to overtime payment is required to perform duty, overtime will be payable and subject to: a. a one hour base rate of payment when work is performed without the necessity to travel to the workplace b. a three hour base rate of payment, including travel time, if work is required to be performed at the workplace. 20 | department of education and training enterprise agreement 2016–2019 161. if an employee is required to perform subsequent periods of duty within the one hour minimum payment period, only the initial one hour minimum is payable. where an employee is required to undertake a second period of duty that commences after the one hour minimum payment period has lapsed for the first period of duty, a second one hour minimum payment period commences and a further one hour minimum is payable. 162. restriction allowance will continue to be paid for periods of overtime worked while restricted.
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1277bandwidthordinary hourly rate for each hour they are restricted outside the bandwidth, subject to: a. the employee remaining contactable, fit and available to perform extra duty and b. the employee not being in receipt of any other payment for the period for which restriction allowance would otherwise be payable, except as provided for in the following clause. 160. restriction allowance is payable whether or not the restricted employee is required to perform duty outside the agreed ordinary hours. where a restricted employee entitled to overtime payment is required to perform duty, overtime will be payable and subject to: a. a one hour base rate of payment when work is performed without the necessity to travel to the workplace b. a three hour base rate of payment, including travel time, if work is required to be performed at the workplace. 20 | department of education and training enterprise agreement 2016–2019 161. if an employee is required to perform subsequent periods of duty within the one hour minimum payment period, only the initial one hour minimum is payable. where an employee is required to undertake a second period of duty that commences after the one hour minimum payment period has lapsed for the first period of duty, a second one hour minimum payment period commences and a further one hour minimum is payable. 162. restriction allowance will continue to be paid for periods of overtime worked while restricted. emergency duty 163. emergency duty will attract a base payment of two hours (which includes reasonable travel time) at double the hourly rate, which will be payable for all emergency duty without prior notice. executive level employees will only be eligible to receive emergency duty payments in exceptional circumstances with the approval of the secretary. overtime meal allowance
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1282overtimeoutside the agreed ordinary hours. where a restricted employee entitled to overtime payment is required to perform duty, overtime will be payable and subject to: a. a one hour base rate of payment when work is performed without the necessity to travel to the workplace b. a three hour base rate of payment, including travel time, if work is required to be performed at the workplace. 20 | department of education and training enterprise agreement 2016–2019 161. if an employee is required to perform subsequent periods of duty within the one hour minimum payment period, only the initial one hour minimum is payable. where an employee is required to undertake a second period of duty that commences after the one hour minimum payment period has lapsed for the first period of duty, a second one hour minimum payment period commences and a further one hour minimum is payable. 162. restriction allowance will continue to be paid for periods of overtime worked while restricted. emergency duty 163. emergency duty will attract a base payment of two hours (which includes reasonable travel time) at double the hourly rate, which will be payable for all emergency duty without prior notice. executive level employees will only be eligible to receive emergency duty payments in exceptional circumstances with the approval of the secretary. overtime meal allowance 164. where an employee who is eligible for overtime payment is directed to work overtime for at least three hours outside their ordinary hours, their manager will approve a flat rate overtime meal allowance of $26. where an employee works a further five hours overtime on a saturday, sunday or public holiday, they will receive an additional overtime meal allowance of $26.
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1283overtimerequired to perform duty, overtime will be payable and subject to: a. a one hour base rate of payment when work is performed without the necessity to travel to the workplace b. a three hour base rate of payment, including travel time, if work is required to be performed at the workplace. 20 | department of education and training enterprise agreement 2016–2019 161. if an employee is required to perform subsequent periods of duty within the one hour minimum payment period, only the initial one hour minimum is payable. where an employee is required to undertake a second period of duty that commences after the one hour minimum payment period has lapsed for the first period of duty, a second one hour minimum payment period commences and a further one hour minimum is payable. 162. restriction allowance will continue to be paid for periods of overtime worked while restricted. emergency duty 163. emergency duty will attract a base payment of two hours (which includes reasonable travel time) at double the hourly rate, which will be payable for all emergency duty without prior notice. executive level employees will only be eligible to receive emergency duty payments in exceptional circumstances with the approval of the secretary. overtime meal allowance 164. where an employee who is eligible for overtime payment is directed to work overtime for at least three hours outside their ordinary hours, their manager will approve a flat rate overtime meal allowance of $26. where an employee works a further five hours overtime on a saturday, sunday or public holiday, they will receive an additional overtime meal allowance of $26. executive level employees – flexibility and time off in lieu
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1284travela. a one hour base rate of payment when work is performed without the necessity to travel to the workplace b. a three hour base rate of payment, including travel time, if work is required to be performed at the workplace. 20 | department of education and training enterprise agreement 2016–2019 161. if an employee is required to perform subsequent periods of duty within the one hour minimum payment period, only the initial one hour minimum is payable. where an employee is required to undertake a second period of duty that commences after the one hour minimum payment period has lapsed for the first period of duty, a second one hour minimum payment period commences and a further one hour minimum is payable. 162. restriction allowance will continue to be paid for periods of overtime worked while restricted. emergency duty 163. emergency duty will attract a base payment of two hours (which includes reasonable travel time) at double the hourly rate, which will be payable for all emergency duty without prior notice. executive level employees will only be eligible to receive emergency duty payments in exceptional circumstances with the approval of the secretary. overtime meal allowance 164. where an employee who is eligible for overtime payment is directed to work overtime for at least three hours outside their ordinary hours, their manager will approve a flat rate overtime meal allowance of $26. where an employee works a further five hours overtime on a saturday, sunday or public holiday, they will receive an additional overtime meal allowance of $26. executive level employees – flexibility and time off in lieu 165. the hours of duty worked by executive level employees are not regular and executive level
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1286travelb. a three hour base rate of payment, including travel time, if work is required to be performed at the workplace. 20 | department of education and training enterprise agreement 2016–2019 161. if an employee is required to perform subsequent periods of duty within the one hour minimum payment period, only the initial one hour minimum is payable. where an employee is required to undertake a second period of duty that commences after the one hour minimum payment period has lapsed for the first period of duty, a second one hour minimum payment period commences and a further one hour minimum is payable. 162. restriction allowance will continue to be paid for periods of overtime worked while restricted. emergency duty 163. emergency duty will attract a base payment of two hours (which includes reasonable travel time) at double the hourly rate, which will be payable for all emergency duty without prior notice. executive level employees will only be eligible to receive emergency duty payments in exceptional circumstances with the approval of the secretary. overtime meal allowance 164. where an employee who is eligible for overtime payment is directed to work overtime for at least three hours outside their ordinary hours, their manager will approve a flat rate overtime meal allowance of $26. where an employee works a further five hours overtime on a saturday, sunday or public holiday, they will receive an additional overtime meal allowance of $26. executive level employees – flexibility and time off in lieu 165. the hours of duty worked by executive level employees are not regular and executive level employees may be required to work additional time beyond ordinary hours. 166. executive level employees are able to work flexible hours. this means that arrangements for
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1298overtime162. restriction allowance will continue to be paid for periods of overtime worked while restricted. emergency duty 163. emergency duty will attract a base payment of two hours (which includes reasonable travel time) at double the hourly rate, which will be payable for all emergency duty without prior notice. executive level employees will only be eligible to receive emergency duty payments in exceptional circumstances with the approval of the secretary. overtime meal allowance 164. where an employee who is eligible for overtime payment is directed to work overtime for at least three hours outside their ordinary hours, their manager will approve a flat rate overtime meal allowance of $26. where an employee works a further five hours overtime on a saturday, sunday or public holiday, they will receive an additional overtime meal allowance of $26. executive level employees – flexibility and time off in lieu 165. the hours of duty worked by executive level employees are not regular and executive level employees may be required to work additional time beyond ordinary hours. 166. executive level employees are able to work flexible hours. this means that arrangements for managing variations in attendance times and short-term absences, including full days, may be agreed in advance with the manager. 167. where substantial additional work is required, toil is able to be accessed by agreement with the manager. toil will not be on an hour for hour basis or replicate a flex time system. 168. reasonable requests for time off under these arrangements will not be refused, except for operational reasons. working from home 169. any employee may request approval to work from home, although arrangements must suit the type of work performed and operational requirements. christmas closedown
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1301travel163. emergency duty will attract a base payment of two hours (which includes reasonable travel time) at double the hourly rate, which will be payable for all emergency duty without prior notice. executive level employees will only be eligible to receive emergency duty payments in exceptional circumstances with the approval of the secretary. overtime meal allowance 164. where an employee who is eligible for overtime payment is directed to work overtime for at least three hours outside their ordinary hours, their manager will approve a flat rate overtime meal allowance of $26. where an employee works a further five hours overtime on a saturday, sunday or public holiday, they will receive an additional overtime meal allowance of $26. executive level employees – flexibility and time off in lieu 165. the hours of duty worked by executive level employees are not regular and executive level employees may be required to work additional time beyond ordinary hours. 166. executive level employees are able to work flexible hours. this means that arrangements for managing variations in attendance times and short-term absences, including full days, may be agreed in advance with the manager. 167. where substantial additional work is required, toil is able to be accessed by agreement with the manager. toil will not be on an hour for hour basis or replicate a flex time system. 168. reasonable requests for time off under these arrangements will not be refused, except for operational reasons. working from home 169. any employee may request approval to work from home, although arrangements must suit the type of work performed and operational requirements. christmas closedown 170. all departmental workplaces will be closed from 12:30 pm on the last working day before christmas day and reopen the first working day following the first day of january. this period will be known as the christmas closedown.
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1306overtimeovertime meal allowance 164. where an employee who is eligible for overtime payment is directed to work overtime for at least three hours outside their ordinary hours, their manager will approve a flat rate overtime meal allowance of $26. where an employee works a further five hours overtime on a saturday, sunday or public holiday, they will receive an additional overtime meal allowance of $26. executive level employees – flexibility and time off in lieu 165. the hours of duty worked by executive level employees are not regular and executive level employees may be required to work additional time beyond ordinary hours. 166. executive level employees are able to work flexible hours. this means that arrangements for managing variations in attendance times and short-term absences, including full days, may be agreed in advance with the manager. 167. where substantial additional work is required, toil is able to be accessed by agreement with the manager. toil will not be on an hour for hour basis or replicate a flex time system. 168. reasonable requests for time off under these arrangements will not be refused, except for operational reasons. working from home 169. any employee may request approval to work from home, although arrangements must suit the type of work performed and operational requirements. christmas closedown 170. all departmental workplaces will be closed from 12:30 pm on the last working day before christmas day and reopen the first working day following the first day of january. this period will be known as the christmas closedown. 171. employees are not required to attend for duty during the christmas closedown, unless otherwise directed by the secretary, and will be paid in accordance with their ordinary hours of work. where an employee is absent on leave, payment for the christmas closedown will be in accordance with the entitlement for that form of leave (e.g. if on long service leave at half pay, payment is on half pay). there will be no deduction from annual or personal leave credits for the christmas closedown.
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1307overtime164. where an employee who is eligible for overtime payment is directed to work overtime for at least three hours outside their ordinary hours, their manager will approve a flat rate overtime meal allowance of $26. where an employee works a further five hours overtime on a saturday, sunday or public holiday, they will receive an additional overtime meal allowance of $26. executive level employees – flexibility and time off in lieu 165. the hours of duty worked by executive level employees are not regular and executive level employees may be required to work additional time beyond ordinary hours. 166. executive level employees are able to work flexible hours. this means that arrangements for managing variations in attendance times and short-term absences, including full days, may be agreed in advance with the manager. 167. where substantial additional work is required, toil is able to be accessed by agreement with the manager. toil will not be on an hour for hour basis or replicate a flex time system. 168. reasonable requests for time off under these arrangements will not be refused, except for operational reasons. working from home 169. any employee may request approval to work from home, although arrangements must suit the type of work performed and operational requirements. christmas closedown 170. all departmental workplaces will be closed from 12:30 pm on the last working day before christmas day and reopen the first working day following the first day of january. this period will be known as the christmas closedown. 171. employees are not required to attend for duty during the christmas closedown, unless otherwise directed by the secretary, and will be paid in accordance with their ordinary hours of work. where an employee is absent on leave, payment for the christmas closedown will be in accordance with the entitlement for that form of leave (e.g. if on long service leave at half pay, payment is on half pay). there will be no deduction from annual or personal leave credits for the christmas closedown. 172. where an employee who is eligible for overtime and restriction provisions is directed to attend work
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1308overtimethree hours outside their ordinary hours, their manager will approve a flat rate overtime meal allowance of $26. where an employee works a further five hours overtime on a saturday, sunday or public holiday, they will receive an additional overtime meal allowance of $26. executive level employees – flexibility and time off in lieu 165. the hours of duty worked by executive level employees are not regular and executive level employees may be required to work additional time beyond ordinary hours. 166. executive level employees are able to work flexible hours. this means that arrangements for managing variations in attendance times and short-term absences, including full days, may be agreed in advance with the manager. 167. where substantial additional work is required, toil is able to be accessed by agreement with the manager. toil will not be on an hour for hour basis or replicate a flex time system. 168. reasonable requests for time off under these arrangements will not be refused, except for operational reasons. working from home 169. any employee may request approval to work from home, although arrangements must suit the type of work performed and operational requirements. christmas closedown 170. all departmental workplaces will be closed from 12:30 pm on the last working day before christmas day and reopen the first working day following the first day of january. this period will be known as the christmas closedown. 171. employees are not required to attend for duty during the christmas closedown, unless otherwise directed by the secretary, and will be paid in accordance with their ordinary hours of work. where an employee is absent on leave, payment for the christmas closedown will be in accordance with the entitlement for that form of leave (e.g. if on long service leave at half pay, payment is on half pay). there will be no deduction from annual or personal leave credits for the christmas closedown. 172. where an employee who is eligible for overtime and restriction provisions is directed to attend work or be available for work during the christmas closedown, the overtime rate applicable to sunday
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1309overtimeallowance of $26. where an employee works a further five hours overtime on a saturday, sunday or public holiday, they will receive an additional overtime meal allowance of $26. executive level employees – flexibility and time off in lieu 165. the hours of duty worked by executive level employees are not regular and executive level employees may be required to work additional time beyond ordinary hours. 166. executive level employees are able to work flexible hours. this means that arrangements for managing variations in attendance times and short-term absences, including full days, may be agreed in advance with the manager. 167. where substantial additional work is required, toil is able to be accessed by agreement with the manager. toil will not be on an hour for hour basis or replicate a flex time system. 168. reasonable requests for time off under these arrangements will not be refused, except for operational reasons. working from home 169. any employee may request approval to work from home, although arrangements must suit the type of work performed and operational requirements. christmas closedown 170. all departmental workplaces will be closed from 12:30 pm on the last working day before christmas day and reopen the first working day following the first day of january. this period will be known as the christmas closedown. 171. employees are not required to attend for duty during the christmas closedown, unless otherwise directed by the secretary, and will be paid in accordance with their ordinary hours of work. where an employee is absent on leave, payment for the christmas closedown will be in accordance with the entitlement for that form of leave (e.g. if on long service leave at half pay, payment is on half pay). there will be no deduction from annual or personal leave credits for the christmas closedown. 172. where an employee who is eligible for overtime and restriction provisions is directed to attend work or be available for work during the christmas closedown, the overtime rate applicable to sunday overtime will apply for the days designated as christmas closedown.
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1310overtimeor public holiday, they will receive an additional overtime meal allowance of $26. executive level employees – flexibility and time off in lieu 165. the hours of duty worked by executive level employees are not regular and executive level employees may be required to work additional time beyond ordinary hours. 166. executive level employees are able to work flexible hours. this means that arrangements for managing variations in attendance times and short-term absences, including full days, may be agreed in advance with the manager. 167. where substantial additional work is required, toil is able to be accessed by agreement with the manager. toil will not be on an hour for hour basis or replicate a flex time system. 168. reasonable requests for time off under these arrangements will not be refused, except for operational reasons. working from home 169. any employee may request approval to work from home, although arrangements must suit the type of work performed and operational requirements. christmas closedown 170. all departmental workplaces will be closed from 12:30 pm on the last working day before christmas day and reopen the first working day following the first day of january. this period will be known as the christmas closedown. 171. employees are not required to attend for duty during the christmas closedown, unless otherwise directed by the secretary, and will be paid in accordance with their ordinary hours of work. where an employee is absent on leave, payment for the christmas closedown will be in accordance with the entitlement for that form of leave (e.g. if on long service leave at half pay, payment is on half pay). there will be no deduction from annual or personal leave credits for the christmas closedown. 172. where an employee who is eligible for overtime and restriction provisions is directed to attend work or be available for work during the christmas closedown, the overtime rate applicable to sunday overtime will apply for the days designated as christmas closedown. department of education and training enterprise agreement 2016–2019
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1334long service leavethe entitlement for that form of leave (e.g. if on long service leave at half pay, payment is on half pay). there will be no deduction from annual or personal leave credits for the christmas closedown. 172. where an employee who is eligible for overtime and restriction provisions is directed to attend work or be available for work during the christmas closedown, the overtime rate applicable to sunday overtime will apply for the days designated as christmas closedown. department of education and training enterprise agreement 2016–2019 | 21 part i – leave portability of leave 173. where an employee joins the department on an ongoing or non-ongoing basis from an employer staffed under the ps act, the parliamentary service act 1999 or from the act government service, accrued annual and personal leave (however described) will be transferred or recognised, provided there is no break in continuity of service, or payments made to the employee in lieu of these entitlements from the previous employer. 174. service with organisations where the employee was previously employed under the ps act, the parliamentary service act 1999, or from the act government service may be recognised for personal leave purposes if the break in service is not more than two calendar months. impact of leave without pay on personal and annual leave 175. where an employee takes 30 or more days leave without pay in total in a calendar year, the whole period will not count as service for annual and personal leave purposes. 176. where an employee takes 30 or more days leave without pay (including an accumulated period) during the calendar year, the whole period will not count as service. cancellation of leave or recall to duty from leave 177. where an employee’s leave is cancelled by their manager without reasonable notice, or they are
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1336overtime172. where an employee who is eligible for overtime and restriction provisions is directed to attend work or be available for work during the christmas closedown, the overtime rate applicable to sunday overtime will apply for the days designated as christmas closedown. department of education and training enterprise agreement 2016–2019 | 21 part i – leave portability of leave 173. where an employee joins the department on an ongoing or non-ongoing basis from an employer staffed under the ps act, the parliamentary service act 1999 or from the act government service, accrued annual and personal leave (however described) will be transferred or recognised, provided there is no break in continuity of service, or payments made to the employee in lieu of these entitlements from the previous employer. 174. service with organisations where the employee was previously employed under the ps act, the parliamentary service act 1999, or from the act government service may be recognised for personal leave purposes if the break in service is not more than two calendar months. impact of leave without pay on personal and annual leave 175. where an employee takes 30 or more days leave without pay in total in a calendar year, the whole period will not count as service for annual and personal leave purposes. 176. where an employee takes 30 or more days leave without pay (including an accumulated period) during the calendar year, the whole period will not count as service. cancellation of leave or recall to duty from leave 177. where an employee’s leave is cancelled by their manager without reasonable notice, or they are recalled to work from leave, reasonable travel costs, travelling time, incidental costs and any other unavoidable costs arising from the recall to duty will be reimbursed where they are not recoverable
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1337overtimeor be available for work during the christmas closedown, the overtime rate applicable to sunday overtime will apply for the days designated as christmas closedown. department of education and training enterprise agreement 2016–2019 | 21 part i – leave portability of leave 173. where an employee joins the department on an ongoing or non-ongoing basis from an employer staffed under the ps act, the parliamentary service act 1999 or from the act government service, accrued annual and personal leave (however described) will be transferred or recognised, provided there is no break in continuity of service, or payments made to the employee in lieu of these entitlements from the previous employer. 174. service with organisations where the employee was previously employed under the ps act, the parliamentary service act 1999, or from the act government service may be recognised for personal leave purposes if the break in service is not more than two calendar months. impact of leave without pay on personal and annual leave 175. where an employee takes 30 or more days leave without pay in total in a calendar year, the whole period will not count as service for annual and personal leave purposes. 176. where an employee takes 30 or more days leave without pay (including an accumulated period) during the calendar year, the whole period will not count as service. cancellation of leave or recall to duty from leave 177. where an employee’s leave is cancelled by their manager without reasonable notice, or they are recalled to work from leave, reasonable travel costs, travelling time, incidental costs and any other unavoidable costs arising from the recall to duty will be reimbursed where they are not recoverable under insurance or from another source. all unused leave will be re-credited.
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1338overtimeovertime will apply for the days designated as christmas closedown. department of education and training enterprise agreement 2016–2019 | 21 part i – leave portability of leave 173. where an employee joins the department on an ongoing or non-ongoing basis from an employer staffed under the ps act, the parliamentary service act 1999 or from the act government service, accrued annual and personal leave (however described) will be transferred or recognised, provided there is no break in continuity of service, or payments made to the employee in lieu of these entitlements from the previous employer. 174. service with organisations where the employee was previously employed under the ps act, the parliamentary service act 1999, or from the act government service may be recognised for personal leave purposes if the break in service is not more than two calendar months. impact of leave without pay on personal and annual leave 175. where an employee takes 30 or more days leave without pay in total in a calendar year, the whole period will not count as service for annual and personal leave purposes. 176. where an employee takes 30 or more days leave without pay (including an accumulated period) during the calendar year, the whole period will not count as service. cancellation of leave or recall to duty from leave 177. where an employee’s leave is cancelled by their manager without reasonable notice, or they are recalled to work from leave, reasonable travel costs, travelling time, incidental costs and any other unavoidable costs arising from the recall to duty will be reimbursed where they are not recoverable under insurance or from another source. all unused leave will be re-credited.
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1364travelrecalled to work from leave, reasonable travel costs, travelling time, incidental costs and any other unavoidable costs arising from the recall to duty will be reimbursed where they are not recoverable under insurance or from another source. all unused leave will be re-credited. re-crediting periods of approved leave 178. an employee who becomes eligible for personal, carers or compassionate leave, or any nondiscretionary leave under the national employment standards (nes), while on annual or long service leave may apply to have their annual or long service leave re-credited. subject to the provision of satisfactory evidence, the employee’s annual or long service leave will be re-credited to the extent of the leave subsequently granted. workers’ compensation 179. an employee on workers’ compensation leave under the safety, rehabilitation and compensation act 1988, whose compensation is calculated on the basis of actual hours worked, will have their annual and personal leave accrual calculated in the same way. 22 | department of education and training enterprise agreement 2016–2019 annual leave 180. a full time employee is entitled to 20 working days paid annual leave for each completed year of service, accruing daily. 181. a part time employee’s annual leave entitlement will accrue on a pro rata basis. 182. annual leave credits may be taken at any time with the approval of the manager. any unused annual leave accumulates. annual leave counts as service for all purposes. 183. an employee may be granted annual leave at half pay. where an employee takes annual leave at half pay, the employee cannot access purchased leave in the same calendar year. 184. employees may request in writing to cash out annual leave so long as the remaining accrued entitlement to annual leave does not fall below 20 days (pro rata for equivalent part time employees). the employee will be paid the full amount that would have been paid to the employee
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1370long service leaveservice leave may apply to have their annual or long service leave re-credited. subject to the provision of satisfactory evidence, the employee’s annual or long service leave will be re-credited to the extent of the leave subsequently granted. workers’ compensation 179. an employee on workers’ compensation leave under the safety, rehabilitation and compensation act 1988, whose compensation is calculated on the basis of actual hours worked, will have their annual and personal leave accrual calculated in the same way. 22 | department of education and training enterprise agreement 2016–2019 annual leave 180. a full time employee is entitled to 20 working days paid annual leave for each completed year of service, accruing daily. 181. a part time employee’s annual leave entitlement will accrue on a pro rata basis. 182. annual leave credits may be taken at any time with the approval of the manager. any unused annual leave accumulates. annual leave counts as service for all purposes. 183. an employee may be granted annual leave at half pay. where an employee takes annual leave at half pay, the employee cannot access purchased leave in the same calendar year. 184. employees may request in writing to cash out annual leave so long as the remaining accrued entitlement to annual leave does not fall below 20 days (pro rata for equivalent part time employees). the employee will be paid the full amount that would have been paid to the employee had the employee taken the leave that is cashed out. 185. the secretary will not approve requests to cash out leave in accordance with this clause unless the employee has taken at least 10 days annual leave at the same time or has taken a block of 10 days annual leave (pro rata equivalent for part time employees) in the same calendar year. 186. employees who have accrued an annual leave credit of 40 days (or equivalent of two years) or more may be directed by their manager to take at least 10 days annual leave within 12 weeks of the
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1371long service leaveprovision of satisfactory evidence, the employee’s annual or long service leave will be re-credited to the extent of the leave subsequently granted. workers’ compensation 179. an employee on workers’ compensation leave under the safety, rehabilitation and compensation act 1988, whose compensation is calculated on the basis of actual hours worked, will have their annual and personal leave accrual calculated in the same way. 22 | department of education and training enterprise agreement 2016–2019 annual leave 180. a full time employee is entitled to 20 working days paid annual leave for each completed year of service, accruing daily. 181. a part time employee’s annual leave entitlement will accrue on a pro rata basis. 182. annual leave credits may be taken at any time with the approval of the manager. any unused annual leave accumulates. annual leave counts as service for all purposes. 183. an employee may be granted annual leave at half pay. where an employee takes annual leave at half pay, the employee cannot access purchased leave in the same calendar year. 184. employees may request in writing to cash out annual leave so long as the remaining accrued entitlement to annual leave does not fall below 20 days (pro rata for equivalent part time employees). the employee will be paid the full amount that would have been paid to the employee had the employee taken the leave that is cashed out. 185. the secretary will not approve requests to cash out leave in accordance with this clause unless the employee has taken at least 10 days annual leave at the same time or has taken a block of 10 days annual leave (pro rata equivalent for part time employees) in the same calendar year. 186. employees who have accrued an annual leave credit of 40 days (or equivalent of two years) or more may be directed by their manager to take at least 10 days annual leave within 12 weeks of the direction. the manager may agree to extend the period to take leave to six months where extended
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1409long service leave189. periods of long service leave cannot be broken with annual leave, except as provided for by legislation. purchased leave 190. employees may purchase up to eight weeks additional annual leave once per 12 month period by paying for the leave progressively over the course of the relevant period, subject to the approval of the secretary. 191. purchased leave is intended for use in a planned manner. when considering requests managers will take into account operational requirements and the reasons for the employee’s request. 192. where an employee has purchased leave approved, they cannot take annual leave at half pay in the same calendar year. 193. unless otherwise agreed, purchased leave not taken during the nominated 12 month period will automatically be reimbursed as salary. 194. purchased leave counts as service for all purposes including superannuation. department of education and training enterprise agreement 2016–2019 | 23 personal leave 195. ongoing and non-ongoing full time employees are entitled to 18 paid days personal leave every 12 months, accrued daily. 196. a part time employee’s personal leave entitlement will accrue on a pro rata basis. 197. on commencement of the agreement there will be a transitional arrangement for employees who have existing annual accrual to a daily accrual rate. the date of conversion will be 1 january 2017. on that date annual accrual will cease and daily accrual will commence. 198. in the first year of employment, ongoing and non-ongoing employees will be given a credit, of seven days leave, or part time pro rata equivalent, in advance of accruing the entitlement. after the date on which the seven days would normally have accrued, accrual will be on a daily basis.
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1495long service leavelong service leave 216. an employee will be eligible for long service leave (lsl) in accordance with the long service leave (commonwealth employees) act 1976. 217. the minimum period for which lsl will be granted is seven calendar days at full pay or 14 calendar days at half pay. a period of lsl cannot be broken by other periods of leave, a weekend or a public holiday, except as otherwise provided by legislation. 218. long service leave credits may be taken at any time, subject to operational requirements and the approval of the employee’s manager. community service leave 219. an employee is entitled to leave for the purposes of engaging in community service activities including jury service and emergency management activities as defined in the fw act. 220. participation in voluntary emergency management duties includes training, emergency service responses, reasonable recovery time and ceremonial duties. the secretary may determine whether any or all of the leave taken for participation in voluntary emergency management activities will be with pay. 221. leave with pay will be granted for any period of jury service. 222. an employee will be required to provide the department notice of the absence as soon as practicable and the period or expected period of absence. department of education and training enterprise agreement 2016–2019 | 25 community volunteer leave 223. employees may be granted up to two days paid leave each calendar year to volunteer with a registered community organisation. employees covered by the government lawyer broadband may request to use the leave to volunteer legal services.
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1496long service leave216. an employee will be eligible for long service leave (lsl) in accordance with the long service leave (commonwealth employees) act 1976. 217. the minimum period for which lsl will be granted is seven calendar days at full pay or 14 calendar days at half pay. a period of lsl cannot be broken by other periods of leave, a weekend or a public holiday, except as otherwise provided by legislation. 218. long service leave credits may be taken at any time, subject to operational requirements and the approval of the employee’s manager. community service leave 219. an employee is entitled to leave for the purposes of engaging in community service activities including jury service and emergency management activities as defined in the fw act. 220. participation in voluntary emergency management duties includes training, emergency service responses, reasonable recovery time and ceremonial duties. the secretary may determine whether any or all of the leave taken for participation in voluntary emergency management activities will be with pay. 221. leave with pay will be granted for any period of jury service. 222. an employee will be required to provide the department notice of the absence as soon as practicable and the period or expected period of absence. department of education and training enterprise agreement 2016–2019 | 25 community volunteer leave 223. employees may be granted up to two days paid leave each calendar year to volunteer with a registered community organisation. employees covered by the government lawyer broadband may request to use the leave to volunteer legal services. 224. paid leave will not be available to attend ceremonial functions unless the organisation certifies in
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1501long service leave218. long service leave credits may be taken at any time, subject to operational requirements and the approval of the employee’s manager. community service leave 219. an employee is entitled to leave for the purposes of engaging in community service activities including jury service and emergency management activities as defined in the fw act. 220. participation in voluntary emergency management duties includes training, emergency service responses, reasonable recovery time and ceremonial duties. the secretary may determine whether any or all of the leave taken for participation in voluntary emergency management activities will be with pay. 221. leave with pay will be granted for any period of jury service. 222. an employee will be required to provide the department notice of the absence as soon as practicable and the period or expected period of absence. department of education and training enterprise agreement 2016–2019 | 25 community volunteer leave 223. employees may be granted up to two days paid leave each calendar year to volunteer with a registered community organisation. employees covered by the government lawyer broadband may request to use the leave to volunteer legal services. 224. paid leave will not be available to attend ceremonial functions unless the organisation certifies in writing that the employee is required to attend as part of their duties. defence reserve leave 225. an employee may be granted leave (with or without pay) to enable the employee to fulfil australian defence force (adf) reserve and continuous full time service (cfts) or cadet force obligations.
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1540long service leave230. eligible employees may also apply for annual leave, long service leave, leave without pay, top-up pay or they may use flex time or make up time for the purpose of fulfilling adf reserve, cfts or cadet force obligations. war service sick leave 231. the secretary will grant war service sick leave to employees who are unfit for duty because of a war-caused or defence-caused condition as determined in accordance with relevant legislation. 232. employees who are eligible war veterans will accrue two separate credits of paid war service sick leave: a. special credit – nine weeks war service sick leave credited on commencement with the aps following eligible military service. b. annual credit – three weeks annual credit on commencement and again following each 12 months of service. unused credits accumulate up to a maximum credit balance of nine weeks. this credit cannot be accessed until the special credit has been exhausted. 233. employees who re-join the aps following an earlier period of aps employment in which they had been credited with war service sick leave will be credited with: a. any special credit that remained unused at the final day of the prior aps employment and b. any annual credit held on the final day of the prior aps employment. miscellaneous leave 234. miscellaneous leave provides flexibility to managers and employees. miscellaneous leave may be granted for circumstances not provided for elsewhere in this agreement, either with or without pay, for a purpose that the secretary considers to be in the interests of the department and having regard to operational requirements. 26 | department of education and training enterprise agreement 2016–2019 235. the leave granted may be for the period requested or for another period, and to count as service or not to count as service. where miscellaneous leave is refused the manager will advise the employee
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1575long service leaveas service for all purposes except long service leave, unless the secretary determines otherwise. 237. employees may be granted up to two days paid cultural leave in a calendar year for religious or cultural activities associated with their culture or ethnicity. 238. employees may access one additional day paid cultural leave to participate in naidoc. ceremonial leave 239. managers may grant up to 20 days in any two calendar years of leave without pay to aboriginal and torres strait islander employees for ceremonial purposes arising from the death of a family member or other ceremonial obligations. leave for a ceremonial obligation is without pay and does not count as service. 240. ceremonial leave is in addition to compassionate leave. parental leave 241. for the purpose of this agreement, parental leave includes: maternity and maternal leave, primary carer leave, adoption leave, long term foster care and permanent care orders, supporting partner leave and unpaid parental leave. 242. all parental leave types must be taken in a single, unbroken period, unless otherwise provided for under legislation or this agreement. 243. all paid parental leave types will count as service for all purposes. for employees without the qualifying service period for paid maternity leave under the maternity leave act, up to 12 weeks of unpaid maternity, adoption or long term foster care and permanent care orders leave will count for service. unpaid parental leave types will not count as service unless otherwise provided for under legislation. unpaid parental leave will not be taken to have broken service. 244. to provide for flexible administration, employees have the option to spread the payment for all paid parental leave types up to double the number of weeks at a rate of one-half of the normal salary for the employee. when payment is spread at half pay, only the full pay equivalent period will count as service (except to the extent this clause contradicts with clause 241). maternity and maternal leave 245. eligible employees can access maternity leave in accordance with the maternity leave (commonwealth employees) act 1973 (maternity leave act).
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1587parental leaveparental leave 241. for the purpose of this agreement, parental leave includes: maternity and maternal leave, primary carer leave, adoption leave, long term foster care and permanent care orders, supporting partner leave and unpaid parental leave. 242. all parental leave types must be taken in a single, unbroken period, unless otherwise provided for under legislation or this agreement. 243. all paid parental leave types will count as service for all purposes. for employees without the qualifying service period for paid maternity leave under the maternity leave act, up to 12 weeks of unpaid maternity, adoption or long term foster care and permanent care orders leave will count for service. unpaid parental leave types will not count as service unless otherwise provided for under legislation. unpaid parental leave will not be taken to have broken service. 244. to provide for flexible administration, employees have the option to spread the payment for all paid parental leave types up to double the number of weeks at a rate of one-half of the normal salary for the employee. when payment is spread at half pay, only the full pay equivalent period will count as service (except to the extent this clause contradicts with clause 241). maternity and maternal leave 245. eligible employees can access maternity leave in accordance with the maternity leave (commonwealth employees) act 1973 (maternity leave act). 246. an employee who is entitled to paid leave under the maternity leave act is also entitled to two weeks of paid maternal leave, to be taken immediately following the paid component of maternity leave. 247. an employee is unable to access personal leave while on paid maternity/maternal leave. 248. a period of maternity/maternal leave is not broken or extended by public holidays or christmas closedown. department of education and training enterprise agreement 2016–2019 | 27
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1588parental leave241. for the purpose of this agreement, parental leave includes: maternity and maternal leave, primary carer leave, adoption leave, long term foster care and permanent care orders, supporting partner leave and unpaid parental leave. 242. all parental leave types must be taken in a single, unbroken period, unless otherwise provided for under legislation or this agreement. 243. all paid parental leave types will count as service for all purposes. for employees without the qualifying service period for paid maternity leave under the maternity leave act, up to 12 weeks of unpaid maternity, adoption or long term foster care and permanent care orders leave will count for service. unpaid parental leave types will not count as service unless otherwise provided for under legislation. unpaid parental leave will not be taken to have broken service. 244. to provide for flexible administration, employees have the option to spread the payment for all paid parental leave types up to double the number of weeks at a rate of one-half of the normal salary for the employee. when payment is spread at half pay, only the full pay equivalent period will count as service (except to the extent this clause contradicts with clause 241). maternity and maternal leave 245. eligible employees can access maternity leave in accordance with the maternity leave (commonwealth employees) act 1973 (maternity leave act). 246. an employee who is entitled to paid leave under the maternity leave act is also entitled to two weeks of paid maternal leave, to be taken immediately following the paid component of maternity leave. 247. an employee is unable to access personal leave while on paid maternity/maternal leave. 248. a period of maternity/maternal leave is not broken or extended by public holidays or christmas closedown. department of education and training enterprise agreement 2016–2019 | 27 adoption leave
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1590parental leaveleave and unpaid parental leave. 242. all parental leave types must be taken in a single, unbroken period, unless otherwise provided for under legislation or this agreement. 243. all paid parental leave types will count as service for all purposes. for employees without the qualifying service period for paid maternity leave under the maternity leave act, up to 12 weeks of unpaid maternity, adoption or long term foster care and permanent care orders leave will count for service. unpaid parental leave types will not count as service unless otherwise provided for under legislation. unpaid parental leave will not be taken to have broken service. 244. to provide for flexible administration, employees have the option to spread the payment for all paid parental leave types up to double the number of weeks at a rate of one-half of the normal salary for the employee. when payment is spread at half pay, only the full pay equivalent period will count as service (except to the extent this clause contradicts with clause 241). maternity and maternal leave 245. eligible employees can access maternity leave in accordance with the maternity leave (commonwealth employees) act 1973 (maternity leave act). 246. an employee who is entitled to paid leave under the maternity leave act is also entitled to two weeks of paid maternal leave, to be taken immediately following the paid component of maternity leave. 247. an employee is unable to access personal leave while on paid maternity/maternal leave. 248. a period of maternity/maternal leave is not broken or extended by public holidays or christmas closedown. department of education and training enterprise agreement 2016–2019 | 27 adoption leave 249. an employee who has a period of service equal to that required for employees covered by the ml act to receive paid maternity leave, and will be the primary carer of the child they are adopting,
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1591parental leave242. all parental leave types must be taken in a single, unbroken period, unless otherwise provided for under legislation or this agreement. 243. all paid parental leave types will count as service for all purposes. for employees without the qualifying service period for paid maternity leave under the maternity leave act, up to 12 weeks of unpaid maternity, adoption or long term foster care and permanent care orders leave will count for service. unpaid parental leave types will not count as service unless otherwise provided for under legislation. unpaid parental leave will not be taken to have broken service. 244. to provide for flexible administration, employees have the option to spread the payment for all paid parental leave types up to double the number of weeks at a rate of one-half of the normal salary for the employee. when payment is spread at half pay, only the full pay equivalent period will count as service (except to the extent this clause contradicts with clause 241). maternity and maternal leave 245. eligible employees can access maternity leave in accordance with the maternity leave (commonwealth employees) act 1973 (maternity leave act). 246. an employee who is entitled to paid leave under the maternity leave act is also entitled to two weeks of paid maternal leave, to be taken immediately following the paid component of maternity leave. 247. an employee is unable to access personal leave while on paid maternity/maternal leave. 248. a period of maternity/maternal leave is not broken or extended by public holidays or christmas closedown. department of education and training enterprise agreement 2016–2019 | 27 adoption leave 249. an employee who has a period of service equal to that required for employees covered by the ml act to receive paid maternity leave, and will be the primary carer of the child they are adopting, is entitled to 14 weeks of paid adoption leave from the day of placement of a child where the child:
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1593parental leave243. all paid parental leave types will count as service for all purposes. for employees without the qualifying service period for paid maternity leave under the maternity leave act, up to 12 weeks of unpaid maternity, adoption or long term foster care and permanent care orders leave will count for service. unpaid parental leave types will not count as service unless otherwise provided for under legislation. unpaid parental leave will not be taken to have broken service. 244. to provide for flexible administration, employees have the option to spread the payment for all paid parental leave types up to double the number of weeks at a rate of one-half of the normal salary for the employee. when payment is spread at half pay, only the full pay equivalent period will count as service (except to the extent this clause contradicts with clause 241). maternity and maternal leave 245. eligible employees can access maternity leave in accordance with the maternity leave (commonwealth employees) act 1973 (maternity leave act). 246. an employee who is entitled to paid leave under the maternity leave act is also entitled to two weeks of paid maternal leave, to be taken immediately following the paid component of maternity leave. 247. an employee is unable to access personal leave while on paid maternity/maternal leave. 248. a period of maternity/maternal leave is not broken or extended by public holidays or christmas closedown. department of education and training enterprise agreement 2016–2019 | 27 adoption leave 249. an employee who has a period of service equal to that required for employees covered by the ml act to receive paid maternity leave, and will be the primary carer of the child they are adopting, is entitled to 14 weeks of paid adoption leave from the day of placement of a child where the child: a. is under school age on the day of placement b. did not previously live with the employee for a period of six months or more as at the day
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1594maternity leavequalifying service period for paid maternity leave under the maternity leave act, up to 12 weeks of unpaid maternity, adoption or long term foster care and permanent care orders leave will count for service. unpaid parental leave types will not count as service unless otherwise provided for under legislation. unpaid parental leave will not be taken to have broken service. 244. to provide for flexible administration, employees have the option to spread the payment for all paid parental leave types up to double the number of weeks at a rate of one-half of the normal salary for the employee. when payment is spread at half pay, only the full pay equivalent period will count as service (except to the extent this clause contradicts with clause 241). maternity and maternal leave 245. eligible employees can access maternity leave in accordance with the maternity leave (commonwealth employees) act 1973 (maternity leave act). 246. an employee who is entitled to paid leave under the maternity leave act is also entitled to two weeks of paid maternal leave, to be taken immediately following the paid component of maternity leave. 247. an employee is unable to access personal leave while on paid maternity/maternal leave. 248. a period of maternity/maternal leave is not broken or extended by public holidays or christmas closedown. department of education and training enterprise agreement 2016–2019 | 27 adoption leave 249. an employee who has a period of service equal to that required for employees covered by the ml act to receive paid maternity leave, and will be the primary carer of the child they are adopting, is entitled to 14 weeks of paid adoption leave from the day of placement of a child where the child: a. is under school age on the day of placement b. did not previously live with the employee for a period of six months or more as at the day of placement and
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1596parental leaveservice. unpaid parental leave types will not count as service unless otherwise provided for under legislation. unpaid parental leave will not be taken to have broken service. 244. to provide for flexible administration, employees have the option to spread the payment for all paid parental leave types up to double the number of weeks at a rate of one-half of the normal salary for the employee. when payment is spread at half pay, only the full pay equivalent period will count as service (except to the extent this clause contradicts with clause 241). maternity and maternal leave 245. eligible employees can access maternity leave in accordance with the maternity leave (commonwealth employees) act 1973 (maternity leave act). 246. an employee who is entitled to paid leave under the maternity leave act is also entitled to two weeks of paid maternal leave, to be taken immediately following the paid component of maternity leave. 247. an employee is unable to access personal leave while on paid maternity/maternal leave. 248. a period of maternity/maternal leave is not broken or extended by public holidays or christmas closedown. department of education and training enterprise agreement 2016–2019 | 27 adoption leave 249. an employee who has a period of service equal to that required for employees covered by the ml act to receive paid maternity leave, and will be the primary carer of the child they are adopting, is entitled to 14 weeks of paid adoption leave from the day of placement of a child where the child: a. is under school age on the day of placement b. did not previously live with the employee for a period of six months or more as at the day of placement and c. is not a child or step child of the employee or the employee’s partner. long term foster care and permanent care orders
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1597parental leavelegislation. unpaid parental leave will not be taken to have broken service. 244. to provide for flexible administration, employees have the option to spread the payment for all paid parental leave types up to double the number of weeks at a rate of one-half of the normal salary for the employee. when payment is spread at half pay, only the full pay equivalent period will count as service (except to the extent this clause contradicts with clause 241). maternity and maternal leave 245. eligible employees can access maternity leave in accordance with the maternity leave (commonwealth employees) act 1973 (maternity leave act). 246. an employee who is entitled to paid leave under the maternity leave act is also entitled to two weeks of paid maternal leave, to be taken immediately following the paid component of maternity leave. 247. an employee is unable to access personal leave while on paid maternity/maternal leave. 248. a period of maternity/maternal leave is not broken or extended by public holidays or christmas closedown. department of education and training enterprise agreement 2016–2019 | 27 adoption leave 249. an employee who has a period of service equal to that required for employees covered by the ml act to receive paid maternity leave, and will be the primary carer of the child they are adopting, is entitled to 14 weeks of paid adoption leave from the day of placement of a child where the child: a. is under school age on the day of placement b. did not previously live with the employee for a period of six months or more as at the day of placement and c. is not a child or step child of the employee or the employee’s partner. long term foster care and permanent care orders 250. an employee who has a period of service equal to that required for employees covered by the
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1599parental leaveparental leave types up to double the number of weeks at a rate of one-half of the normal salary for the employee. when payment is spread at half pay, only the full pay equivalent period will count as service (except to the extent this clause contradicts with clause 241). maternity and maternal leave 245. eligible employees can access maternity leave in accordance with the maternity leave (commonwealth employees) act 1973 (maternity leave act). 246. an employee who is entitled to paid leave under the maternity leave act is also entitled to two weeks of paid maternal leave, to be taken immediately following the paid component of maternity leave. 247. an employee is unable to access personal leave while on paid maternity/maternal leave. 248. a period of maternity/maternal leave is not broken or extended by public holidays or christmas closedown. department of education and training enterprise agreement 2016–2019 | 27 adoption leave 249. an employee who has a period of service equal to that required for employees covered by the ml act to receive paid maternity leave, and will be the primary carer of the child they are adopting, is entitled to 14 weeks of paid adoption leave from the day of placement of a child where the child: a. is under school age on the day of placement b. did not previously live with the employee for a period of six months or more as at the day of placement and c. is not a child or step child of the employee or the employee’s partner. long term foster care and permanent care orders 250. an employee who has a period of service equal to that required for employees covered by the ml act to receive paid maternity leave, and will be the primary carer of the child they are adopting, is entitled to 14 weeks paid foster care leave from the day of the placement of a child where:
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1603maternity leave245. eligible employees can access maternity leave in accordance with the maternity leave (commonwealth employees) act 1973 (maternity leave act). 246. an employee who is entitled to paid leave under the maternity leave act is also entitled to two weeks of paid maternal leave, to be taken immediately following the paid component of maternity leave. 247. an employee is unable to access personal leave while on paid maternity/maternal leave. 248. a period of maternity/maternal leave is not broken or extended by public holidays or christmas closedown. department of education and training enterprise agreement 2016–2019 | 27 adoption leave 249. an employee who has a period of service equal to that required for employees covered by the ml act to receive paid maternity leave, and will be the primary carer of the child they are adopting, is entitled to 14 weeks of paid adoption leave from the day of placement of a child where the child: a. is under school age on the day of placement b. did not previously live with the employee for a period of six months or more as at the day of placement and c. is not a child or step child of the employee or the employee’s partner. long term foster care and permanent care orders 250. an employee who has a period of service equal to that required for employees covered by the ml act to receive paid maternity leave, and will be the primary carer of the child they are adopting, is entitled to 14 weeks paid foster care leave from the day of the placement of a child where: a. the employee becomes the primary care giver of a long term foster child or b. is granted custody and guardianship of a child up to the age of 18 years as a result of a permanent care order and c. the child did not previously live with the employee for a period of six months or more as at the
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1604maternity leave(commonwealth employees) act 1973 (maternity leave act). 246. an employee who is entitled to paid leave under the maternity leave act is also entitled to two weeks of paid maternal leave, to be taken immediately following the paid component of maternity leave. 247. an employee is unable to access personal leave while on paid maternity/maternal leave. 248. a period of maternity/maternal leave is not broken or extended by public holidays or christmas closedown. department of education and training enterprise agreement 2016–2019 | 27 adoption leave 249. an employee who has a period of service equal to that required for employees covered by the ml act to receive paid maternity leave, and will be the primary carer of the child they are adopting, is entitled to 14 weeks of paid adoption leave from the day of placement of a child where the child: a. is under school age on the day of placement b. did not previously live with the employee for a period of six months or more as at the day of placement and c. is not a child or step child of the employee or the employee’s partner. long term foster care and permanent care orders 250. an employee who has a period of service equal to that required for employees covered by the ml act to receive paid maternity leave, and will be the primary carer of the child they are adopting, is entitled to 14 weeks paid foster care leave from the day of the placement of a child where: a. the employee becomes the primary care giver of a long term foster child or b. is granted custody and guardianship of a child up to the age of 18 years as a result of a permanent care order and c. the child did not previously live with the employee for a period of six months or more as at the day of placement.
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1605maternity leave246. an employee who is entitled to paid leave under the maternity leave act is also entitled to two weeks of paid maternal leave, to be taken immediately following the paid component of maternity leave. 247. an employee is unable to access personal leave while on paid maternity/maternal leave. 248. a period of maternity/maternal leave is not broken or extended by public holidays or christmas closedown. department of education and training enterprise agreement 2016–2019 | 27 adoption leave 249. an employee who has a period of service equal to that required for employees covered by the ml act to receive paid maternity leave, and will be the primary carer of the child they are adopting, is entitled to 14 weeks of paid adoption leave from the day of placement of a child where the child: a. is under school age on the day of placement b. did not previously live with the employee for a period of six months or more as at the day of placement and c. is not a child or step child of the employee or the employee’s partner. long term foster care and permanent care orders 250. an employee who has a period of service equal to that required for employees covered by the ml act to receive paid maternity leave, and will be the primary carer of the child they are adopting, is entitled to 14 weeks paid foster care leave from the day of the placement of a child where: a. the employee becomes the primary care giver of a long term foster child or b. is granted custody and guardianship of a child up to the age of 18 years as a result of a permanent care order and c. the child did not previously live with the employee for a period of six months or more as at the day of placement. 251. in exceptional circumstances, the secretary may approve paid and/or unpaid foster care leave
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1606maternity leaveof paid maternal leave, to be taken immediately following the paid component of maternity leave. 247. an employee is unable to access personal leave while on paid maternity/maternal leave. 248. a period of maternity/maternal leave is not broken or extended by public holidays or christmas closedown. department of education and training enterprise agreement 2016–2019 | 27 adoption leave 249. an employee who has a period of service equal to that required for employees covered by the ml act to receive paid maternity leave, and will be the primary carer of the child they are adopting, is entitled to 14 weeks of paid adoption leave from the day of placement of a child where the child: a. is under school age on the day of placement b. did not previously live with the employee for a period of six months or more as at the day of placement and c. is not a child or step child of the employee or the employee’s partner. long term foster care and permanent care orders 250. an employee who has a period of service equal to that required for employees covered by the ml act to receive paid maternity leave, and will be the primary carer of the child they are adopting, is entitled to 14 weeks paid foster care leave from the day of the placement of a child where: a. the employee becomes the primary care giver of a long term foster child or b. is granted custody and guardianship of a child up to the age of 18 years as a result of a permanent care order and c. the child did not previously live with the employee for a period of six months or more as at the day of placement. 251. in exceptional circumstances, the secretary may approve paid and/or unpaid foster care leave under these provisions for short term fostering arrangements or kinship care. this will only be
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1619maternity leaveml act to receive paid maternity leave, and will be the primary carer of the child they are adopting, is entitled to 14 weeks of paid adoption leave from the day of placement of a child where the child: a. is under school age on the day of placement b. did not previously live with the employee for a period of six months or more as at the day of placement and c. is not a child or step child of the employee or the employee’s partner. long term foster care and permanent care orders 250. an employee who has a period of service equal to that required for employees covered by the ml act to receive paid maternity leave, and will be the primary carer of the child they are adopting, is entitled to 14 weeks paid foster care leave from the day of the placement of a child where: a. the employee becomes the primary care giver of a long term foster child or b. is granted custody and guardianship of a child up to the age of 18 years as a result of a permanent care order and c. the child did not previously live with the employee for a period of six months or more as at the day of placement. 251. in exceptional circumstances, the secretary may approve paid and/or unpaid foster care leave under these provisions for short term fostering arrangements or kinship care. this will only be considered where legal reasons or circumstances beyond the employee’s control mean the arrangements cannot be considered long term fostering, however are likely to become long term or permanent. primary carer leave 252. an ongoing employee, other than the mother, who becomes the primary care giver for a newborn baby will be entitled to a period of six weeks paid primary carer leave. supporting partner leave 253. an employee, who has 12 continuous months of aps service and is not otherwise entitled to paid maternity or parental leave under the maternity leave act or this agreement, will be entitled to two weeks of paid supporting partner leave to commence within one month of the birth, adoption or permanent foster placement of a child or their partner’s child. unpaid parental leave 254. an eligible employee is entitled to take a period of unpaid parental leave of up to 52 weeks, less
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1627maternity leaveml act to receive paid maternity leave, and will be the primary carer of the child they are adopting, is entitled to 14 weeks paid foster care leave from the day of the placement of a child where: a. the employee becomes the primary care giver of a long term foster child or b. is granted custody and guardianship of a child up to the age of 18 years as a result of a permanent care order and c. the child did not previously live with the employee for a period of six months or more as at the day of placement. 251. in exceptional circumstances, the secretary may approve paid and/or unpaid foster care leave under these provisions for short term fostering arrangements or kinship care. this will only be considered where legal reasons or circumstances beyond the employee’s control mean the arrangements cannot be considered long term fostering, however are likely to become long term or permanent. primary carer leave 252. an ongoing employee, other than the mother, who becomes the primary care giver for a newborn baby will be entitled to a period of six weeks paid primary carer leave. supporting partner leave 253. an employee, who has 12 continuous months of aps service and is not otherwise entitled to paid maternity or parental leave under the maternity leave act or this agreement, will be entitled to two weeks of paid supporting partner leave to commence within one month of the birth, adoption or permanent foster placement of a child or their partner’s child. unpaid parental leave 254. an eligible employee is entitled to take a period of unpaid parental leave of up to 52 weeks, less any period of paid foster care leave or maternity and parental leave types taken in accordance with the fw act. 255. an employee is not entitled to take paid personal or compassionate leave while they are taking unpaid parental leave. 256. on ending the initial 52 weeks of maternity or parental leave, employees are entitled on request to an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial 52 week leave period.
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1644maternity leavematernity or parental leave under the maternity leave act or this agreement, will be entitled to two weeks of paid supporting partner leave to commence within one month of the birth, adoption or permanent foster placement of a child or their partner’s child. unpaid parental leave 254. an eligible employee is entitled to take a period of unpaid parental leave of up to 52 weeks, less any period of paid foster care leave or maternity and parental leave types taken in accordance with the fw act. 255. an employee is not entitled to take paid personal or compassionate leave while they are taking unpaid parental leave. 256. on ending the initial 52 weeks of maternity or parental leave, employees are entitled on request to an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial 52 week leave period. 28 | department of education and training enterprise agreement 2016–2019 returning from any type of parental leave 257. employees returning to work after a period of parental leave will be assigned to the duties previously performed where available or to alternative duties where appropriate to the employee’s skills and classification. 258. an employee returning to duty from parental leave will have the right to access part time work in accordance with the part time provisions in this agreement. unauthorised absences 259. where an employee is absent from duty without approval, all pay and other benefits provided under this agreement cease to be available until the employee resumes duty, or is granted leave or ceases employment. such absences will not count as service for any purpose. for further information on unauthorised absences, please refer to the working hours policy.
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1644parental leavematernity or parental leave under the maternity leave act or this agreement, will be entitled to two weeks of paid supporting partner leave to commence within one month of the birth, adoption or permanent foster placement of a child or their partner’s child. unpaid parental leave 254. an eligible employee is entitled to take a period of unpaid parental leave of up to 52 weeks, less any period of paid foster care leave or maternity and parental leave types taken in accordance with the fw act. 255. an employee is not entitled to take paid personal or compassionate leave while they are taking unpaid parental leave. 256. on ending the initial 52 weeks of maternity or parental leave, employees are entitled on request to an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial 52 week leave period. 28 | department of education and training enterprise agreement 2016–2019 returning from any type of parental leave 257. employees returning to work after a period of parental leave will be assigned to the duties previously performed where available or to alternative duties where appropriate to the employee’s skills and classification. 258. an employee returning to duty from parental leave will have the right to access part time work in accordance with the part time provisions in this agreement. unauthorised absences 259. where an employee is absent from duty without approval, all pay and other benefits provided under this agreement cease to be available until the employee resumes duty, or is granted leave or ceases employment. such absences will not count as service for any purpose. for further information on unauthorised absences, please refer to the working hours policy.
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1647parental leaveunpaid parental leave 254. an eligible employee is entitled to take a period of unpaid parental leave of up to 52 weeks, less any period of paid foster care leave or maternity and parental leave types taken in accordance with the fw act. 255. an employee is not entitled to take paid personal or compassionate leave while they are taking unpaid parental leave. 256. on ending the initial 52 weeks of maternity or parental leave, employees are entitled on request to an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial 52 week leave period. 28 | department of education and training enterprise agreement 2016–2019 returning from any type of parental leave 257. employees returning to work after a period of parental leave will be assigned to the duties previously performed where available or to alternative duties where appropriate to the employee’s skills and classification. 258. an employee returning to duty from parental leave will have the right to access part time work in accordance with the part time provisions in this agreement. unauthorised absences 259. where an employee is absent from duty without approval, all pay and other benefits provided under this agreement cease to be available until the employee resumes duty, or is granted leave or ceases employment. such absences will not count as service for any purpose. for further information on unauthorised absences, please refer to the working hours policy. department of education and training enterprise agreement 2016–2019 |
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1648parental leave254. an eligible employee is entitled to take a period of unpaid parental leave of up to 52 weeks, less any period of paid foster care leave or maternity and parental leave types taken in accordance with the fw act. 255. an employee is not entitled to take paid personal or compassionate leave while they are taking unpaid parental leave. 256. on ending the initial 52 weeks of maternity or parental leave, employees are entitled on request to an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial 52 week leave period. 28 | department of education and training enterprise agreement 2016–2019 returning from any type of parental leave 257. employees returning to work after a period of parental leave will be assigned to the duties previously performed where available or to alternative duties where appropriate to the employee’s skills and classification. 258. an employee returning to duty from parental leave will have the right to access part time work in accordance with the part time provisions in this agreement. unauthorised absences 259. where an employee is absent from duty without approval, all pay and other benefits provided under this agreement cease to be available until the employee resumes duty, or is granted leave or ceases employment. such absences will not count as service for any purpose. for further information on unauthorised absences, please refer to the working hours policy. department of education and training enterprise agreement 2016–2019 |
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1649parental leaveany period of paid foster care leave or maternity and parental leave types taken in accordance with the fw act. 255. an employee is not entitled to take paid personal or compassionate leave while they are taking unpaid parental leave. 256. on ending the initial 52 weeks of maternity or parental leave, employees are entitled on request to an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial 52 week leave period. 28 | department of education and training enterprise agreement 2016–2019 returning from any type of parental leave 257. employees returning to work after a period of parental leave will be assigned to the duties previously performed where available or to alternative duties where appropriate to the employee’s skills and classification. 258. an employee returning to duty from parental leave will have the right to access part time work in accordance with the part time provisions in this agreement. unauthorised absences 259. where an employee is absent from duty without approval, all pay and other benefits provided under this agreement cease to be available until the employee resumes duty, or is granted leave or ceases employment. such absences will not count as service for any purpose. for further information on unauthorised absences, please refer to the working hours policy. department of education and training enterprise agreement 2016–2019 | 29
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1652parental leaveunpaid parental leave. 256. on ending the initial 52 weeks of maternity or parental leave, employees are entitled on request to an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial 52 week leave period. 28 | department of education and training enterprise agreement 2016–2019 returning from any type of parental leave 257. employees returning to work after a period of parental leave will be assigned to the duties previously performed where available or to alternative duties where appropriate to the employee’s skills and classification. 258. an employee returning to duty from parental leave will have the right to access part time work in accordance with the part time provisions in this agreement. unauthorised absences 259. where an employee is absent from duty without approval, all pay and other benefits provided under this agreement cease to be available until the employee resumes duty, or is granted leave or ceases employment. such absences will not count as service for any purpose. for further information on unauthorised absences, please refer to the working hours policy. department of education and training enterprise agreement 2016–2019 | 29 part j – management of excess employees 260. the following provisions apply to all employees covered by this agreement, excluding an employee
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1653parental leave256. on ending the initial 52 weeks of maternity or parental leave, employees are entitled on request to an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial 52 week leave period. 28 | department of education and training enterprise agreement 2016–2019 returning from any type of parental leave 257. employees returning to work after a period of parental leave will be assigned to the duties previously performed where available or to alternative duties where appropriate to the employee’s skills and classification. 258. an employee returning to duty from parental leave will have the right to access part time work in accordance with the part time provisions in this agreement. unauthorised absences 259. where an employee is absent from duty without approval, all pay and other benefits provided under this agreement cease to be available until the employee resumes duty, or is granted leave or ceases employment. such absences will not count as service for any purpose. for further information on unauthorised absences, please refer to the working hours policy. department of education and training enterprise agreement 2016–2019 | 29 part j – management of excess employees 260. the following provisions apply to all employees covered by this agreement, excluding an employee serving a probationary period and a non-ongoing employee.
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1654parental leavean extension of unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial 52 week leave period. 28 | department of education and training enterprise agreement 2016–2019 returning from any type of parental leave 257. employees returning to work after a period of parental leave will be assigned to the duties previously performed where available or to alternative duties where appropriate to the employee’s skills and classification. 258. an employee returning to duty from parental leave will have the right to access part time work in accordance with the part time provisions in this agreement. unauthorised absences 259. where an employee is absent from duty without approval, all pay and other benefits provided under this agreement cease to be available until the employee resumes duty, or is granted leave or ceases employment. such absences will not count as service for any purpose. for further information on unauthorised absences, please refer to the working hours policy. department of education and training enterprise agreement 2016–2019 | 29 part j – management of excess employees 260. the following provisions apply to all employees covered by this agreement, excluding an employee serving a probationary period and a non-ongoing employee. 261. the department will, as far as possible, avoid involuntary redundancies. reasonable steps will be
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1661parental leavereturning from any type of parental leave 257. employees returning to work after a period of parental leave will be assigned to the duties previously performed where available or to alternative duties where appropriate to the employee’s skills and classification. 258. an employee returning to duty from parental leave will have the right to access part time work in accordance with the part time provisions in this agreement. unauthorised absences 259. where an employee is absent from duty without approval, all pay and other benefits provided under this agreement cease to be available until the employee resumes duty, or is granted leave or ceases employment. such absences will not count as service for any purpose. for further information on unauthorised absences, please refer to the working hours policy. department of education and training enterprise agreement 2016–2019 | 29 part j – management of excess employees 260. the following provisions apply to all employees covered by this agreement, excluding an employee serving a probationary period and a non-ongoing employee. 261. the department will, as far as possible, avoid involuntary redundancies. reasonable steps will be taken to facilitate redeployment opportunities at level across the department and the aps for excess or potentially excess employees. 262. an offer of voluntary redundancy to an employee who is not fit for and not at work may be made to an employee who is excess in accordance with the paragraph below only where the secretary, having regard to the commonwealth’s liability, decides it is appropriate. discussion and consideration period
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1662parental leave257. employees returning to work after a period of parental leave will be assigned to the duties previously performed where available or to alternative duties where appropriate to the employee’s skills and classification. 258. an employee returning to duty from parental leave will have the right to access part time work in accordance with the part time provisions in this agreement. unauthorised absences 259. where an employee is absent from duty without approval, all pay and other benefits provided under this agreement cease to be available until the employee resumes duty, or is granted leave or ceases employment. such absences will not count as service for any purpose. for further information on unauthorised absences, please refer to the working hours policy. department of education and training enterprise agreement 2016–2019 | 29 part j – management of excess employees 260. the following provisions apply to all employees covered by this agreement, excluding an employee serving a probationary period and a non-ongoing employee. 261. the department will, as far as possible, avoid involuntary redundancies. reasonable steps will be taken to facilitate redeployment opportunities at level across the department and the aps for excess or potentially excess employees. 262. an offer of voluntary redundancy to an employee who is not fit for and not at work may be made to an employee who is excess in accordance with the paragraph below only where the secretary, having regard to the commonwealth’s liability, decides it is appropriate. discussion and consideration period 263. where an excess employee situation is identified, the secretary will:
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1665parental leave258. an employee returning to duty from parental leave will have the right to access part time work in accordance with the part time provisions in this agreement. unauthorised absences 259. where an employee is absent from duty without approval, all pay and other benefits provided under this agreement cease to be available until the employee resumes duty, or is granted leave or ceases employment. such absences will not count as service for any purpose. for further information on unauthorised absences, please refer to the working hours policy. department of education and training enterprise agreement 2016–2019 | 29 part j – management of excess employees 260. the following provisions apply to all employees covered by this agreement, excluding an employee serving a probationary period and a non-ongoing employee. 261. the department will, as far as possible, avoid involuntary redundancies. reasonable steps will be taken to facilitate redeployment opportunities at level across the department and the aps for excess or potentially excess employees. 262. an offer of voluntary redundancy to an employee who is not fit for and not at work may be made to an employee who is excess in accordance with the paragraph below only where the secretary, having regard to the commonwealth’s liability, decides it is appropriate. discussion and consideration period 263. where an excess employee situation is identified, the secretary will: a. advise the employee(s) directly affected of the situation, the reasons and scope and invite the employee(s) to nominate a representative b. discuss the voluntary redundancy and reassignment processes with affected employees
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1793long service leaveb. government service as defined in section 10 of the long service leave (commonwealth employees) act 1976 c. service with a commonwealth body (other than service with a joint commonwealth-state body corporate in which the commonwealth does not have a controlling interest) which is recognised for long service leave purposes d. service with the australian defence forces e. aps service immediately preceding deemed resignation under repealed section 49 of the public service act 1922, if the service has not previously been recognised for severance pay purposes f. service in another organisation where an employee was transferred from that organisation with a transfer of function; or an employee engaged by that organisation on work within a function is appointed as a result of the transfer of that function to the aps and such service is recognised for long service leave purposes. 283. for earlier periods of service to count, there must be no breaks between the periods of service, except where: a. the break in service is less than one month and occurs where an offer of employment with the new employer was made and accepted by the employee before ceasing employment with the preceding employer or b. the earlier period of service was with the aps and ceased because the employee was deemed to have resigned from the aps under the repealed section 49 of the public service act 1922. service not to count for severance pay purposes 284. periods of service that will not count as service for redundancy pay purposes are previous periods of service that ceased by way of: a. termination under section 29 of the ps act or b. prior to the commencement of the ps act, by way of redundancy; forfeiture of office, retirement on the grounds of invalidity, inefficiency or loss of qualifications; dismissal or termination of probationary appointment for reasons of unsatisfactory service or c. voluntary retirement at or above the minimum retiring age applicable to the employee or d. payment of a redundancy benefit or a similar payment or an employer-financed retirement benefit.
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1797long service leavefor long service leave purposes d. service with the australian defence forces e. aps service immediately preceding deemed resignation under repealed section 49 of the public service act 1922, if the service has not previously been recognised for severance pay purposes f. service in another organisation where an employee was transferred from that organisation with a transfer of function; or an employee engaged by that organisation on work within a function is appointed as a result of the transfer of that function to the aps and such service is recognised for long service leave purposes. 283. for earlier periods of service to count, there must be no breaks between the periods of service, except where: a. the break in service is less than one month and occurs where an offer of employment with the new employer was made and accepted by the employee before ceasing employment with the preceding employer or b. the earlier period of service was with the aps and ceased because the employee was deemed to have resigned from the aps under the repealed section 49 of the public service act 1922. service not to count for severance pay purposes 284. periods of service that will not count as service for redundancy pay purposes are previous periods of service that ceased by way of: a. termination under section 29 of the ps act or b. prior to the commencement of the ps act, by way of redundancy; forfeiture of office, retirement on the grounds of invalidity, inefficiency or loss of qualifications; dismissal or termination of probationary appointment for reasons of unsatisfactory service or c. voluntary retirement at or above the minimum retiring age applicable to the employee or d. payment of a redundancy benefit or a similar payment or an employer-financed retirement benefit. 32 | department of education and training enterprise agreement 2016–2019
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1804long service leavefor long service leave purposes. 283. for earlier periods of service to count, there must be no breaks between the periods of service, except where: a. the break in service is less than one month and occurs where an offer of employment with the new employer was made and accepted by the employee before ceasing employment with the preceding employer or b. the earlier period of service was with the aps and ceased because the employee was deemed to have resigned from the aps under the repealed section 49 of the public service act 1922. service not to count for severance pay purposes 284. periods of service that will not count as service for redundancy pay purposes are previous periods of service that ceased by way of: a. termination under section 29 of the ps act or b. prior to the commencement of the ps act, by way of redundancy; forfeiture of office, retirement on the grounds of invalidity, inefficiency or loss of qualifications; dismissal or termination of probationary appointment for reasons of unsatisfactory service or c. voluntary retirement at or above the minimum retiring age applicable to the employee or d. payment of a redundancy benefit or a similar payment or an employer-financed retirement benefit. 32 | department of education and training enterprise agreement 2016–2019 285. absences from duty which do not count as service for long service leave purposes will not count for severance pay purposes. retention period 286. should an employee not accept the formal offer of voluntary redundancy, the employee will commence their retention period one month after the offer of voluntary redundancy. the notice period will be concurrent with the retention period.
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1827long service leave285. absences from duty which do not count as service for long service leave purposes will not count for severance pay purposes. retention period 286. should an employee not accept the formal offer of voluntary redundancy, the employee will commence their retention period one month after the offer of voluntary redundancy. the notice period will be concurrent with the retention period. 287. the purpose of the retention period is to enable excess employees to be reassigned within the aps or to find other suitable employment. consistent with this, during the retention period: a. the department will continue to provide and resource reasonable career transition services and support, and take all reasonable steps to move an excess employee to a suitable vacancy, to another agency or to pursue placements outside the aps consistent with this agreement and b. employees will take all reasonable steps to secure permanent re-assignment or placement. 288. the retention period is: a. 13 months where an employee has 20 or more years of continuous, current service with the aps or is over 45 years of age b. seven months for other employees. 289. if an employee is entitled to a redundancy payment under the nes, their retention period is reduced by the employee’s redundancy pay entitlement under the nes on termination, calculated as at the expiration of the retention period (as adjusted by this clause). redeployment 290. the following provisions will apply to employees during their retention period: a. the employee can access up to $1,200 for payment for outplacement services or training opportunities that would be expected to enhance the employment prospects of employees. b. excess employees of the department will be considered first and in isolation from, and not in competition with, other applicants who are not excess for an advertised vacancy to which the employee seeks transfer but only at or below the employee’s level. in placing excess employees, consideration will be given to the employee’s current skills and experience or the employee’s ability to acquire the relevant skills for the advertised vacancy in a short period of time.
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt1862travelemployment interviews and may request assistance in meeting reasonable travel costs and incidental expenses incurred by the employee in seeking alternative employment, where these are not met by the prospective employer. e. the employee may, after being given four weeks of notice, be reduced in classification as a means of securing alternative employment. if reduction occurs after the offer of voluntary redundancy and before the end of the retention period the employee will receive payments to maintain the employee’s salary level for the balance of the retention period. department of education and training enterprise agreement 2016–2019 | 33 extension of the retention period 291. retention periods will only be extended by periods of approved leave due to the employee’s illness or injury (supported by medical evidence) taken during the retention period. the period will not be extended on these grounds beyond an additional eight weeks. involuntary redundancy 292. if an excess employee is unsuccessful in obtaining permanent reassignment at the end of the retention period, the employee’s employment will be terminated under section 29 of the ps act. an employee may be entitled to a redundancy payment under the nes. 293. where an excess employee’s employment is to be terminated the employee will be given four weeks’ notice of termination (or five weeks for an employee over 45 years of age with at least five years of continuous, current aps service). this period of notice will be served, as far as practicable, concurrently with the retention period. 34 |
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt2364salary advancementd. is eligible for salary advancement as set out in part d of this agreement and e. received a performance rating of ‘meets expectations’ in the most recent performance cycle. 313. where an employee is advanced to the senior government lawyer level, an employee will only be advanced to the first salary point in the senior government lawyer scale and must remain at that level for at least 12 months before being eligible for further advancement within the senior government lawyer scale. accelerated advancement 314. subject to secretary approval, if eligible for advancement in accordance with clauses 312 and 313, an employee on the government lawyer broadband may be advanced two pay points within the broadband. the decision to advance an employee more than one point in the broadband will take into account performance outcomes. 40 | department of education and training enterprise agreement 2016–2019 attachment d – department of education and training: information technology specialist designation and salary table 1—information technology (it) specialist designation classification pay point on commencement it specialist (executive level 1)
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt3433salary advancement*employees are eligible for salary advancement and will move to the next highest education and training salary rate in attachment a on 15 july 2016, subject to meeting salary advancement requirements. department of education and training enterprise agreement 2016–2019 | 45 prior to commencement existing dss ea salary point salary senior 103,585 lawyer legal senior 119,656 broadband lawyer principal 136,530 lawyer on commencement salary translation arrangement point senior
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt3434salary advancementsalary rate in attachment a on 15 july 2016, subject to meeting salary advancement requirements. department of education and training enterprise agreement 2016–2019 | 45 prior to commencement existing dss ea salary point salary senior 103,585 lawyer legal senior 119,656 broadband lawyer principal 136,530 lawyer on commencement salary translation arrangement point senior rate frozen
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt3477salary advancement*employees are eligible for salary advancement and will move to the next highest education and training salary rate in attachment c on 15 july 2016, subject to meeting salary advancement requirements. 46 | department of education and training enterprise agreement 2016–2019 attachment g – shift workers 322. shift workers are those employees whose rostered ordinary hours fall outside the period 7:00 am–7:00 pm monday to friday and/or include saturdays, sundays or public holidays for an ongoing or fixed period. 323. shift workers will receive the following rate: rostered time of work work performed on a shift, any part of which falls between 7:00 pm and 7:00 am. work performed continuously for a period exceeding 4 weeks on a shift falling wholly between 7:00 pm and 7:00 am work performed anytime on a saturday work performed anytime on a sunday work performed anytime on a public holiday rate 115% of ordinary hourly rate 130% of ordinary hourly rate 150% of ordinary hourly rate 200% of ordinary hourly rate 250% of ordinary hourly rate rates for working saturdays, sundays or public holidays 324. penalty rates for shift work performed on a saturday, sunday or public holiday will be payable for
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt3478salary advancementsalary rate in attachment c on 15 july 2016, subject to meeting salary advancement requirements. 46 | department of education and training enterprise agreement 2016–2019 attachment g – shift workers 322. shift workers are those employees whose rostered ordinary hours fall outside the period 7:00 am–7:00 pm monday to friday and/or include saturdays, sundays or public holidays for an ongoing or fixed period. 323. shift workers will receive the following rate: rostered time of work work performed on a shift, any part of which falls between 7:00 pm and 7:00 am. work performed continuously for a period exceeding 4 weeks on a shift falling wholly between 7:00 pm and 7:00 am work performed anytime on a saturday work performed anytime on a sunday work performed anytime on a public holiday rate 115% of ordinary hourly rate 130% of ordinary hourly rate 150% of ordinary hourly rate 200% of ordinary hourly rate 250% of ordinary hourly rate rates for working saturdays, sundays or public holidays 324. penalty rates for shift work performed on a saturday, sunday or public holiday will be payable for any time worked after midnight on those days, including where the shift commenced the day before.
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt3509overtimeovertime 325. shift workers directed to work overtime are entitled to the overtime payments calculated as follows: for overtime worked monday to saturday – first three hours monday to saturday – after three hours sunday – all day public holidays or additional holiday – all day overtime rate 150% of ordinary hourly rate 200% of ordinary hourly rate 200% of ordinary hourly rate 250% of ordinary hourly rate crib time 326. where an employee working a shift pattern is required to be on standby during meal breaks, they will be paid crib time of single time for the period they are required to be on standby. operation of shifts 327. managers will allocate shifts equitably among employees undertaking shift work, with shift rosters specifying the standard hours of work for each shift. 328. a shift worker can be moved from one shift team to another by agreement at any time or with seven days’ notice. if seven days’ notice has not been given, except where this is not possible due to the illness or unanticipated absence of another employee, overtime will apply as per the overtime provisions of this agreement for work outside the employee’s previously rostered hours of duty until the employee has received seven days’ notice of the shift change. 329. shift workers can exchange shifts or rostered days off by mutual agreement and with the approval of the relevant manager provided that the arrangement does not give rise to an employee working overtime.
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt3510overtime325. shift workers directed to work overtime are entitled to the overtime payments calculated as follows: for overtime worked monday to saturday – first three hours monday to saturday – after three hours sunday – all day public holidays or additional holiday – all day overtime rate 150% of ordinary hourly rate 200% of ordinary hourly rate 200% of ordinary hourly rate 250% of ordinary hourly rate crib time 326. where an employee working a shift pattern is required to be on standby during meal breaks, they will be paid crib time of single time for the period they are required to be on standby. operation of shifts 327. managers will allocate shifts equitably among employees undertaking shift work, with shift rosters specifying the standard hours of work for each shift. 328. a shift worker can be moved from one shift team to another by agreement at any time or with seven days’ notice. if seven days’ notice has not been given, except where this is not possible due to the illness or unanticipated absence of another employee, overtime will apply as per the overtime provisions of this agreement for work outside the employee’s previously rostered hours of duty until the employee has received seven days’ notice of the shift change. 329. shift workers can exchange shifts or rostered days off by mutual agreement and with the approval of the relevant manager provided that the arrangement does not give rise to an employee working overtime. department of education and training enterprise agreement 2016–2019
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt3511overtimefor overtime worked monday to saturday – first three hours monday to saturday – after three hours sunday – all day public holidays or additional holiday – all day overtime rate 150% of ordinary hourly rate 200% of ordinary hourly rate 200% of ordinary hourly rate 250% of ordinary hourly rate crib time 326. where an employee working a shift pattern is required to be on standby during meal breaks, they will be paid crib time of single time for the period they are required to be on standby. operation of shifts 327. managers will allocate shifts equitably among employees undertaking shift work, with shift rosters specifying the standard hours of work for each shift. 328. a shift worker can be moved from one shift team to another by agreement at any time or with seven days’ notice. if seven days’ notice has not been given, except where this is not possible due to the illness or unanticipated absence of another employee, overtime will apply as per the overtime provisions of this agreement for work outside the employee’s previously rostered hours of duty until the employee has received seven days’ notice of the shift change. 329. shift workers can exchange shifts or rostered days off by mutual agreement and with the approval of the relevant manager provided that the arrangement does not give rise to an employee working overtime. department of education and training enterprise agreement 2016–2019
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt3517overtimeovertime rate 150% of ordinary hourly rate 200% of ordinary hourly rate 200% of ordinary hourly rate 250% of ordinary hourly rate crib time 326. where an employee working a shift pattern is required to be on standby during meal breaks, they will be paid crib time of single time for the period they are required to be on standby. operation of shifts 327. managers will allocate shifts equitably among employees undertaking shift work, with shift rosters specifying the standard hours of work for each shift. 328. a shift worker can be moved from one shift team to another by agreement at any time or with seven days’ notice. if seven days’ notice has not been given, except where this is not possible due to the illness or unanticipated absence of another employee, overtime will apply as per the overtime provisions of this agreement for work outside the employee’s previously rostered hours of duty until the employee has received seven days’ notice of the shift change. 329. shift workers can exchange shifts or rostered days off by mutual agreement and with the approval of the relevant manager provided that the arrangement does not give rise to an employee working overtime. department of education and training enterprise agreement 2016–2019 | 47 leave 330. shift workers will accrue an additional half day of paid annual leave for each sunday or public
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt3532overtimeto the illness or unanticipated absence of another employee, overtime will apply as per the overtime provisions of this agreement for work outside the employee’s previously rostered hours of duty until the employee has received seven days’ notice of the shift change. 329. shift workers can exchange shifts or rostered days off by mutual agreement and with the approval of the relevant manager provided that the arrangement does not give rise to an employee working overtime. department of education and training enterprise agreement 2016–2019 | 47 leave 330. shift workers will accrue an additional half day of paid annual leave for each sunday or public holiday worked, up to a maximum of five days for each calendar year in addition to penalty rates. 331. if the employee is rostered off on a public holiday, they will if practicable, within one month of that public holiday, be granted a day’s paid leave in lieu of that holiday. where it is impractical to grant a day’s leave in lieu, the employee will be paid one day’s pay at ordinary time. 332. where a shift worker takes annual leave, they will be paid shift penalty payments in respect of any duty which the shift worker would have performed had they not been on approved annual leave. 333. where a shift worker takes a period of leave other than annual leave, shift penalties are not payable for the period of the absence. introduction of 12 hour shifts 334. the secretary and affected employees may consider the introduction of 12 hour shifts. where this occurs, affected employees, and where they so choose, their representatives, will be consulted, regarding: a. suitable roster arrangements, including meal breaks and a forward rotation of shifts b. any trial and review processes considered appropriate.
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt3533overtimeovertime provisions of this agreement for work outside the employee’s previously rostered hours of duty until the employee has received seven days’ notice of the shift change. 329. shift workers can exchange shifts or rostered days off by mutual agreement and with the approval of the relevant manager provided that the arrangement does not give rise to an employee working overtime. department of education and training enterprise agreement 2016–2019 | 47 leave 330. shift workers will accrue an additional half day of paid annual leave for each sunday or public holiday worked, up to a maximum of five days for each calendar year in addition to penalty rates. 331. if the employee is rostered off on a public holiday, they will if practicable, within one month of that public holiday, be granted a day’s paid leave in lieu of that holiday. where it is impractical to grant a day’s leave in lieu, the employee will be paid one day’s pay at ordinary time. 332. where a shift worker takes annual leave, they will be paid shift penalty payments in respect of any duty which the shift worker would have performed had they not been on approved annual leave. 333. where a shift worker takes a period of leave other than annual leave, shift penalties are not payable for the period of the absence. introduction of 12 hour shifts 334. the secretary and affected employees may consider the introduction of 12 hour shifts. where this occurs, affected employees, and where they so choose, their representatives, will be consulted, regarding: a. suitable roster arrangements, including meal breaks and a forward rotation of shifts b. any trial and review processes considered appropriate. 335. roster arrangements for 12 hour shifts will not involve more than three consecutive night shifts for
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt3537overtimeworking overtime. department of education and training enterprise agreement 2016–2019 | 47 leave 330. shift workers will accrue an additional half day of paid annual leave for each sunday or public holiday worked, up to a maximum of five days for each calendar year in addition to penalty rates. 331. if the employee is rostered off on a public holiday, they will if practicable, within one month of that public holiday, be granted a day’s paid leave in lieu of that holiday. where it is impractical to grant a day’s leave in lieu, the employee will be paid one day’s pay at ordinary time. 332. where a shift worker takes annual leave, they will be paid shift penalty payments in respect of any duty which the shift worker would have performed had they not been on approved annual leave. 333. where a shift worker takes a period of leave other than annual leave, shift penalties are not payable for the period of the absence. introduction of 12 hour shifts 334. the secretary and affected employees may consider the introduction of 12 hour shifts. where this occurs, affected employees, and where they so choose, their representatives, will be consulted, regarding: a. suitable roster arrangements, including meal breaks and a forward rotation of shifts b. any trial and review processes considered appropriate. 335. roster arrangements for 12 hour shifts will not involve more than three consecutive night shifts for any employee. 336. twelve hour shifts may be implemented with the agreement of a majority of affected employees. 337. if 12 hour shifts are introduced, any hours worked as overtime will be paid at double time.
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt3565overtime337. if 12 hour shifts are introduced, any hours worked as overtime will be paid at double time. 48 | department of education and training enterprise agreement 2016–2019 attachment h – remote localities assistance 338. remote localities assistance (rla) is to recognise the climatic condition and lack of access to services in remote localities due to the geographical location. 339. four categories have been determined for payment of rla, depending on the level of remoteness. the amounts payable for the categories are: category 1 category 2 category 3 category 4 with dependents $5,974 $11,950 $16,729 $20,911 without dependents
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt3723bandwidthbandwidth casual employee discussion and consideration period delegate department dependant employee excess employee extended absence due to illness or injury family manager partner purchased leave senior executive service (ses) secretary settlement period shift worker standard day 52 | a department as defined in the public service act 1999 the department of education and training enterprise agreement 2016–2019
department education, skills and employment - enterprise_agreement_2016-2019_acc_1.txt3755travelholiday or where different start time is approved for travel purposes an employee who works on an irregular or intermittent basis a period of two months commencing from the date the secretary makes an employee a formal offer of voluntary redundancy a person to whom the secretary of the department of education and training has delegated a power or function under this agreement the department of education and training the spouse of the employee; and/or a child or parent of the employee, or of the spouse of the employee, being a child or parent who ordinarily resides with the employee and who is wholly or substantially dependent upon the employee an employee, other than a casual employee, of the department of education and training, whether ongoing, non-ongoing, full time or part time within the meaning of the public service act 1999 an employee will be considered an excess employee where: a. the employee is part of a class of employees that is larger in size than is necessary for the efficient and economical working of the department or b. the services of an employee cannot be effectively used because of technological or other changes in the work methods of the department, or structural or other changes in the nature, extent or organisation of functions of the department or c. the duties usually performed by the employee are to be performed in a different locality, the employee is not willing to perform the duties at the other locality and the secretary has determined that these provisions will apply to that employee. an absence of at least four continuous weeks or a combined total absence of four weeks within a 13 week period because of illness or injury a person who is related by blood, marriage (including a former spouse), adoption, fostering or traditional kinship; a de facto partner (including a former de facto partner); a person who has a strong affinity with the employee; or a parent, child, grandparent, grandchild or sibling of the employee‘s spouse or de facto partner
department of home-affairs-workplace-determination-2019.txt61salary advancementsalary advancement salary on reduction supported salary rates superannuation recovery of overpayments salary packaging individual flexibility arrangements death of an employee 10 10 10 11 11 11 12 12 13 13 14 part 3. 15 working hours and arrangements types of employment full-time employees part-time employees
department of home-affairs-workplace-determination-2019.txt66salary packagingsalary packaging individual flexibility arrangements death of an employee 10 10 10 11 11 11 12 12 13 13 14 part 3. 15 working hours and arrangements types of employment full-time employees part-time employees casual employees hours of duty part-time employees and leave balances unauthorised absence flexible working arrangements
department of home-affairs-workplace-determination-2019.txt97bandwidthflex-time bandwidth settlement period maximum credit maximum debit flex-time at cessation of employment withdrawal of flex-time time off for executive level employees requests for flexible working arrangements under the fair work act home-based work public holidays and additional holidays additional holiday payment for public holidays local arrangements 15 15 15 15 15 16 16 16 16 17 17 17 17 17 17 18
department of home-affairs-workplace-determination-2019.txt137overtimereasonable additional hours and overtime entitlement to payment for overtime overtime payment rate minimum payment for non-continuous overtime emergency duty overtime meal allowance rest relief shift work arrangements penalty rates shift hours consultation and notice application of notice for code of conduct or disciplinary matters exchange of shifts 20 20 21 22 22 22 22 23 23 24 24 24 24 part 4.
department of home-affairs-workplace-determination-2019.txt138overtimeentitlement to payment for overtime overtime payment rate minimum payment for non-continuous overtime emergency duty overtime meal allowance rest relief shift work arrangements penalty rates shift hours consultation and notice application of notice for code of conduct or disciplinary matters exchange of shifts 20 20 21 22 22 22 22 23 23 24 24 24 24 part 4. 25
department of home-affairs-workplace-determination-2019.txt139overtimeovertime payment rate minimum payment for non-continuous overtime emergency duty overtime meal allowance rest relief shift work arrangements penalty rates shift hours consultation and notice application of notice for code of conduct or disciplinary matters exchange of shifts 20 20 21 22 22 22 22 23 23 24 24 24 24 part 4. 25
department of home-affairs-workplace-determination-2019.txt140overtimeminimum payment for non-continuous overtime emergency duty overtime meal allowance rest relief shift work arrangements penalty rates shift hours consultation and notice application of notice for code of conduct or disciplinary matters exchange of shifts 20 20 21 22 22 22 22 23 23 24 24 24 24 part 4. 25 leave
department of home-affairs-workplace-determination-2019.txt142overtimeovertime meal allowance rest relief shift work arrangements penalty rates shift hours consultation and notice application of notice for code of conduct or disciplinary matters exchange of shifts 20 20 21 22 22 22 22 23 23 24 24 24 24 part 4. 25 leave general provisions
department of home-affairs-workplace-determination-2019.txt191long service leavelong service leave miscellaneous leave naidoc leave adoption/foster leave paid entitlement unpaid entitlement maternity leave maternity leave act entitlement 25 25 25 25 25 25 26 26 26 26 26 27 27 27 27 27 28 28 28 28 29
department of home-affairs-workplace-determination-2019.txt197maternity leavematernity leave maternity leave act entitlement 25 25 25 25 25 25 26 26 26 26 26 27 27 27 27 27 28 28 28 28 29 29 29 29 30 30 30
department of home-affairs-workplace-determination-2019.txt198maternity leavematernity leave act entitlement 25 25 25 25 25 25 26 26 26 26 26 27 27 27 27 27 28 28 28 28 29 29 29 29 30 30 30 30
department of home-affairs-workplace-determination-2019.txt256study leavestudy leave and financial assistance war service sick leave christmas/new year period 30 31 31 31 32 32 32 32 32 33 33 33 33 33 34 34 34 34 35 35 35 36 36 36 36 37
department of home-affairs-workplace-determination-2019.txt402traveltravel and location based conditions and allowances travel during working hours remote localities determination of localities district allowance additional leave remote locality leave fares transitional arrangements domestic travel arrangements domestic travel expenses part day travel allowance camping allowance 62 62 62 63 63 63 64 64 64 64 65 5 ag501682 pr704682
department of home-affairs-workplace-determination-2019.txt404traveltravel during working hours remote localities determination of localities district allowance additional leave remote locality leave fares transitional arrangements domestic travel arrangements domestic travel expenses part day travel allowance camping allowance 62 62 62 63 63 63 64 64 64 64 65 5 ag501682 pr704682 6
department of home-affairs-workplace-determination-2019.txt411traveldomestic travel arrangements domestic travel expenses part day travel allowance camping allowance 62 62 62 63 63 63 64 64 64 64 65 5 ag501682 pr704682 6 marine accommodation allowance motor vehicle allowance rest periods domestic relocation expenses temporary relocations overseas conditions of service
department of home-affairs-workplace-determination-2019.txt412traveldomestic travel expenses part day travel allowance camping allowance 62 62 62 63 63 63 64 64 64 64 65 5 ag501682 pr704682 6 marine accommodation allowance motor vehicle allowance rest periods domestic relocation expenses temporary relocations overseas conditions of service 65
department of home-affairs-workplace-determination-2019.txt413travelpart day travel allowance camping allowance 62 62 62 63 63 63 64 64 64 64 65 5 ag501682 pr704682 6 marine accommodation allowance motor vehicle allowance rest periods domestic relocation expenses temporary relocations overseas conditions of service 65 65
department of home-affairs-workplace-determination-2019.txt413travel allowancepart day travel allowance camping allowance 62 62 62 63 63 63 64 64 64 64 65 5 ag501682 pr704682 6 marine accommodation allowance motor vehicle allowance rest periods domestic relocation expenses temporary relocations overseas conditions of service 65 65
department of home-affairs-workplace-determination-2019.txt464overtimeovertime on rostered days off outside marine unit operations domiciling sea-going commuted allowance rate of sea-going commuted allowance payable pro rata payments temporary sea-going marine employees marine training management-initiated training employee-initiated training marine unit engineer and deck officer cadet program marine accommodation allowance operational safety trainer allowance southern ocean operations allowance 67 67 67 68 69 69 69 70 70 70 71 71 71 71 72 72
department of home-affairs-workplace-determination-2019.txt722salary advancementsalary advancement 2.10 employees will be eligible for annual salary advancement, within the pay range applicable to their substantive classification, if the employee: (a) has performed duties in the department at or above their substantive classification for a total of at least 6 months in the previous 12 months; and (b) in respect of that performance has received a rating of ‘met expectations’ or above through participation in the department’s performance assessment process; and (c) is not a casual employee or employed in a training classification. 2.11 for all employees other than legal officers, public affairs officers and medical officers, advancement under clause 2.10 will be by an amount equal to 3 per cent of the employee’s substantive base salary. where advancement under this clause would result in the employee’s base salary exceeding the maximum salary applying to the employee’s current substantive classification level as set out in the general salary table in attachment b, the employee’s salary will be adjusted up to the maximum of the salary range, but no higher.
department of home-affairs-workplace-determination-2019.txt725salary advancementemployees will be eligible for annual salary advancement, within the pay range applicable to their substantive classification, if the employee: (a) has performed duties in the department at or above their substantive classification for a total of at least 6 months in the previous 12 months; and (b) in respect of that performance has received a rating of ‘met expectations’ or above through participation in the department’s performance assessment process; and (c) is not a casual employee or employed in a training classification. 2.11 for all employees other than legal officers, public affairs officers and medical officers, advancement under clause 2.10 will be by an amount equal to 3 per cent of the employee’s substantive base salary. where advancement under this clause would result in the employee’s base salary exceeding the maximum salary applying to the employee’s current substantive classification level as set out in the general salary table in attachment b, the employee’s salary will be adjusted up to the maximum of the salary range, but no higher. 2.12 for legal officers, public affairs officers and medical officers, salary
department of home-affairs-workplace-determination-2019.txt760salary advancementeligible employees will receive their annual salary advancement on the first pay cycle after 1 october each year provided that no less than 12 months has elapsed since the last performance based salary advancement under this or a previous instrument. 2.14 in recognition of the change made in this determination to the date on which eligible employees will receive their annual salary advancement from 1 july to 1 october under the terms of this determination, those employees who are eligible for salary advancement on 1 october 2019 will receive a one-off taxable payment of $600. salary on reduction 2.15 where an employee agrees in writing to be reduced in classification, the secretary will determine a salary for the employee at a rate applicable to the lower classification level. 2.16 where in accordance with section 23(4) of the public service act 1999 an employee is reduced in classification without their consent, the secretary will determine a salary for the employee at a rate applicable to the lower classification level. supported salary rates 2.17 supported wage rates as set out in schedule c of the australian public service enterprise award 2015 (as amended from time to time) will apply to an employee
department of home-affairs-workplace-determination-2019.txt762salary advancementsince the last performance based salary advancement under this or a previous instrument. 2.14 in recognition of the change made in this determination to the date on which eligible employees will receive their annual salary advancement from 1 july to 1 october under the terms of this determination, those employees who are eligible for salary advancement on 1 october 2019 will receive a one-off taxable payment of $600. salary on reduction 2.15 where an employee agrees in writing to be reduced in classification, the secretary will determine a salary for the employee at a rate applicable to the lower classification level. 2.16 where in accordance with section 23(4) of the public service act 1999 an employee is reduced in classification without their consent, the secretary will determine a salary for the employee at a rate applicable to the lower classification level. supported salary rates 2.17 supported wage rates as set out in schedule c of the australian public service enterprise award 2015 (as amended from time to time) will apply to an employee with a disability who is eligible for consideration under the supported wage system.
department of home-affairs-workplace-determination-2019.txt768salary advancementemployees will receive their annual salary advancement from 1 july to 1 october under the terms of this determination, those employees who are eligible for salary advancement on 1 october 2019 will receive a one-off taxable payment of $600. salary on reduction 2.15 where an employee agrees in writing to be reduced in classification, the secretary will determine a salary for the employee at a rate applicable to the lower classification level. 2.16 where in accordance with section 23(4) of the public service act 1999 an employee is reduced in classification without their consent, the secretary will determine a salary for the employee at a rate applicable to the lower classification level. supported salary rates 2.17 supported wage rates as set out in schedule c of the australian public service enterprise award 2015 (as amended from time to time) will apply to an employee with a disability who is eligible for consideration under the supported wage system. 11 ag501682 pr704682 superannuation
department of home-affairs-workplace-determination-2019.txt836travellimited to salary, entitlements, allowances, travel payment and/or other amount payable under this determination). 2.23 where the secretary considers that an overpayment has occurred, the secretary will provide the employee with notice in writing. the notice will provide details of the overpayment. 2.24 where an employee seeks to dispute the amount of the overpayment, they will advise the secretary in writing within 28 calendar days of receiving the notice. in this event, no further action will be taken until the employee’s response has been reviewed. 2.25 if verified, the overpayment will be treated as a debt to the commonwealth that must be repaid to the department in full by the employee. 2.26 the secretary and the employee will discuss a suitable recovery arrangement. a recovery arrangement will take into account the nature and amount of the debt, the employee’s financial circumstances and any potential hardship to the employee. 2.27 any overpayment outstanding on cessation of employment with the department will
department of home-affairs-workplace-determination-2019.txt891salary packagingsalary packaging 2.29 the secretary will provide employees with the option to salary package certain benefits. individual flexibility arrangements 2.30 the secretary and an employee covered by this determination may agree to make an individual flexibility arrangement to vary the effect of terms of the determination if: (a) the arrangement deals with one or more of the following matters: (i) arrangements about when work is performed, (ii) overtime rates, (iii) penalty rates, 2.31 2.32 (iv)
department of home-affairs-workplace-determination-2019.txt912overtimeovertime rates, (iii) penalty rates, 2.31 2.32 (iv) allowances, (v) leave loading; and (b) the arrangement meets the genuine needs of the department and employee in relation to one or more of the matters mentioned in paragraph (a); and (c) the arrangement is genuinely agreed to by the secretary and employee. the secretary must ensure that the terms of the individual flexibility arrangement: (a) are about permitted matters under section 172 of the fair work act 2009;
department of home-affairs-workplace-determination-2019.txt1066long service leavecasual employees will accrue long service leave in accordance with the long service leave (commonwealth employees) act 1976. hours of duty 3.9 3.10 the standard hours of duty are: (a) 08:30 hrs to 12:30 hrs and 13:30 hrs to 17:00 hrs, monday to friday, or (b) 08:00 hrs to 12:00 hrs and 13:00 hrs to 16:30 hrs, monday to friday in the northern territory. the secretary may determine alternative standard hours of duty for an employee or group of employees to meet the operational requirements of the department. where the secretary is proposing to determine alternative standard hours of duty for an employee or group of employees the secretary will consult with relevant employees and their representatives, if any, in accordance with part 7 of this determination. 15 ag501682 pr704682 3.11 employees may be required to work reasonable additional hours (including
department of home-affairs-workplace-determination-2019.txt1096overtimeovertime). 3.12 employees will record their times of attendance in a manner determined by the secretary. 3.13 employees will not be required to work more than 5 consecutive hours without an unpaid meal break of at least 30 minutes, unless in exceptional circumstances. part-time employees and leave balances 3.14 for a two month period from the commencement of this determination, employees who immediately prior to the commencement of this determination worked a part time arrangement based on a standard working week of 36 hours and 45 minutes will have an opportunity to elect in writing to increase their working hours by at least 2.04 per cent. where such an election is made, all accrued leave balances (other than long service leave) will be grossed up by 2.04 per cent. unauthorised absence 3.15 where an employee is absent from the workplace without the approval of the secretary, all pay and entitlements provided for under this determination cease to apply until the employee resumes duty or is granted leave. flexible working arrangements
department of home-affairs-workplace-determination-2019.txt1116long service leavelong service leave) will be grossed up by 2.04 per cent. unauthorised absence 3.15 where an employee is absent from the workplace without the approval of the secretary, all pay and entitlements provided for under this determination cease to apply until the employee resumes duty or is granted leave. flexible working arrangements flex-time 16 3.16 flex-time is a system of flexible working hours which enables employees and the secretary to vary working hours, patterns and arrangements to provide maximum organisational flexibility that benefits employees and the department. 3.17 unless otherwise determined by the secretary, flex-time is available to all aps level 1-6 employees, other than casual employees, those working shift work, those employed at overseas posts or those required to work standard hours. 3.18 flex-time arrangements are subject to approval by the secretary. approval is conditional on operational requirements being met and an efficient service
department of home-affairs-workplace-determination-2019.txt1164bandwidthflex-time bandwidth 3.21 flex-time is worked within a bandwidth of 07:00 hrs to 19:00 hrs, monday to friday except for in the northern territory where flex-time is worked within the bandwidth of 06:30 hrs to 18:30 hrs, monday to friday. settlement period 3.22 the ordinary working days over which calculations are made to determine flex credit or flex debit (the ‘settlement period’) will be 4 weeks. maximum credit 3.23 at the end of a settlement period, the maximum flex credit carried over is the equivalent of the standard weekly working hours for the employee, or the average weekly hours for part-time employees. 3.24 if there are operational pressures, the secretary may approve a higher flex credit carry over on a temporary basis. maximum debit 3.25 at the end of a settlement period, the maximum flex debit is 10 hours, or 5 hours where an employee works less than 25 hours per week.
department of home-affairs-workplace-determination-2019.txt1167bandwidthflex-time is worked within a bandwidth of 07:00 hrs to 19:00 hrs, monday to friday except for in the northern territory where flex-time is worked within the bandwidth of 06:30 hrs to 18:30 hrs, monday to friday. settlement period 3.22 the ordinary working days over which calculations are made to determine flex credit or flex debit (the ‘settlement period’) will be 4 weeks. maximum credit 3.23 at the end of a settlement period, the maximum flex credit carried over is the equivalent of the standard weekly working hours for the employee, or the average weekly hours for part-time employees. 3.24 if there are operational pressures, the secretary may approve a higher flex credit carry over on a temporary basis. maximum debit 3.25 at the end of a settlement period, the maximum flex debit is 10 hours, or 5 hours where an employee works less than 25 hours per week. 3.26
department of home-affairs-workplace-determination-2019.txt1168bandwidthexcept for in the northern territory where flex-time is worked within the bandwidth of 06:30 hrs to 18:30 hrs, monday to friday. settlement period 3.22 the ordinary working days over which calculations are made to determine flex credit or flex debit (the ‘settlement period’) will be 4 weeks. maximum credit 3.23 at the end of a settlement period, the maximum flex credit carried over is the equivalent of the standard weekly working hours for the employee, or the average weekly hours for part-time employees. 3.24 if there are operational pressures, the secretary may approve a higher flex credit carry over on a temporary basis. maximum debit 3.25 at the end of a settlement period, the maximum flex debit is 10 hours, or 5 hours where an employee works less than 25 hours per week. 3.26 where an employee has a flex debit that exceeds the maximum allowable at clause
department of home-affairs-workplace-determination-2019.txt1400overtimereasonable additional hours and overtime 3.45 the secretary may direct an employee to work reasonable additional hours to meet operational requirements. an employee may refuse to work additional hours only if those additional hours are unreasonable. section 62(3) of the fair work act 2009 sets out the factors which must be taken into account in determining whether additional hours are reasonable or unreasonable. 3.46 overtime is worked only with the prior approval of the secretary. entitlement to payment for overtime 3.47 employees in aps level 1-6 and training classifications will be entitled to payment for overtime as follows: category of employee full-time employees whether working flex-time arrangements or standard hours (other than casual employees) when entitled to payment for overtime for work approved by the secretary to be performed: (a) in excess of 7 hours and 30 minutes worked on any day between monday to friday inclusive; or
department of home-affairs-workplace-determination-2019.txt1411overtimeovertime is worked only with the prior approval of the secretary. entitlement to payment for overtime 3.47 employees in aps level 1-6 and training classifications will be entitled to payment for overtime as follows: category of employee full-time employees whether working flex-time arrangements or standard hours (other than casual employees) when entitled to payment for overtime for work approved by the secretary to be performed: (a) in excess of 7 hours and 30 minutes worked on any day between monday to friday inclusive; or (b) outside 07:00 hrs to 19:00 hrs, monday to friday inclusive (or 06:30 hrs to 18:30 hrs for employees based in the northern territory); or (c) on a public holiday. part-time employees (other than casual employees) for work approved by the secretary to be performed: (a) beyond the employee’s agreed regular hours for a day; or
department of home-affairs-workplace-determination-2019.txt1413overtimeentitlement to payment for overtime 3.47 employees in aps level 1-6 and training classifications will be entitled to payment for overtime as follows: category of employee full-time employees whether working flex-time arrangements or standard hours (other than casual employees) when entitled to payment for overtime for work approved by the secretary to be performed: (a) in excess of 7 hours and 30 minutes worked on any day between monday to friday inclusive; or (b) outside 07:00 hrs to 19:00 hrs, monday to friday inclusive (or 06:30 hrs to 18:30 hrs for employees based in the northern territory); or (c) on a public holiday. part-time employees (other than casual employees) for work approved by the secretary to be performed: (a) beyond the employee’s agreed regular hours for a day; or (b) outside 07:00 hrs to 19:00 hrs, monday to friday inclusive (or 06:30 hrs to 18:30 hrs for employees based
department of home-affairs-workplace-determination-2019.txt1417overtimefor overtime as follows: category of employee full-time employees whether working flex-time arrangements or standard hours (other than casual employees) when entitled to payment for overtime for work approved by the secretary to be performed: (a) in excess of 7 hours and 30 minutes worked on any day between monday to friday inclusive; or (b) outside 07:00 hrs to 19:00 hrs, monday to friday inclusive (or 06:30 hrs to 18:30 hrs for employees based in the northern territory); or (c) on a public holiday. part-time employees (other than casual employees) for work approved by the secretary to be performed: (a) beyond the employee’s agreed regular hours for a day; or (b) outside 07:00 hrs to 19:00 hrs, monday to friday inclusive (or 06:30 hrs to 18:30 hrs for employees based in the northern territory); or (c) on a public holiday. employees on shift
department of home-affairs-workplace-determination-2019.txt1426overtimewhen entitled to payment for overtime for work approved by the secretary to be performed: (a) in excess of 7 hours and 30 minutes worked on any day between monday to friday inclusive; or (b) outside 07:00 hrs to 19:00 hrs, monday to friday inclusive (or 06:30 hrs to 18:30 hrs for employees based in the northern territory); or (c) on a public holiday. part-time employees (other than casual employees) for work approved by the secretary to be performed: (a) beyond the employee’s agreed regular hours for a day; or (b) outside 07:00 hrs to 19:00 hrs, monday to friday inclusive (or 06:30 hrs to 18:30 hrs for employees based in the northern territory); or (c) on a public holiday. employees on shift arrangements (other than casual employees) for work approved by the secretary to be performed: (a) on any day outside the normal rostered ordinary hours of work on that day; or (b) in excess of the weekly hours of ordinary duty, or an average of the standard weekly hours of duty over a cycle of shifts.
department of home-affairs-workplace-determination-2019.txt1464overtimewhen entitled to payment for overtime for work approved by the secretary to be performed in excess of 37.5 hours in a week.* *casual loading is not paid for overtime. overtime payment rate 3.48 employees receive overtime at the following rates: day monday to saturday overtime payment rate 150 per cent (time and one half) for the first 3 hours 200 per cent (double time) for hours greater than 3 hours for shift workers performing overtime duty on a saturday, the rate of payment is 200 per cent (double time) from the commencement of overtime sunday 200 per cent (double time) public holidays 250 per cent (double time and one half)* * double time and one half on public holidays comprises the single time payment payable whether or not the employee works overtime, plus an additional time and
department of home-affairs-workplace-determination-2019.txt1467overtime*casual loading is not paid for overtime. overtime payment rate 3.48 employees receive overtime at the following rates: day monday to saturday overtime payment rate 150 per cent (time and one half) for the first 3 hours 200 per cent (double time) for hours greater than 3 hours for shift workers performing overtime duty on a saturday, the rate of payment is 200 per cent (double time) from the commencement of overtime sunday 200 per cent (double time) public holidays 250 per cent (double time and one half)* * double time and one half on public holidays comprises the single time payment payable whether or not the employee works overtime, plus an additional time and one half payment. 3.49
department of home-affairs-workplace-determination-2019.txt1469overtimeovertime payment rate 3.48 employees receive overtime at the following rates: day monday to saturday overtime payment rate 150 per cent (time and one half) for the first 3 hours 200 per cent (double time) for hours greater than 3 hours for shift workers performing overtime duty on a saturday, the rate of payment is 200 per cent (double time) from the commencement of overtime sunday 200 per cent (double time) public holidays 250 per cent (double time and one half)* * double time and one half on public holidays comprises the single time payment payable whether or not the employee works overtime, plus an additional time and one half payment. 3.49 for the purpose of calculating overtime, salary will include any applicable higher
department of home-affairs-workplace-determination-2019.txt1472overtimeemployees receive overtime at the following rates: day monday to saturday overtime payment rate 150 per cent (time and one half) for the first 3 hours 200 per cent (double time) for hours greater than 3 hours for shift workers performing overtime duty on a saturday, the rate of payment is 200 per cent (double time) from the commencement of overtime sunday 200 per cent (double time) public holidays 250 per cent (double time and one half)* * double time and one half on public holidays comprises the single time payment payable whether or not the employee works overtime, plus an additional time and one half payment. 3.49 for the purpose of calculating overtime, salary will include any applicable higher duties allowance and no other allowances. 3.50
department of home-affairs-workplace-determination-2019.txt1477overtimeovertime payment rate 150 per cent (time and one half) for the first 3 hours 200 per cent (double time) for hours greater than 3 hours for shift workers performing overtime duty on a saturday, the rate of payment is 200 per cent (double time) from the commencement of overtime sunday 200 per cent (double time) public holidays 250 per cent (double time and one half)* * double time and one half on public holidays comprises the single time payment payable whether or not the employee works overtime, plus an additional time and one half payment. 3.49 for the purpose of calculating overtime, salary will include any applicable higher duties allowance and no other allowances. 3.50 subject to operational requirements, where requested by an employee, time off in lieu of payment for overtime may be granted at the applicable overtime rate. where an employee is unable to take time off in lieu of payment for overtime within a period of three months of the overtime having been worked, the employee may
department of home-affairs-workplace-determination-2019.txt1480overtimefor shift workers performing overtime duty on a saturday, the rate of payment is 200 per cent (double time) from the commencement of overtime sunday 200 per cent (double time) public holidays 250 per cent (double time and one half)* * double time and one half on public holidays comprises the single time payment payable whether or not the employee works overtime, plus an additional time and one half payment. 3.49 for the purpose of calculating overtime, salary will include any applicable higher duties allowance and no other allowances. 3.50 subject to operational requirements, where requested by an employee, time off in lieu of payment for overtime may be granted at the applicable overtime rate. where an employee is unable to take time off in lieu of payment for overtime within a period of three months of the overtime having been worked, the employee may request to be paid for the overtime. where this occurs, the payment will be made in the next pay period at the rate the employee would have been paid when the overtime was worked.
department of home-affairs-workplace-determination-2019.txt1482overtimecommencement of overtime sunday 200 per cent (double time) public holidays 250 per cent (double time and one half)* * double time and one half on public holidays comprises the single time payment payable whether or not the employee works overtime, plus an additional time and one half payment. 3.49 for the purpose of calculating overtime, salary will include any applicable higher duties allowance and no other allowances. 3.50 subject to operational requirements, where requested by an employee, time off in lieu of payment for overtime may be granted at the applicable overtime rate. where an employee is unable to take time off in lieu of payment for overtime within a period of three months of the overtime having been worked, the employee may request to be paid for the overtime. where this occurs, the payment will be made in the next pay period at the rate the employee would have been paid when the overtime was worked. 3.51
department of home-affairs-workplace-determination-2019.txt1493overtimeemployee works overtime, plus an additional time and one half payment. 3.49 for the purpose of calculating overtime, salary will include any applicable higher duties allowance and no other allowances. 3.50 subject to operational requirements, where requested by an employee, time off in lieu of payment for overtime may be granted at the applicable overtime rate. where an employee is unable to take time off in lieu of payment for overtime within a period of three months of the overtime having been worked, the employee may request to be paid for the overtime. where this occurs, the payment will be made in the next pay period at the rate the employee would have been paid when the overtime was worked. 3.51 any accrued but not taken time off in lieu of payment for overtime will be paid out on termination at the rate the employee would have been paid when the overtime was worked. 21 ag501682 pr704682 minimum payment for non-continuous overtime 3.52
department of home-affairs-workplace-determination-2019.txt1498overtimefor the purpose of calculating overtime, salary will include any applicable higher duties allowance and no other allowances. 3.50 subject to operational requirements, where requested by an employee, time off in lieu of payment for overtime may be granted at the applicable overtime rate. where an employee is unable to take time off in lieu of payment for overtime within a period of three months of the overtime having been worked, the employee may request to be paid for the overtime. where this occurs, the payment will be made in the next pay period at the rate the employee would have been paid when the overtime was worked. 3.51 any accrued but not taken time off in lieu of payment for overtime will be paid out on termination at the rate the employee would have been paid when the overtime was worked. 21 ag501682 pr704682 minimum payment for non-continuous overtime 3.52 where an employee is required to separately attend work for the purposes of undertaking overtime (that is where the overtime is not contiguous with ordinary duty, including any meal period immediately following ordinary duty), the employee will receive a minimum payment of 3 hours overtime.
department of home-affairs-workplace-determination-2019.txt1504overtimelieu of payment for overtime may be granted at the applicable overtime rate. where an employee is unable to take time off in lieu of payment for overtime within a period of three months of the overtime having been worked, the employee may request to be paid for the overtime. where this occurs, the payment will be made in the next pay period at the rate the employee would have been paid when the overtime was worked. 3.51 any accrued but not taken time off in lieu of payment for overtime will be paid out on termination at the rate the employee would have been paid when the overtime was worked. 21 ag501682 pr704682 minimum payment for non-continuous overtime 3.52 where an employee is required to separately attend work for the purposes of undertaking overtime (that is where the overtime is not contiguous with ordinary duty, including any meal period immediately following ordinary duty), the employee will receive a minimum payment of 3 hours overtime. 3.53 where more than one attendance for the purposes of undertaking overtime is involved, then for the purposes of calculating the minimum payment, employees will receive the lesser of:
department of home-affairs-workplace-determination-2019.txt1505overtimean employee is unable to take time off in lieu of payment for overtime within a period of three months of the overtime having been worked, the employee may request to be paid for the overtime. where this occurs, the payment will be made in the next pay period at the rate the employee would have been paid when the overtime was worked. 3.51 any accrued but not taken time off in lieu of payment for overtime will be paid out on termination at the rate the employee would have been paid when the overtime was worked. 21 ag501682 pr704682 minimum payment for non-continuous overtime 3.52 where an employee is required to separately attend work for the purposes of undertaking overtime (that is where the overtime is not contiguous with ordinary duty, including any meal period immediately following ordinary duty), the employee will receive a minimum payment of 3 hours overtime. 3.53 where more than one attendance for the purposes of undertaking overtime is involved, then for the purposes of calculating the minimum payment, employees will receive the lesser of: (a)
department of home-affairs-workplace-determination-2019.txt1506overtimeperiod of three months of the overtime having been worked, the employee may request to be paid for the overtime. where this occurs, the payment will be made in the next pay period at the rate the employee would have been paid when the overtime was worked. 3.51 any accrued but not taken time off in lieu of payment for overtime will be paid out on termination at the rate the employee would have been paid when the overtime was worked. 21 ag501682 pr704682 minimum payment for non-continuous overtime 3.52 where an employee is required to separately attend work for the purposes of undertaking overtime (that is where the overtime is not contiguous with ordinary duty, including any meal period immediately following ordinary duty), the employee will receive a minimum payment of 3 hours overtime. 3.53 where more than one attendance for the purposes of undertaking overtime is involved, then for the purposes of calculating the minimum payment, employees will receive the lesser of: (a)
department of home-affairs-workplace-determination-2019.txt1507overtimerequest to be paid for the overtime. where this occurs, the payment will be made in the next pay period at the rate the employee would have been paid when the overtime was worked. 3.51 any accrued but not taken time off in lieu of payment for overtime will be paid out on termination at the rate the employee would have been paid when the overtime was worked. 21 ag501682 pr704682 minimum payment for non-continuous overtime 3.52 where an employee is required to separately attend work for the purposes of undertaking overtime (that is where the overtime is not contiguous with ordinary duty, including any meal period immediately following ordinary duty), the employee will receive a minimum payment of 3 hours overtime. 3.53 where more than one attendance for the purposes of undertaking overtime is involved, then for the purposes of calculating the minimum payment, employees will receive the lesser of: (a) the minimum payment of 3 hours overtime for each attendance; or
department of home-affairs-workplace-determination-2019.txt1509overtimeovertime was worked. 3.51 any accrued but not taken time off in lieu of payment for overtime will be paid out on termination at the rate the employee would have been paid when the overtime was worked. 21 ag501682 pr704682 minimum payment for non-continuous overtime 3.52 where an employee is required to separately attend work for the purposes of undertaking overtime (that is where the overtime is not contiguous with ordinary duty, including any meal period immediately following ordinary duty), the employee will receive a minimum payment of 3 hours overtime. 3.53 where more than one attendance for the purposes of undertaking overtime is involved, then for the purposes of calculating the minimum payment, employees will receive the lesser of: (a) the minimum payment of 3 hours overtime for each attendance; or (b)
department of home-affairs-workplace-determination-2019.txt1513overtimeany accrued but not taken time off in lieu of payment for overtime will be paid out on termination at the rate the employee would have been paid when the overtime was worked. 21 ag501682 pr704682 minimum payment for non-continuous overtime 3.52 where an employee is required to separately attend work for the purposes of undertaking overtime (that is where the overtime is not contiguous with ordinary duty, including any meal period immediately following ordinary duty), the employee will receive a minimum payment of 3 hours overtime. 3.53 where more than one attendance for the purposes of undertaking overtime is involved, then for the purposes of calculating the minimum payment, employees will receive the lesser of: (a) the minimum payment of 3 hours overtime for each attendance; or (b) payment as if overtime was contiguous from the commencement of the first attendance to the cessation of the last attendance.
department of home-affairs-workplace-determination-2019.txt1514overtimeon termination at the rate the employee would have been paid when the overtime was worked. 21 ag501682 pr704682 minimum payment for non-continuous overtime 3.52 where an employee is required to separately attend work for the purposes of undertaking overtime (that is where the overtime is not contiguous with ordinary duty, including any meal period immediately following ordinary duty), the employee will receive a minimum payment of 3 hours overtime. 3.53 where more than one attendance for the purposes of undertaking overtime is involved, then for the purposes of calculating the minimum payment, employees will receive the lesser of: (a) the minimum payment of 3 hours overtime for each attendance; or (b) payment as if overtime was contiguous from the commencement of the first attendance to the cessation of the last attendance. emergency duty
department of home-affairs-workplace-determination-2019.txt1521overtimeminimum payment for non-continuous overtime 3.52 where an employee is required to separately attend work for the purposes of undertaking overtime (that is where the overtime is not contiguous with ordinary duty, including any meal period immediately following ordinary duty), the employee will receive a minimum payment of 3 hours overtime. 3.53 where more than one attendance for the purposes of undertaking overtime is involved, then for the purposes of calculating the minimum payment, employees will receive the lesser of: (a) the minimum payment of 3 hours overtime for each attendance; or (b) payment as if overtime was contiguous from the commencement of the first attendance to the cessation of the last attendance. emergency duty 3.54 where an employee at the aps level 1-6 or a training classification is directed to return to duty to meet a work-related emergency as determined by the secretary, the employee will be paid at 200 per cent (double time). the minimum payment will be for a period of 3 hours.
department of home-affairs-workplace-determination-2019.txt1525overtimeundertaking overtime (that is where the overtime is not contiguous with ordinary duty, including any meal period immediately following ordinary duty), the employee will receive a minimum payment of 3 hours overtime. 3.53 where more than one attendance for the purposes of undertaking overtime is involved, then for the purposes of calculating the minimum payment, employees will receive the lesser of: (a) the minimum payment of 3 hours overtime for each attendance; or (b) payment as if overtime was contiguous from the commencement of the first attendance to the cessation of the last attendance. emergency duty 3.54 where an employee at the aps level 1-6 or a training classification is directed to return to duty to meet a work-related emergency as determined by the secretary, the employee will be paid at 200 per cent (double time). the minimum payment will be for a period of 3 hours. overtime meal allowance 3.55 3.56
department of home-affairs-workplace-determination-2019.txt1527overtimewill receive a minimum payment of 3 hours overtime. 3.53 where more than one attendance for the purposes of undertaking overtime is involved, then for the purposes of calculating the minimum payment, employees will receive the lesser of: (a) the minimum payment of 3 hours overtime for each attendance; or (b) payment as if overtime was contiguous from the commencement of the first attendance to the cessation of the last attendance. emergency duty 3.54 where an employee at the aps level 1-6 or a training classification is directed to return to duty to meet a work-related emergency as determined by the secretary, the employee will be paid at 200 per cent (double time). the minimum payment will be for a period of 3 hours. overtime meal allowance 3.55 3.56 3.57
department of home-affairs-workplace-determination-2019.txt1531overtimewhere more than one attendance for the purposes of undertaking overtime is involved, then for the purposes of calculating the minimum payment, employees will receive the lesser of: (a) the minimum payment of 3 hours overtime for each attendance; or (b) payment as if overtime was contiguous from the commencement of the first attendance to the cessation of the last attendance. emergency duty 3.54 where an employee at the aps level 1-6 or a training classification is directed to return to duty to meet a work-related emergency as determined by the secretary, the employee will be paid at 200 per cent (double time). the minimum payment will be for a period of 3 hours. overtime meal allowance 3.55 3.56 3.57 a meal allowance (as set by the applicable taxation determination) will be paid to an aps level 1-6 employee who: (a)
department of home-affairs-workplace-determination-2019.txt1536overtimethe minimum payment of 3 hours overtime for each attendance; or (b) payment as if overtime was contiguous from the commencement of the first attendance to the cessation of the last attendance. emergency duty 3.54 where an employee at the aps level 1-6 or a training classification is directed to return to duty to meet a work-related emergency as determined by the secretary, the employee will be paid at 200 per cent (double time). the minimum payment will be for a period of 3 hours. overtime meal allowance 3.55 3.56 3.57 a meal allowance (as set by the applicable taxation determination) will be paid to an aps level 1-6 employee who: (a) works approved overtime whether on a weekday, weekend or public holiday; and (b)
department of home-affairs-workplace-determination-2019.txt1540overtimepayment as if overtime was contiguous from the commencement of the first attendance to the cessation of the last attendance. emergency duty 3.54 where an employee at the aps level 1-6 or a training classification is directed to return to duty to meet a work-related emergency as determined by the secretary, the employee will be paid at 200 per cent (double time). the minimum payment will be for a period of 3 hours. overtime meal allowance 3.55 3.56 3.57 a meal allowance (as set by the applicable taxation determination) will be paid to an aps level 1-6 employee who: (a) works approved overtime whether on a weekday, weekend or public holiday; and (b) works over an entire meal allowance period; and (c)
department of home-affairs-workplace-determination-2019.txt1551overtimeovertime meal allowance 3.55 3.56 3.57 a meal allowance (as set by the applicable taxation determination) will be paid to an aps level 1-6 employee who: (a) works approved overtime whether on a weekday, weekend or public holiday; and (b) works over an entire meal allowance period; and (c) either does not break for a meal or takes an unpaid meal break. a meal allowance period means the following periods: (a) 06:30 hrs to 07:00 hrs (b) 12:00 hrs to 14:00 hrs
department of home-affairs-workplace-determination-2019.txt1562overtimeworks approved overtime whether on a weekday, weekend or public holiday; and (b) works over an entire meal allowance period; and (c) either does not break for a meal or takes an unpaid meal break. a meal allowance period means the following periods: (a) 06:30 hrs to 07:00 hrs (b) 12:00 hrs to 14:00 hrs (c) 19:00 hrs to 19:30 hrs (d) midnight to 01:00 hrs. subject to approval by the secretary, an overtime meal allowance under this clause will be paid to an executive level employee who is directed to perform additional
department of home-affairs-workplace-determination-2019.txt1590overtimesubject to approval by the secretary, an overtime meal allowance under this clause will be paid to an executive level employee who is directed to perform additional hours to supervise one or more aps level 1-6 employees who are eligible for the payment of an overtime meal allowance. rest relief 3.58 22 employees should be provided a break of at least 8 consecutive hours off duty, plus reasonable travelling time, between 2 periods of ordinary duty. ag501682 pr704687 3.59 the secretary may direct an employee to resume or continue work without having had 8 consecutive hours off duty plus reasonable travelling time. if this occurs, employees will be paid at 200 per cent (double time) for time worked until the required rest relief period commences. 3.60 employees, who work overtime on a saturday, sunday or a public holiday which is not an ordinary working day, or a rostered day off, will be entitled to a break of at least 8 consecutive hours off duty plus reasonable travelling time in the 24 hours preceding the commencement of ordinary duty. 3.61
department of home-affairs-workplace-determination-2019.txt1593overtimepayment of an overtime meal allowance. rest relief 3.58 22 employees should be provided a break of at least 8 consecutive hours off duty, plus reasonable travelling time, between 2 periods of ordinary duty. ag501682 pr704687 3.59 the secretary may direct an employee to resume or continue work without having had 8 consecutive hours off duty plus reasonable travelling time. if this occurs, employees will be paid at 200 per cent (double time) for time worked until the required rest relief period commences. 3.60 employees, who work overtime on a saturday, sunday or a public holiday which is not an ordinary working day, or a rostered day off, will be entitled to a break of at least 8 consecutive hours off duty plus reasonable travelling time in the 24 hours preceding the commencement of ordinary duty. 3.61 rest relief is not applicable in circumstances where an employee is required to work overtime immediately before commencing ordinary duty.
department of home-affairs-workplace-determination-2019.txt1601travelreasonable travelling time, between 2 periods of ordinary duty. ag501682 pr704687 3.59 the secretary may direct an employee to resume or continue work without having had 8 consecutive hours off duty plus reasonable travelling time. if this occurs, employees will be paid at 200 per cent (double time) for time worked until the required rest relief period commences. 3.60 employees, who work overtime on a saturday, sunday or a public holiday which is not an ordinary working day, or a rostered day off, will be entitled to a break of at least 8 consecutive hours off duty plus reasonable travelling time in the 24 hours preceding the commencement of ordinary duty. 3.61 rest relief is not applicable in circumstances where an employee is required to work overtime immediately before commencing ordinary duty. 3.62 these provisions do not apply to non-continuous overtime or a return to work for emergency duty, unless the actual time worked, excluding travelling time, is at least 3 hours on each call. shift work arrangements
department of home-affairs-workplace-determination-2019.txt1608travelhad 8 consecutive hours off duty plus reasonable travelling time. if this occurs, employees will be paid at 200 per cent (double time) for time worked until the required rest relief period commences. 3.60 employees, who work overtime on a saturday, sunday or a public holiday which is not an ordinary working day, or a rostered day off, will be entitled to a break of at least 8 consecutive hours off duty plus reasonable travelling time in the 24 hours preceding the commencement of ordinary duty. 3.61 rest relief is not applicable in circumstances where an employee is required to work overtime immediately before commencing ordinary duty. 3.62 these provisions do not apply to non-continuous overtime or a return to work for emergency duty, unless the actual time worked, excluding travelling time, is at least 3 hours on each call. shift work arrangements 3.63 for the purposes of this determination, ‘shift work’ means ordinary hours of work rostered for duty within a roster or cycle of shifts that do not exceed an average of the ordinary weekly hours applicable to employees working that roster. penalty rates
department of home-affairs-workplace-determination-2019.txt1614overtimeemployees, who work overtime on a saturday, sunday or a public holiday which is not an ordinary working day, or a rostered day off, will be entitled to a break of at least 8 consecutive hours off duty plus reasonable travelling time in the 24 hours preceding the commencement of ordinary duty. 3.61 rest relief is not applicable in circumstances where an employee is required to work overtime immediately before commencing ordinary duty. 3.62 these provisions do not apply to non-continuous overtime or a return to work for emergency duty, unless the actual time worked, excluding travelling time, is at least 3 hours on each call. shift work arrangements 3.63 for the purposes of this determination, ‘shift work’ means ordinary hours of work rostered for duty within a roster or cycle of shifts that do not exceed an average of the ordinary weekly hours applicable to employees working that roster. penalty rates 3.64 employees who are required to perform shift work will be entitled to shift penalty payments, as follows: shift monday to friday
department of home-affairs-workplace-determination-2019.txt1616travelleast 8 consecutive hours off duty plus reasonable travelling time in the 24 hours preceding the commencement of ordinary duty. 3.61 rest relief is not applicable in circumstances where an employee is required to work overtime immediately before commencing ordinary duty. 3.62 these provisions do not apply to non-continuous overtime or a return to work for emergency duty, unless the actual time worked, excluding travelling time, is at least 3 hours on each call. shift work arrangements 3.63 for the purposes of this determination, ‘shift work’ means ordinary hours of work rostered for duty within a roster or cycle of shifts that do not exceed an average of the ordinary weekly hours applicable to employees working that roster. penalty rates 3.64 employees who are required to perform shift work will be entitled to shift penalty payments, as follows: shift monday to friday penalty rate (ordinary duty)
department of home-affairs-workplace-determination-2019.txt1622overtimeovertime immediately before commencing ordinary duty. 3.62 these provisions do not apply to non-continuous overtime or a return to work for emergency duty, unless the actual time worked, excluding travelling time, is at least 3 hours on each call. shift work arrangements 3.63 for the purposes of this determination, ‘shift work’ means ordinary hours of work rostered for duty within a roster or cycle of shifts that do not exceed an average of the ordinary weekly hours applicable to employees working that roster. penalty rates 3.64 employees who are required to perform shift work will be entitled to shift penalty payments, as follows: shift monday to friday penalty rate (ordinary duty) 15 per cent where any part of the rostered shift falls between 18:00 hrs and 06:30 hrs 30 per cent where rostered on shifts worked continuously for more than 4 weeks that fall wholly within the hours of 18:00 hrs and 08:00 hrs
department of home-affairs-workplace-determination-2019.txt1626overtimethese provisions do not apply to non-continuous overtime or a return to work for emergency duty, unless the actual time worked, excluding travelling time, is at least 3 hours on each call. shift work arrangements 3.63 for the purposes of this determination, ‘shift work’ means ordinary hours of work rostered for duty within a roster or cycle of shifts that do not exceed an average of the ordinary weekly hours applicable to employees working that roster. penalty rates 3.64 employees who are required to perform shift work will be entitled to shift penalty payments, as follows: shift monday to friday penalty rate (ordinary duty) 15 per cent where any part of the rostered shift falls between 18:00 hrs and 06:30 hrs 30 per cent where rostered on shifts worked continuously for more than 4 weeks that fall wholly within the hours of 18:00 hrs and 08:00 hrs 3.65 saturday
department of home-affairs-workplace-determination-2019.txt1627travelemergency duty, unless the actual time worked, excluding travelling time, is at least 3 hours on each call. shift work arrangements 3.63 for the purposes of this determination, ‘shift work’ means ordinary hours of work rostered for duty within a roster or cycle of shifts that do not exceed an average of the ordinary weekly hours applicable to employees working that roster. penalty rates 3.64 employees who are required to perform shift work will be entitled to shift penalty payments, as follows: shift monday to friday penalty rate (ordinary duty) 15 per cent where any part of the rostered shift falls between 18:00 hrs and 06:30 hrs 30 per cent where rostered on shifts worked continuously for more than 4 weeks that fall wholly within the hours of 18:00 hrs and 08:00 hrs 3.65 saturday 50 per cent
department of home-affairs-workplace-determination-2019.txt1703overtimeentitled to payment at the relevant overtime rate for the part of the shift that is outside the previous rostered hours of duty, until the notice period has expired. employees who receive this penalty will not be entitled to any other penalty payment for that period of duty. application of notice for code of conduct or disciplinary matters 3.71 clauses 3.68 to 3.70 do not apply where the secretary determines that a code of conduct or disciplinary matter requires a change of attendance pattern, including removal from shift. exchange of shifts 3.72 24 employees will be able to exchange shifts or rostered days off by mutual arrangement and with the consent of the secretary, provided the arrangement does not give the employee an entitlement to an overtime payment and maintains the required rest relief periods. ag501682 pr704687 part 4. leave general provisions approval and notice requirements
department of home-affairs-workplace-determination-2019.txt1722overtimenot give the employee an entitlement to an overtime payment and maintains the required rest relief periods. ag501682 pr704687 part 4. leave general provisions approval and notice requirements 4.1 the taking of leave under this part is subject to approval by the secretary. leave and service 4.2 subject to a contrary intention, and unless otherwise provided in legislation, in this part: (a) paid leave provided for under this determination will count as service for all purposes; and (b) unpaid leave provided for under this determination or any other unpaid absence will not count as service for any purpose.
department of home-affairs-workplace-determination-2019.txt1766long service leavealternate leave was taken. long service leave will be re-credited in accordance with the long service leave (commonwealth employees) act 1976. 4.5 instances of maternity leave, adoption/foster leave and supporting partner leave must be taken in a single continuous period, unless application is made to return to duty in accordance with the maternity leave (commonwealth employees) act 1973. periods of paid leave of these kinds are subsumed into any entitlements to unpaid leave periods. 4.6 an employee is not entitled to take paid personal or compassionate/bereavement leave while taking paid maternity leave or paid or unpaid adoption/foster or supporting partner leave. leave and workers’ compensation 4.7 an employee receiving worker’s compensation for more than 45 weeks will accrue annual and personal leave on a pro-rata basis in accordance with the hours actually worked. 25 ag501682 pr704682 annual leave 4.8
department of home-affairs-workplace-determination-2019.txt1767long service leavethe long service leave (commonwealth employees) act 1976. 4.5 instances of maternity leave, adoption/foster leave and supporting partner leave must be taken in a single continuous period, unless application is made to return to duty in accordance with the maternity leave (commonwealth employees) act 1973. periods of paid leave of these kinds are subsumed into any entitlements to unpaid leave periods. 4.6 an employee is not entitled to take paid personal or compassionate/bereavement leave while taking paid maternity leave or paid or unpaid adoption/foster or supporting partner leave. leave and workers’ compensation 4.7 an employee receiving worker’s compensation for more than 45 weeks will accrue annual and personal leave on a pro-rata basis in accordance with the hours actually worked. 25 ag501682 pr704682 annual leave 4.8
department of home-affairs-workplace-determination-2019.txt1771maternity leaveinstances of maternity leave, adoption/foster leave and supporting partner leave must be taken in a single continuous period, unless application is made to return to duty in accordance with the maternity leave (commonwealth employees) act 1973. periods of paid leave of these kinds are subsumed into any entitlements to unpaid leave periods. 4.6 an employee is not entitled to take paid personal or compassionate/bereavement leave while taking paid maternity leave or paid or unpaid adoption/foster or supporting partner leave. leave and workers’ compensation 4.7 an employee receiving worker’s compensation for more than 45 weeks will accrue annual and personal leave on a pro-rata basis in accordance with the hours actually worked. 25 ag501682 pr704682 annual leave 4.8 employees accrue 4 weeks paid annual leave for each completed year of service, accruing daily and credited monthly. 4.9
department of home-affairs-workplace-determination-2019.txt1773maternity leaveduty in accordance with the maternity leave (commonwealth employees) act 1973. periods of paid leave of these kinds are subsumed into any entitlements to unpaid leave periods. 4.6 an employee is not entitled to take paid personal or compassionate/bereavement leave while taking paid maternity leave or paid or unpaid adoption/foster or supporting partner leave. leave and workers’ compensation 4.7 an employee receiving worker’s compensation for more than 45 weeks will accrue annual and personal leave on a pro-rata basis in accordance with the hours actually worked. 25 ag501682 pr704682 annual leave 4.8 employees accrue 4 weeks paid annual leave for each completed year of service, accruing daily and credited monthly. 4.9 any unused annual leave accumulates.
department of home-affairs-workplace-determination-2019.txt1780maternity leaveleave while taking paid maternity leave or paid or unpaid adoption/foster or supporting partner leave. leave and workers’ compensation 4.7 an employee receiving worker’s compensation for more than 45 weeks will accrue annual and personal leave on a pro-rata basis in accordance with the hours actually worked. 25 ag501682 pr704682 annual leave 4.8 employees accrue 4 weeks paid annual leave for each completed year of service, accruing daily and credited monthly. 4.9 any unused annual leave accumulates. cancellation of leave or recall to duty from annual leave 4.10 where an employee’s annual leave is cancelled by the secretary without reasonable notice or an employee is recalled to duty from annual leave, the employee will be entitled to be reimbursed reasonable travel costs and incidental expenses not
department of home-affairs-workplace-determination-2019.txt1809travelentitled to be reimbursed reasonable travel costs and incidental expenses not otherwise recoverable from insurance or any other source. 4.11 the employee will be re-credited the period of unused leave equivalent to the days they have been recalled to duty. shift workers additional annual leave 4.12 continuous shift workers who: (a) are employed in a part of the department where shifts are continuously rostered over the 7 days each week, and (b) are regularly rostered to work those shifts, and (c) regularly work on sundays and public holidays are entitled to an additional week of annual leave. 4.13 employees who work shifts other than as described in the preceding clause accrue an additional half day of annual leave for every sunday worked in the previous
department of home-affairs-workplace-determination-2019.txt1843overtimesundays worked include ordinary duty and rostered overtime of at least 3 hours duration. 4.15 where an employee works 2 shifts on a sunday (that is one ending early and one starting late in the day), only one shift counts for the purposes of accruing additional annual leave credits. additional payments 4.16 shift workers will receive a payment of 100 per cent of penalties attracted by their roster pattern (excluding public holiday penalties) while on annual leave. cashing out annual leave 4.17 an employee may elect to cash out an amount of accrued annual leave provided that: (a) 26 the employee has taken a minimum of 2 weeks of annual leave during the preceding 12 month period, unless otherwise determined by the secretary; ag501682 pr704687 (b)
department of home-affairs-workplace-determination-2019.txt1940travelreasonable travel, recovery time and ceremonial duties. 27 ag501682 pr704682 4.26 approval is subject to the provision of satisfactory evidence that the employee’s services were requested by the relevant organisation. such evidence may be provided before, or as soon as practicable after, the occasion on which participation in the emergency service activity is required. compassionate/bereavement leave 4.27 employees are entitled to 2 days of paid compassionate leave for each occasion where a member of the employee’s family or household contracts an illness or sustains an injury that poses a serious threat to his or her life. 4.28 employees are entitled to 3 days of paid bereavement leave for each occasion where a member of the employee’s family or household dies. 4.29 casual employees will be entitled to 2 days of unpaid compassionate/bereavement leave in the above circumstances.
department of home-affairs-workplace-determination-2019.txt2041long service leavelong service leave 4.41 long service leave will accrue and be available to eligible employees in accordance with the long service leave (commonwealth employees) act 1976. 4.42 long service leave may be granted at either full or half pay, subject to operational requirements and the approval of the secretary. unless otherwise provided in legislation, periods of long service leave cannot be broken with weekends, public holidays or other periods of leave. 4.43 the minimum period for which an employee may be granted long service leave is 7 consecutive calendar days at full pay or 14 consecutive calendar days at half pay. miscellaneous leave 4.44 4.45 the secretary may grant employees miscellaneous leave for a purpose considered to be in the interests of the commonwealth or where the reason for the leave is not covered by this determination. the leave granted may be: (a) for the period requested or another period;
department of home-affairs-workplace-determination-2019.txt2044long service leavelong service leave will accrue and be available to eligible employees in accordance with the long service leave (commonwealth employees) act 1976. 4.42 long service leave may be granted at either full or half pay, subject to operational requirements and the approval of the secretary. unless otherwise provided in legislation, periods of long service leave cannot be broken with weekends, public holidays or other periods of leave. 4.43 the minimum period for which an employee may be granted long service leave is 7 consecutive calendar days at full pay or 14 consecutive calendar days at half pay. miscellaneous leave 4.44 4.45 the secretary may grant employees miscellaneous leave for a purpose considered to be in the interests of the commonwealth or where the reason for the leave is not covered by this determination. the leave granted may be: (a) for the period requested or another period; (b) with or without pay;
department of home-affairs-workplace-determination-2019.txt2045long service leavewith the long service leave (commonwealth employees) act 1976. 4.42 long service leave may be granted at either full or half pay, subject to operational requirements and the approval of the secretary. unless otherwise provided in legislation, periods of long service leave cannot be broken with weekends, public holidays or other periods of leave. 4.43 the minimum period for which an employee may be granted long service leave is 7 consecutive calendar days at full pay or 14 consecutive calendar days at half pay. miscellaneous leave 4.44 4.45 the secretary may grant employees miscellaneous leave for a purpose considered to be in the interests of the commonwealth or where the reason for the leave is not covered by this determination. the leave granted may be: (a) for the period requested or another period; (b) with or without pay;
department of home-affairs-workplace-determination-2019.txt2049long service leavelong service leave may be granted at either full or half pay, subject to operational requirements and the approval of the secretary. unless otherwise provided in legislation, periods of long service leave cannot be broken with weekends, public holidays or other periods of leave. 4.43 the minimum period for which an employee may be granted long service leave is 7 consecutive calendar days at full pay or 14 consecutive calendar days at half pay. miscellaneous leave 4.44 4.45 the secretary may grant employees miscellaneous leave for a purpose considered to be in the interests of the commonwealth or where the reason for the leave is not covered by this determination. the leave granted may be: (a) for the period requested or another period; (b) with or without pay; (c) subject to conditions; and
department of home-affairs-workplace-determination-2019.txt2051long service leavelegislation, periods of long service leave cannot be broken with weekends, public holidays or other periods of leave. 4.43 the minimum period for which an employee may be granted long service leave is 7 consecutive calendar days at full pay or 14 consecutive calendar days at half pay. miscellaneous leave 4.44 4.45 the secretary may grant employees miscellaneous leave for a purpose considered to be in the interests of the commonwealth or where the reason for the leave is not covered by this determination. the leave granted may be: (a) for the period requested or another period; (b) with or without pay; (c) subject to conditions; and (d)
department of home-affairs-workplace-determination-2019.txt2056long service leavethe minimum period for which an employee may be granted long service leave is 7 consecutive calendar days at full pay or 14 consecutive calendar days at half pay. miscellaneous leave 4.44 4.45 the secretary may grant employees miscellaneous leave for a purpose considered to be in the interests of the commonwealth or where the reason for the leave is not covered by this determination. the leave granted may be: (a) for the period requested or another period; (b) with or without pay; (c) subject to conditions; and (d) if leave is granted without pay – the leave may count for service for some or all purposes. the secretary will grant miscellaneous leave with pay in circumstances where an employee is unable to attend work, or remain at work, due to a decision by the
department of home-affairs-workplace-determination-2019.txt2148maternity leavematernity leave maternity leave act entitlement 4.52 access to maternity leave will be in accordance with the maternity leave (commonwealth employees) act 1976. 4.53 where an employee is either: (a) on unpaid maternity leave and applies for paid leave, or (b) on paid maternity leave and applies for paid leave contiguous with that paid leave, and is eligible for that leave, the employee will be granted the paid leave. additional determination entitlement 4.54 30 employees eligible for paid maternity leave under the maternity leave (commonwealth employees) act 1976 will be granted an additional 2 weeks of paid ag501682 pr704687
department of home-affairs-workplace-determination-2019.txt2149maternity leavematernity leave act entitlement 4.52 access to maternity leave will be in accordance with the maternity leave (commonwealth employees) act 1976. 4.53 where an employee is either: (a) on unpaid maternity leave and applies for paid leave, or (b) on paid maternity leave and applies for paid leave contiguous with that paid leave, and is eligible for that leave, the employee will be granted the paid leave. additional determination entitlement 4.54 30 employees eligible for paid maternity leave under the maternity leave (commonwealth employees) act 1976 will be granted an additional 2 weeks of paid ag501682 pr704687 leave. this additional leave is to be taken contiguous with paid leave under the
department of home-affairs-workplace-determination-2019.txt2152maternity leaveaccess to maternity leave will be in accordance with the maternity leave (commonwealth employees) act 1976. 4.53 where an employee is either: (a) on unpaid maternity leave and applies for paid leave, or (b) on paid maternity leave and applies for paid leave contiguous with that paid leave, and is eligible for that leave, the employee will be granted the paid leave. additional determination entitlement 4.54 30 employees eligible for paid maternity leave under the maternity leave (commonwealth employees) act 1976 will be granted an additional 2 weeks of paid ag501682 pr704687 leave. this additional leave is to be taken contiguous with paid leave under the maternity leave (commonwealth employees) act 1976. 4.55
department of home-affairs-workplace-determination-2019.txt2160maternity leaveon unpaid maternity leave and applies for paid leave, or (b) on paid maternity leave and applies for paid leave contiguous with that paid leave, and is eligible for that leave, the employee will be granted the paid leave. additional determination entitlement 4.54 30 employees eligible for paid maternity leave under the maternity leave (commonwealth employees) act 1976 will be granted an additional 2 weeks of paid ag501682 pr704687 leave. this additional leave is to be taken contiguous with paid leave under the maternity leave (commonwealth employees) act 1976. 4.55 the secretary may approve the payment for the maternity leave and additional maternity leave over a maximum period of 28 weeks, pro-rated over the period. if such approval is given, only 14 weeks of the period will count as service. 4.56 on ending the initial 52 weeks of maternity leave, the secretary may grant a request for an extension of unpaid leave for a further period of up to 52 weeks in accordance
department of home-affairs-workplace-determination-2019.txt2164maternity leaveon paid maternity leave and applies for paid leave contiguous with that paid leave, and is eligible for that leave, the employee will be granted the paid leave. additional determination entitlement 4.54 30 employees eligible for paid maternity leave under the maternity leave (commonwealth employees) act 1976 will be granted an additional 2 weeks of paid ag501682 pr704687 leave. this additional leave is to be taken contiguous with paid leave under the maternity leave (commonwealth employees) act 1976. 4.55 the secretary may approve the payment for the maternity leave and additional maternity leave over a maximum period of 28 weeks, pro-rated over the period. if such approval is given, only 14 weeks of the period will count as service. 4.56 on ending the initial 52 weeks of maternity leave, the secretary may grant a request for an extension of unpaid leave for a further period of up to 52 weeks in accordance with the nes under the fair work act 2009. supporting partner leave 4.57
department of home-affairs-workplace-determination-2019.txt2173maternity leaveemployees eligible for paid maternity leave under the maternity leave (commonwealth employees) act 1976 will be granted an additional 2 weeks of paid ag501682 pr704687 leave. this additional leave is to be taken contiguous with paid leave under the maternity leave (commonwealth employees) act 1976. 4.55 the secretary may approve the payment for the maternity leave and additional maternity leave over a maximum period of 28 weeks, pro-rated over the period. if such approval is given, only 14 weeks of the period will count as service. 4.56 on ending the initial 52 weeks of maternity leave, the secretary may grant a request for an extension of unpaid leave for a further period of up to 52 weeks in accordance with the nes under the fair work act 2009. supporting partner leave 4.57 an employee who: (a) has completed at least 12 months continuous service with the aps, and (b) is not eligible for maternity leave or adoption/foster leave,
department of home-affairs-workplace-determination-2019.txt2179maternity leavematernity leave (commonwealth employees) act 1976. 4.55 the secretary may approve the payment for the maternity leave and additional maternity leave over a maximum period of 28 weeks, pro-rated over the period. if such approval is given, only 14 weeks of the period will count as service. 4.56 on ending the initial 52 weeks of maternity leave, the secretary may grant a request for an extension of unpaid leave for a further period of up to 52 weeks in accordance with the nes under the fair work act 2009. supporting partner leave 4.57 an employee who: (a) has completed at least 12 months continuous service with the aps, and (b) is not eligible for maternity leave or adoption/foster leave, is eligible to receive supporting partner leave in accordance with clauses 4.59 to 4.61. 4.58 documentary evidence (of a nature equivalent to maternity or adoption/foster leave,
department of home-affairs-workplace-determination-2019.txt2182maternity leavethe secretary may approve the payment for the maternity leave and additional maternity leave over a maximum period of 28 weeks, pro-rated over the period. if such approval is given, only 14 weeks of the period will count as service. 4.56 on ending the initial 52 weeks of maternity leave, the secretary may grant a request for an extension of unpaid leave for a further period of up to 52 weeks in accordance with the nes under the fair work act 2009. supporting partner leave 4.57 an employee who: (a) has completed at least 12 months continuous service with the aps, and (b) is not eligible for maternity leave or adoption/foster leave, is eligible to receive supporting partner leave in accordance with clauses 4.59 to 4.61. 4.58 documentary evidence (of a nature equivalent to maternity or adoption/foster leave, whichever is most relevant) must be provided in support of the application for supporting partner leave.
department of home-affairs-workplace-determination-2019.txt2183maternity leavematernity leave over a maximum period of 28 weeks, pro-rated over the period. if such approval is given, only 14 weeks of the period will count as service. 4.56 on ending the initial 52 weeks of maternity leave, the secretary may grant a request for an extension of unpaid leave for a further period of up to 52 weeks in accordance with the nes under the fair work act 2009. supporting partner leave 4.57 an employee who: (a) has completed at least 12 months continuous service with the aps, and (b) is not eligible for maternity leave or adoption/foster leave, is eligible to receive supporting partner leave in accordance with clauses 4.59 to 4.61. 4.58 documentary evidence (of a nature equivalent to maternity or adoption/foster leave, whichever is most relevant) must be provided in support of the application for supporting partner leave. paid entitlement
department of home-affairs-workplace-determination-2019.txt2188maternity leaveon ending the initial 52 weeks of maternity leave, the secretary may grant a request for an extension of unpaid leave for a further period of up to 52 weeks in accordance with the nes under the fair work act 2009. supporting partner leave 4.57 an employee who: (a) has completed at least 12 months continuous service with the aps, and (b) is not eligible for maternity leave or adoption/foster leave, is eligible to receive supporting partner leave in accordance with clauses 4.59 to 4.61. 4.58 documentary evidence (of a nature equivalent to maternity or adoption/foster leave, whichever is most relevant) must be provided in support of the application for supporting partner leave. paid entitlement 4.59 the secretary will grant up to 4 weeks of paid supporting partner leave on the occasion of: (a)
department of home-affairs-workplace-determination-2019.txt2202maternity leaveis not eligible for maternity leave or adoption/foster leave, is eligible to receive supporting partner leave in accordance with clauses 4.59 to 4.61. 4.58 documentary evidence (of a nature equivalent to maternity or adoption/foster leave, whichever is most relevant) must be provided in support of the application for supporting partner leave. paid entitlement 4.59 the secretary will grant up to 4 weeks of paid supporting partner leave on the occasion of: (a) the birth of their child (or their partner’s child), or (b) adoption or permanent foster care placement of a child (or their partner’s child). entitlement to supporting partner leave will commence on and from that occasion and must not commence at any later time. 4.60 the secretary may approve payment of the 4 weeks of paid supporting partner leave over a maximum period of 8 weeks, pro-rated over the period (with the exception of
department of home-affairs-workplace-determination-2019.txt2537study leavestudy leave and financial assistance 36 4.95 the secretary may approve an application from an ongoing employee (who has successfully completed probation) for paid study leave of up to 7 hours and 30 minutes per week during each semester (including for exams) for approved courses that are relevant to the department’s operational requirements. 4.96 the secretary may also approve an application for financial assistance for such study. ongoing employees are eligible for reimbursement of course fees up to $825 for the first approved subject in a semester and up to $590 for each additional subject (with those amounts to be adjusted in line with the 3 per cent salary increase 12 months after the commencement of this determination). 4.97 employees undertaking legal workshop are eligible for total reimbursement of up to $2,471 for course fees for the entire course of study. where the legal workshop is undertaken part-time, at the end of each semester an employee is eligible to claim $1,235.50 for course fees for units successfully completed that semester, subject to a maximum reimbursement of $2,471 for the entire course of study (with those ag501682 pr704687 amounts to be adjusted in line with the 3 per cent salary increase 12 months after the
department of home-affairs-workplace-determination-2019.txt2544study leavesuccessfully completed probation) for paid study leave of up to 7 hours and 30 minutes per week during each semester (including for exams) for approved courses that are relevant to the department’s operational requirements. 4.96 the secretary may also approve an application for financial assistance for such study. ongoing employees are eligible for reimbursement of course fees up to $825 for the first approved subject in a semester and up to $590 for each additional subject (with those amounts to be adjusted in line with the 3 per cent salary increase 12 months after the commencement of this determination). 4.97 employees undertaking legal workshop are eligible for total reimbursement of up to $2,471 for course fees for the entire course of study. where the legal workshop is undertaken part-time, at the end of each semester an employee is eligible to claim $1,235.50 for course fees for units successfully completed that semester, subject to a maximum reimbursement of $2,471 for the entire course of study (with those ag501682 pr704687 amounts to be adjusted in line with the 3 per cent salary increase 12 months after the commencement of this determination). war service sick leave 4.98 the secretary will grant war service sick leave to employees who are unfit for duty because of a war-caused or defence-caused condition. a war-caused or defencecaused condition is an injury or disease that has been determined under the
department of home-affairs-workplace-determination-2019.txt2734overtimeovertime meal allowance part 5 38 ag501682 pr704687 allowance superannuation long service leave redundancy pay operational safety trainer and operational capability trainer allowance no no no restriction allowance no
department of home-affairs-workplace-determination-2019.txt3127overtimesecretary will approve payment of an annual allowance in lieu of overtime in accordance with the table below. this allowance is calculated annually and paid fortnightly. rate commencement 12 months from commencement $ per annum 21,270 21,908 ag501682 pr704687 dirty or offensive work disability allowance 5.14 5.15 employees who are required to perform duty which the secretary determines to be of an unusually dirty or offensive nature, other than employees working at container examination facilities, will be entitled to an allowance set out below. rate commencement 12 months from commencement
department of home-affairs-workplace-determination-2019.txt3217overtimehigher duties allowance counts as salary for the payment of overtime, shift penalty payments and cashing out of annual leave. 5.21 employees who have been on higher duties for an aggregate period of at least 6 of the last 12 months will be eligible for an increase in the rate of higher duties 43 ag501682 pr704682 allowance at the same rate as salary advancement provided they have received a performance rating of ‘met expectations’ or above at that level. an employee’s salary level will be retained for any subsequent higher duties, as long as the gap between periods of acting is no more than 12 months. 5.22 where an employee temporarily works in a senior executive service role, they will receive a higher duties allowance as determined by the secretary. operational safety trainer (ost) and operational capability trainer (oct) allowance 5.23 an employee who is an operational safety trainer (ost) or an operational capability trainer (oct) assigned to a position in the operational safety training unit or advanced capability training section and who is a fully qualified instructor whose appointment as an ost/oct has been granted by the secretary shall be paid the annualised ost/oct allowance set out below. the ost/oct allowance shall be
department of home-affairs-workplace-determination-2019.txt3229salary advancementallowance at the same rate as salary advancement provided they have received a performance rating of ‘met expectations’ or above at that level. an employee’s salary level will be retained for any subsequent higher duties, as long as the gap between periods of acting is no more than 12 months. 5.22 where an employee temporarily works in a senior executive service role, they will receive a higher duties allowance as determined by the secretary. operational safety trainer (ost) and operational capability trainer (oct) allowance 5.23 an employee who is an operational safety trainer (ost) or an operational capability trainer (oct) assigned to a position in the operational safety training unit or advanced capability training section and who is a fully qualified instructor whose appointment as an ost/oct has been granted by the secretary shall be paid the annualised ost/oct allowance set out below. the ost/oct allowance shall be paid fortnightly. rate commencement 12 months from commencement $ per annum 5,410 5,572
department of home-affairs-workplace-determination-2019.txt3292overtimeduty, the employee will receive the following overtime payments: (a) where an employee is required to return to their usual workplace or another workplace, a 3 hour minimum payment (inclusive of time spent travelling to and from that workplace); or (b) where the employee is required to perform the extra duty at home, a one-hour minimum payment. ag501682 pr704687 school holiday assistance 5.29 where an ongoing employee with a school-aged child or children has an approved application for annual leave or purchased leave during school holidays cancelled for operational reasons, the secretary will approve a reimbursement payment of $27 per day towards the cost of each school-aged child enrolled in approved child care or school holiday program by reason of the cancellation. 5.30 the reimbursement will be paid: (a) only in respect of days the employee is at work;
department of home-affairs-workplace-determination-2019.txt3296travelworkplace, a 3 hour minimum payment (inclusive of time spent travelling to and from that workplace); or (b) where the employee is required to perform the extra duty at home, a one-hour minimum payment. ag501682 pr704687 school holiday assistance 5.29 where an ongoing employee with a school-aged child or children has an approved application for annual leave or purchased leave during school holidays cancelled for operational reasons, the secretary will approve a reimbursement payment of $27 per day towards the cost of each school-aged child enrolled in approved child care or school holiday program by reason of the cancellation. 5.30 the reimbursement will be paid: (a) only in respect of days the employee is at work; (b) regardless of the length of time the child is in the program each day;
department of home-affairs-workplace-determination-2019.txt3432travelof reasonable frequency, on which the public may travel. this transport may be operated by public or private entities, however, the cost of such transport from point to point must be broadly comparable with the cost of such travel elsewhere within the same network or city to be considered as ‘public transport’ for the purpose of this definition. (b) ‘public transport hub’ means a major transport junction in a locality where a number of designated public transport routes meet and where it would be reasonable to expect that an employee would be able to commute to irrespective of their place of residence within that locality. public transport hubs include but are not limited to: 46 location nominated hub sydney central station parramatta brisbane central station adelaide adelaide station
department of home-affairs-workplace-determination-2019.txt3434travelpoint to point must be broadly comparable with the cost of such travel elsewhere within the same network or city to be considered as ‘public transport’ for the purpose of this definition. (b) ‘public transport hub’ means a major transport junction in a locality where a number of designated public transport routes meet and where it would be reasonable to expect that an employee would be able to commute to irrespective of their place of residence within that locality. public transport hubs include but are not limited to: 46 location nominated hub sydney central station parramatta brisbane central station adelaide adelaide station melbourne
department of home-affairs-workplace-determination-2019.txt3507travel(b) public transport is available, but would involve travel (including walking) for more than 30 minutes from a defined public transport hub, or (c) public transport is not available to or from the hub at the commencement or end of rostered shift times, will be eligible to receive a work location allowance. 5.41 the amount of the allowance has been determined taking into account the following components: (a) lack of public transport – payable where public transport is unavailable as per clause 5.40; (b) economic impact on employees – payable where employees are impacted by (a) and are also subject to additional costs at the work location, e.g. pay parking; (c) social impact on employees – payable where employees are impacted by (a) and the work location: (i) has access to limited amenities and is more than 3km from a range of shops and facilities; or (ii) there is an imposition of further travel upon arrival (e.g. provided parking is a distance away from the work site necessitating use of a further mode of transport). 47 ag501682 pr704682 5.42 employees who do not satisfy the ‘lack of public transport’ component of the allowance will not receive the ‘economic impact’ or ‘social impact’ components of
department of home-affairs-workplace-determination-2019.txt3525travel(ii) there is an imposition of further travel upon arrival (e.g. provided parking is a distance away from the work site necessitating use of a further mode of transport). 47 ag501682 pr704682 5.42 employees who do not satisfy the ‘lack of public transport’ component of the allowance will not receive the ‘economic impact’ or ‘social impact’ components of the allowance. to be clear, these employees will not be paid the work location allowance. 5.43 employees who meet the requirements for the ‘economic impact’ component of the allowance will not receive the ‘social impact’ component of the allowance. 5.44 the value of each component of the allowance is as follows. component commencement (comm’t) 6 months after
department of home-affairs-workplace-determination-2019.txt4222long service leave(b) government service as defined in section 10 of the long service leave (commonwealth employees) act 1976; (c) service with the commonwealth (other than service with a joint commonwealthstate body corporate in which the commonwealth has a controlling interest) which is recognised for long service leave purposes; (d) service in the australian defence forces; (e) aps service immediately preceding deemed resignation under the repealed section 49 of the public service act 1922, if the service has not previously been recognised for severance pay purposes; or (f) service in another organisation where: 8.18 i. an employee was transferred from the aps to that organisation with a transfer of function, or ii. an employee engaged by that organisation on work within a function is appointed as a result of the transfer of that function to the aps, and iii. such service is recognised for long service leave purposes. for earlier periods of service to count there must be no breaks between the periods of service, except where: (a) the break in service is less than one month and occurs where an offer of employment in relation to the second period of service was made and accepted by
department of home-affairs-workplace-determination-2019.txt4225long service leavewhich is recognised for long service leave purposes; (d) service in the australian defence forces; (e) aps service immediately preceding deemed resignation under the repealed section 49 of the public service act 1922, if the service has not previously been recognised for severance pay purposes; or (f) service in another organisation where: 8.18 i. an employee was transferred from the aps to that organisation with a transfer of function, or ii. an employee engaged by that organisation on work within a function is appointed as a result of the transfer of that function to the aps, and iii. such service is recognised for long service leave purposes. for earlier periods of service to count there must be no breaks between the periods of service, except where: (a) the break in service is less than one month and occurs where an offer of employment in relation to the second period of service was made and accepted by the employee before the first period of service ended (whether or not the 2 periods of service are with the same employer or agency); or (b) the earlier period of service was with the aps and ceased because the employee
department of home-affairs-workplace-determination-2019.txt4246long service leavesuch service is recognised for long service leave purposes. for earlier periods of service to count there must be no breaks between the periods of service, except where: (a) the break in service is less than one month and occurs where an offer of employment in relation to the second period of service was made and accepted by the employee before the first period of service ended (whether or not the 2 periods of service are with the same employer or agency); or (b) the earlier period of service was with the aps and ceased because the employee was deemed to have resigned from the department on marriage under the repealed section 49 of the public service act 1922. 8.19 any period of service which ceased: (a) by way of termination under section 29 of the public service act 1999, or (b) prior to the commencement of the public service act 1999 by way of retrenchment, retirement on grounds of invalidity, inefficiency or loss of 58 ag501682 pr704687 qualifications, forfeiture of office, dismissal, termination of probationary appointment for reasons of unsatisfactory service, or (c) by voluntary retirement at or above the minimum retiring age applicable to the employee, or (d) with the payment of an employer-financed retirement benefit, will not count as service for redundancy pay purposes. 8.20
department of home-affairs-workplace-determination-2019.txt4277long service leaveabsences from work which do not count as service for long service leave purposes will not count as service for redundancy pay purposes. salary for redundancy pay purposes 8.21 for the purpose of calculating the redundancy payment, salary includes: (a) the employee’s salary at their classification level; or (b) the salary at a higher classification level, where the employee has been working at the higher level on higher duties for a continuous period of at least 12 months immediately preceding the date on which the employee is given notice of termination; and (c) the allowances identified as salary for the purposes of redundancy in column 4 of the table at clause 5.2 of this determination. retention periods 8.22 where an excess employee has not accepted an offer of voluntary redundancy, the secretary will not terminate the employee’s employment until the following retention periods have elapsed: (a) 13 months where an employee has 20 or more years of service or is over 45 years of age; or (b) 7 months for all other employees. 8.23 if, however, an employee is entitled to a redundancy payment in accordance with the nes, the relevant retention period specified above will be reduced by the number of weeks redundancy pay that the employee will be entitled to under the nes on
department of home-affairs-workplace-determination-2019.txt4338travel(b) may, on request, provide assistance in meeting reasonable travel costs and incidental expenses incurred in seeking alternative employment; and (c) may, with 4 weeks’ notice, assign the employee to duties at a lower classification as a means of securing alternative employment. where this occurs before the end of an employee’s retention period, the employee will receive income maintenance to maintain their salary at the previous higher level for the balance of the retention period. 8.27 during a retention period an employee’s salary will be: (a) the salary at their classification level; or (b) the salary at a higher classification level, where the employee has been working at the higher level on higher duties for a continuous period of at least 12 months immediately preceding the date on which the employee was notified that they were excess and that acting would have continued but for being declared excess; and (c) other allowances in the nature of salary which are paid during periods of annual leave and on a regular basis, excluding allowances which are a reimbursement for expenses incurred, or a payment for disabilities associated with the performance of duty. 8.28 an excess employee required to move their household to a new locality because of a reassignment of duties, will be entitled to reasonable expenses subject to negotiation with the secretary. 8.29
department of home-affairs-workplace-determination-2019.txt4409traveltravel and location based conditions and allowances travel during working hours 9.1 wherever practical, domestic business travel should be undertaken within the standard hours of duty or within the flex-time bandwidth where flex-time applies. 9.2 domestic business travel undertaken within the flex-time bandwidth is considered time on duty. 9.3 for domestic business travel outside the flex-time bandwidth (or outside ordinary working hours for shift workers or employees on standard working hours), aps level 1-6 employees may claim time off in lieu, at single time, and clause 3.47 does not apply to such travel. when travel is undertaken to escort a client in the employees’ care and control or where the employee was already working approved overtime when commencing travel to perform duties, then clause 3.47 applies. time off in lieu may be considered for executive level employees under clause 3.31. 9.4 travel between papua new guinea and thursday island is considered ‘domestic’ travel for the purpose of this determination. remote localities 9.5
department of home-affairs-workplace-determination-2019.txt4411traveltravel during working hours 9.1 wherever practical, domestic business travel should be undertaken within the standard hours of duty or within the flex-time bandwidth where flex-time applies. 9.2 domestic business travel undertaken within the flex-time bandwidth is considered time on duty. 9.3 for domestic business travel outside the flex-time bandwidth (or outside ordinary working hours for shift workers or employees on standard working hours), aps level 1-6 employees may claim time off in lieu, at single time, and clause 3.47 does not apply to such travel. when travel is undertaken to escort a client in the employees’ care and control or where the employee was already working approved overtime when commencing travel to perform duties, then clause 3.47 applies. time off in lieu may be considered for executive level employees under clause 3.31. 9.4 travel between papua new guinea and thursday island is considered ‘domestic’ travel for the purpose of this determination. remote localities 9.5 employees stationed either on an ongoing basis or on a term transfer or posting in a
department of home-affairs-workplace-determination-2019.txt4414travelwherever practical, domestic business travel should be undertaken within the standard hours of duty or within the flex-time bandwidth where flex-time applies. 9.2 domestic business travel undertaken within the flex-time bandwidth is considered time on duty. 9.3 for domestic business travel outside the flex-time bandwidth (or outside ordinary working hours for shift workers or employees on standard working hours), aps level 1-6 employees may claim time off in lieu, at single time, and clause 3.47 does not apply to such travel. when travel is undertaken to escort a client in the employees’ care and control or where the employee was already working approved overtime when commencing travel to perform duties, then clause 3.47 applies. time off in lieu may be considered for executive level employees under clause 3.31. 9.4 travel between papua new guinea and thursday island is considered ‘domestic’ travel for the purpose of this determination. remote localities 9.5 employees stationed either on an ongoing basis or on a term transfer or posting in a location which is designated a remote locality in accordance with clause 9.6 of this determination will receive the remote locality conditions set out below (also see clause 9.13 below in respect of remote locality leave fares).
department of home-affairs-workplace-determination-2019.txt4415bandwidthstandard hours of duty or within the flex-time bandwidth where flex-time applies. 9.2 domestic business travel undertaken within the flex-time bandwidth is considered time on duty. 9.3 for domestic business travel outside the flex-time bandwidth (or outside ordinary working hours for shift workers or employees on standard working hours), aps level 1-6 employees may claim time off in lieu, at single time, and clause 3.47 does not apply to such travel. when travel is undertaken to escort a client in the employees’ care and control or where the employee was already working approved overtime when commencing travel to perform duties, then clause 3.47 applies. time off in lieu may be considered for executive level employees under clause 3.31. 9.4 travel between papua new guinea and thursday island is considered ‘domestic’ travel for the purpose of this determination. remote localities 9.5 employees stationed either on an ongoing basis or on a term transfer or posting in a location which is designated a remote locality in accordance with clause 9.6 of this determination will receive the remote locality conditions set out below (also see clause 9.13 below in respect of remote locality leave fares). grade
department of home-affairs-workplace-determination-2019.txt4419traveldomestic business travel undertaken within the flex-time bandwidth is considered time on duty. 9.3 for domestic business travel outside the flex-time bandwidth (or outside ordinary working hours for shift workers or employees on standard working hours), aps level 1-6 employees may claim time off in lieu, at single time, and clause 3.47 does not apply to such travel. when travel is undertaken to escort a client in the employees’ care and control or where the employee was already working approved overtime when commencing travel to perform duties, then clause 3.47 applies. time off in lieu may be considered for executive level employees under clause 3.31. 9.4 travel between papua new guinea and thursday island is considered ‘domestic’ travel for the purpose of this determination. remote localities 9.5 employees stationed either on an ongoing basis or on a term transfer or posting in a location which is designated a remote locality in accordance with clause 9.6 of this determination will receive the remote locality conditions set out below (also see clause 9.13 below in respect of remote locality leave fares). grade district allowance on commencement without
department of home-affairs-workplace-determination-2019.txt4419bandwidthdomestic business travel undertaken within the flex-time bandwidth is considered time on duty. 9.3 for domestic business travel outside the flex-time bandwidth (or outside ordinary working hours for shift workers or employees on standard working hours), aps level 1-6 employees may claim time off in lieu, at single time, and clause 3.47 does not apply to such travel. when travel is undertaken to escort a client in the employees’ care and control or where the employee was already working approved overtime when commencing travel to perform duties, then clause 3.47 applies. time off in lieu may be considered for executive level employees under clause 3.31. 9.4 travel between papua new guinea and thursday island is considered ‘domestic’ travel for the purpose of this determination. remote localities 9.5 employees stationed either on an ongoing basis or on a term transfer or posting in a location which is designated a remote locality in accordance with clause 9.6 of this determination will receive the remote locality conditions set out below (also see clause 9.13 below in respect of remote locality leave fares). grade district allowance on commencement without
department of home-affairs-workplace-determination-2019.txt4424travelfor domestic business travel outside the flex-time bandwidth (or outside ordinary working hours for shift workers or employees on standard working hours), aps level 1-6 employees may claim time off in lieu, at single time, and clause 3.47 does not apply to such travel. when travel is undertaken to escort a client in the employees’ care and control or where the employee was already working approved overtime when commencing travel to perform duties, then clause 3.47 applies. time off in lieu may be considered for executive level employees under clause 3.31. 9.4 travel between papua new guinea and thursday island is considered ‘domestic’ travel for the purpose of this determination. remote localities 9.5 employees stationed either on an ongoing basis or on a term transfer or posting in a location which is designated a remote locality in accordance with clause 9.6 of this determination will receive the remote locality conditions set out below (also see clause 9.13 below in respect of remote locality leave fares). grade district allowance on commencement without dependants $ per annum 12 months after
department of home-affairs-workplace-determination-2019.txt4424bandwidthfor domestic business travel outside the flex-time bandwidth (or outside ordinary working hours for shift workers or employees on standard working hours), aps level 1-6 employees may claim time off in lieu, at single time, and clause 3.47 does not apply to such travel. when travel is undertaken to escort a client in the employees’ care and control or where the employee was already working approved overtime when commencing travel to perform duties, then clause 3.47 applies. time off in lieu may be considered for executive level employees under clause 3.31. 9.4 travel between papua new guinea and thursday island is considered ‘domestic’ travel for the purpose of this determination. remote localities 9.5 employees stationed either on an ongoing basis or on a term transfer or posting in a location which is designated a remote locality in accordance with clause 9.6 of this determination will receive the remote locality conditions set out below (also see clause 9.13 below in respect of remote locality leave fares). grade district allowance on commencement without dependants $ per annum 12 months after
department of home-affairs-workplace-determination-2019.txt4427travelnot apply to such travel. when travel is undertaken to escort a client in the employees’ care and control or where the employee was already working approved overtime when commencing travel to perform duties, then clause 3.47 applies. time off in lieu may be considered for executive level employees under clause 3.31. 9.4 travel between papua new guinea and thursday island is considered ‘domestic’ travel for the purpose of this determination. remote localities 9.5 employees stationed either on an ongoing basis or on a term transfer or posting in a location which is designated a remote locality in accordance with clause 9.6 of this determination will receive the remote locality conditions set out below (also see clause 9.13 below in respect of remote locality leave fares). grade district allowance on commencement without dependants $ per annum 12 months after commencement additional
department of home-affairs-workplace-determination-2019.txt4429travelovertime when commencing travel to perform duties, then clause 3.47 applies. time off in lieu may be considered for executive level employees under clause 3.31. 9.4 travel between papua new guinea and thursday island is considered ‘domestic’ travel for the purpose of this determination. remote localities 9.5 employees stationed either on an ongoing basis or on a term transfer or posting in a location which is designated a remote locality in accordance with clause 9.6 of this determination will receive the remote locality conditions set out below (also see clause 9.13 below in respect of remote locality leave fares). grade district allowance on commencement without dependants $ per annum 12 months after commencement additional leave
department of home-affairs-workplace-determination-2019.txt4429overtimeovertime when commencing travel to perform duties, then clause 3.47 applies. time off in lieu may be considered for executive level employees under clause 3.31. 9.4 travel between papua new guinea and thursday island is considered ‘domestic’ travel for the purpose of this determination. remote localities 9.5 employees stationed either on an ongoing basis or on a term transfer or posting in a location which is designated a remote locality in accordance with clause 9.6 of this determination will receive the remote locality conditions set out below (also see clause 9.13 below in respect of remote locality leave fares). grade district allowance on commencement without dependants $ per annum 12 months after commencement additional leave
department of home-affairs-workplace-determination-2019.txt4434traveltravel between papua new guinea and thursday island is considered ‘domestic’ travel for the purpose of this determination. remote localities 9.5 employees stationed either on an ongoing basis or on a term transfer or posting in a location which is designated a remote locality in accordance with clause 9.6 of this determination will receive the remote locality conditions set out below (also see clause 9.13 below in respect of remote locality leave fares). grade district allowance on commencement without dependants $ per annum 12 months after commencement additional leave one or without one or more more dependants dependants
department of home-affairs-workplace-determination-2019.txt4435traveltravel for the purpose of this determination. remote localities 9.5 employees stationed either on an ongoing basis or on a term transfer or posting in a location which is designated a remote locality in accordance with clause 9.6 of this determination will receive the remote locality conditions set out below (also see clause 9.13 below in respect of remote locality leave fares). grade district allowance on commencement without dependants $ per annum 12 months after commencement additional leave one or without one or more more dependants dependants dependants
department of home-affairs-workplace-determination-2019.txt4603travelthe employee’s fare will be for the purposes of leave to travel to the nearest capital city. the nearest capital city is the capital city of the state which is the closest in distance to the employee’s usual place of work. if the employee is assigned anywhere in the northern territory, the nearest capital city is adelaide. 63 ag501682 pr704682 9.15 an employee who is entitled to leave fares assistance is also entitled to leave fares assistance in respect of a dependant or dependants where: (a) the dependant or dependants permanently reside with the employee; and (b) the dependant or dependants are totally or substantially dependent on the employee. 9.16 leave fares assistance will be provided on the basis of lowest practical airfare of the day, or where travel is by other means, reimbursement of reasonable travel costs up to the value of the equivalent lowest practical airfare of the day. 9.17
department of home-affairs-workplace-determination-2019.txt4628travelday, or where travel is by other means, reimbursement of reasonable travel costs up to the value of the equivalent lowest practical airfare of the day. 9.17 the secretary may authorise travel to a place other than the nearest capital city, provided the employee pays for any difference in fare. transitional arrangements 9.18 where on commencement of this determination an employee was in receipt of remote locality conditions for a location which is no longer designated a remote locality as a result of the operation of clause 9.6 of this determination, the level of remote locality conditions being provided to the employee at the commencement of this determination will continue to apply but will reduce by 25 per cent each 6 months after commencement of this determination until such time as the level of remote locality conditions is reduced to zero in respect of those locations which are no longer designated a remote locality. domestic travel arrangements domestic travel expenses 9.19 the secretary will meet reasonable costs of fares for employees required to travel to another location for work purposes. 9.20 the secretary will meet reasonable costs of accommodation, meals and incidental
department of home-affairs-workplace-determination-2019.txt4633travelthe secretary may authorise travel to a place other than the nearest capital city, provided the employee pays for any difference in fare. transitional arrangements 9.18 where on commencement of this determination an employee was in receipt of remote locality conditions for a location which is no longer designated a remote locality as a result of the operation of clause 9.6 of this determination, the level of remote locality conditions being provided to the employee at the commencement of this determination will continue to apply but will reduce by 25 per cent each 6 months after commencement of this determination until such time as the level of remote locality conditions is reduced to zero in respect of those locations which are no longer designated a remote locality. domestic travel arrangements domestic travel expenses 9.19 the secretary will meet reasonable costs of fares for employees required to travel to another location for work purposes. 9.20 the secretary will meet reasonable costs of accommodation, meals and incidental expenses for employees required to travel overnight to another location for work purposes. allowances to cover meals and incidental expenses for domestic overnight travel will be set by the applicable taxation determination. where a meal is included in the cost of the accommodation or fare, a meal allowance will not be paid.
department of home-affairs-workplace-determination-2019.txt4648traveldomestic travel arrangements domestic travel expenses 9.19 the secretary will meet reasonable costs of fares for employees required to travel to another location for work purposes. 9.20 the secretary will meet reasonable costs of accommodation, meals and incidental expenses for employees required to travel overnight to another location for work purposes. allowances to cover meals and incidental expenses for domestic overnight travel will be set by the applicable taxation determination. where a meal is included in the cost of the accommodation or fare, a meal allowance will not be paid. 9.21 the secretary may determine a lesser rate of allowance based on a reimbursement of reasonable costs where an employee will be or is away from their home location for a period of 21 days or longer. part day travel allowance 64 9.22 employees who travel for business purposes but are not required to stay overnight will receive part day travel allowance provided the employee is absent from their
department of home-affairs-workplace-determination-2019.txt4649traveldomestic travel expenses 9.19 the secretary will meet reasonable costs of fares for employees required to travel to another location for work purposes. 9.20 the secretary will meet reasonable costs of accommodation, meals and incidental expenses for employees required to travel overnight to another location for work purposes. allowances to cover meals and incidental expenses for domestic overnight travel will be set by the applicable taxation determination. where a meal is included in the cost of the accommodation or fare, a meal allowance will not be paid. 9.21 the secretary may determine a lesser rate of allowance based on a reimbursement of reasonable costs where an employee will be or is away from their home location for a period of 21 days or longer. part day travel allowance 64 9.22 employees who travel for business purposes but are not required to stay overnight will receive part day travel allowance provided the employee is absent from their home base for 10 hours or more. part day travel allowance is paid at the rate of $51
department of home-affairs-workplace-determination-2019.txt4652travelthe secretary will meet reasonable costs of fares for employees required to travel to another location for work purposes. 9.20 the secretary will meet reasonable costs of accommodation, meals and incidental expenses for employees required to travel overnight to another location for work purposes. allowances to cover meals and incidental expenses for domestic overnight travel will be set by the applicable taxation determination. where a meal is included in the cost of the accommodation or fare, a meal allowance will not be paid. 9.21 the secretary may determine a lesser rate of allowance based on a reimbursement of reasonable costs where an employee will be or is away from their home location for a period of 21 days or longer. part day travel allowance 64 9.22 employees who travel for business purposes but are not required to stay overnight will receive part day travel allowance provided the employee is absent from their home base for 10 hours or more. part day travel allowance is paid at the rate of $51 per day and is taxable. 9.23
department of home-affairs-workplace-determination-2019.txt4658travelexpenses for employees required to travel overnight to another location for work purposes. allowances to cover meals and incidental expenses for domestic overnight travel will be set by the applicable taxation determination. where a meal is included in the cost of the accommodation or fare, a meal allowance will not be paid. 9.21 the secretary may determine a lesser rate of allowance based on a reimbursement of reasonable costs where an employee will be or is away from their home location for a period of 21 days or longer. part day travel allowance 64 9.22 employees who travel for business purposes but are not required to stay overnight will receive part day travel allowance provided the employee is absent from their home base for 10 hours or more. part day travel allowance is paid at the rate of $51 per day and is taxable. 9.23 part day travel allowance is not payable in circumstances where lunch is provided at no cost to the employee. ag501682 pr704687
department of home-affairs-workplace-determination-2019.txt4660travelovernight travel will be set by the applicable taxation determination. where a meal is included in the cost of the accommodation or fare, a meal allowance will not be paid. 9.21 the secretary may determine a lesser rate of allowance based on a reimbursement of reasonable costs where an employee will be or is away from their home location for a period of 21 days or longer. part day travel allowance 64 9.22 employees who travel for business purposes but are not required to stay overnight will receive part day travel allowance provided the employee is absent from their home base for 10 hours or more. part day travel allowance is paid at the rate of $51 per day and is taxable. 9.23 part day travel allowance is not payable in circumstances where lunch is provided at no cost to the employee. ag501682 pr704687 camping allowance 9.24
department of home-affairs-workplace-determination-2019.txt4670travelpart day travel allowance 64 9.22 employees who travel for business purposes but are not required to stay overnight will receive part day travel allowance provided the employee is absent from their home base for 10 hours or more. part day travel allowance is paid at the rate of $51 per day and is taxable. 9.23 part day travel allowance is not payable in circumstances where lunch is provided at no cost to the employee. ag501682 pr704687 camping allowance 9.24 where an employee is required to camp out in the course of the performance of their duties, the employee will receive a camping allowance of $106 per overnight stay. marine accommodation allowance 9.25 employees who do not meet the definition of sea-going marine employee as defined in clause 10.4 and are accommodated overnight on a sea-going vessel on a voyage
department of home-affairs-workplace-determination-2019.txt4670travel allowancepart day travel allowance 64 9.22 employees who travel for business purposes but are not required to stay overnight will receive part day travel allowance provided the employee is absent from their home base for 10 hours or more. part day travel allowance is paid at the rate of $51 per day and is taxable. 9.23 part day travel allowance is not payable in circumstances where lunch is provided at no cost to the employee. ag501682 pr704687 camping allowance 9.24 where an employee is required to camp out in the course of the performance of their duties, the employee will receive a camping allowance of $106 per overnight stay. marine accommodation allowance 9.25 employees who do not meet the definition of sea-going marine employee as defined in clause 10.4 and are accommodated overnight on a sea-going vessel on a voyage
department of home-affairs-workplace-determination-2019.txt4676travelemployees who travel for business purposes but are not required to stay overnight will receive part day travel allowance provided the employee is absent from their home base for 10 hours or more. part day travel allowance is paid at the rate of $51 per day and is taxable. 9.23 part day travel allowance is not payable in circumstances where lunch is provided at no cost to the employee. ag501682 pr704687 camping allowance 9.24 where an employee is required to camp out in the course of the performance of their duties, the employee will receive a camping allowance of $106 per overnight stay. marine accommodation allowance 9.25 employees who do not meet the definition of sea-going marine employee as defined in clause 10.4 and are accommodated overnight on a sea-going vessel on a voyage of not less than 24 hours duration, will be entitled to payment of a marine accommodation allowance in accordance with clauses 10.68 and 10.69 of this determination. motor vehicle allowance 9.26
department of home-affairs-workplace-determination-2019.txt4677travelwill receive part day travel allowance provided the employee is absent from their home base for 10 hours or more. part day travel allowance is paid at the rate of $51 per day and is taxable. 9.23 part day travel allowance is not payable in circumstances where lunch is provided at no cost to the employee. ag501682 pr704687 camping allowance 9.24 where an employee is required to camp out in the course of the performance of their duties, the employee will receive a camping allowance of $106 per overnight stay. marine accommodation allowance 9.25 employees who do not meet the definition of sea-going marine employee as defined in clause 10.4 and are accommodated overnight on a sea-going vessel on a voyage of not less than 24 hours duration, will be entitled to payment of a marine accommodation allowance in accordance with clauses 10.68 and 10.69 of this determination. motor vehicle allowance 9.26
department of home-affairs-workplace-determination-2019.txt4677travel allowancewill receive part day travel allowance provided the employee is absent from their home base for 10 hours or more. part day travel allowance is paid at the rate of $51 per day and is taxable. 9.23 part day travel allowance is not payable in circumstances where lunch is provided at no cost to the employee. ag501682 pr704687 camping allowance 9.24 where an employee is required to camp out in the course of the performance of their duties, the employee will receive a camping allowance of $106 per overnight stay. marine accommodation allowance 9.25 employees who do not meet the definition of sea-going marine employee as defined in clause 10.4 and are accommodated overnight on a sea-going vessel on a voyage of not less than 24 hours duration, will be entitled to payment of a marine accommodation allowance in accordance with clauses 10.68 and 10.69 of this determination. motor vehicle allowance 9.26
department of home-affairs-workplace-determination-2019.txt4678travelhome base for 10 hours or more. part day travel allowance is paid at the rate of $51 per day and is taxable. 9.23 part day travel allowance is not payable in circumstances where lunch is provided at no cost to the employee. ag501682 pr704687 camping allowance 9.24 where an employee is required to camp out in the course of the performance of their duties, the employee will receive a camping allowance of $106 per overnight stay. marine accommodation allowance 9.25 employees who do not meet the definition of sea-going marine employee as defined in clause 10.4 and are accommodated overnight on a sea-going vessel on a voyage of not less than 24 hours duration, will be entitled to payment of a marine accommodation allowance in accordance with clauses 10.68 and 10.69 of this determination. motor vehicle allowance 9.26 where the secretary gives approval for an employee to use their own vehicle in the
department of home-affairs-workplace-determination-2019.txt4678travel allowancehome base for 10 hours or more. part day travel allowance is paid at the rate of $51 per day and is taxable. 9.23 part day travel allowance is not payable in circumstances where lunch is provided at no cost to the employee. ag501682 pr704687 camping allowance 9.24 where an employee is required to camp out in the course of the performance of their duties, the employee will receive a camping allowance of $106 per overnight stay. marine accommodation allowance 9.25 employees who do not meet the definition of sea-going marine employee as defined in clause 10.4 and are accommodated overnight on a sea-going vessel on a voyage of not less than 24 hours duration, will be entitled to payment of a marine accommodation allowance in accordance with clauses 10.68 and 10.69 of this determination. motor vehicle allowance 9.26 where the secretary gives approval for an employee to use their own vehicle in the
department of home-affairs-workplace-determination-2019.txt4683travelpart day travel allowance is not payable in circumstances where lunch is provided at no cost to the employee. ag501682 pr704687 camping allowance 9.24 where an employee is required to camp out in the course of the performance of their duties, the employee will receive a camping allowance of $106 per overnight stay. marine accommodation allowance 9.25 employees who do not meet the definition of sea-going marine employee as defined in clause 10.4 and are accommodated overnight on a sea-going vessel on a voyage of not less than 24 hours duration, will be entitled to payment of a marine accommodation allowance in accordance with clauses 10.68 and 10.69 of this determination. motor vehicle allowance 9.26 where the secretary gives approval for an employee to use their own vehicle in the course of employment, a motor vehicle allowance will be paid in accordance with the ‘cents per kilometre’ method prescribed by the income tax assessment act 1997 (as varied from time to time). 9.27
department of home-affairs-workplace-determination-2019.txt4683travel allowancepart day travel allowance is not payable in circumstances where lunch is provided at no cost to the employee. ag501682 pr704687 camping allowance 9.24 where an employee is required to camp out in the course of the performance of their duties, the employee will receive a camping allowance of $106 per overnight stay. marine accommodation allowance 9.25 employees who do not meet the definition of sea-going marine employee as defined in clause 10.4 and are accommodated overnight on a sea-going vessel on a voyage of not less than 24 hours duration, will be entitled to payment of a marine accommodation allowance in accordance with clauses 10.68 and 10.69 of this determination. motor vehicle allowance 9.26 where the secretary gives approval for an employee to use their own vehicle in the course of employment, a motor vehicle allowance will be paid in accordance with the ‘cents per kilometre’ method prescribed by the income tax assessment act 1997 (as varied from time to time). 9.27
department of home-affairs-workplace-determination-2019.txt4728travelthat journey involves continuous travelling time of more than 12 hours, the employee will be entitled to a paid rest period of sufficient duration to enable overnight rest before recommencing duty. a rest period must not be longer than 24 hours. 9.29 where the employee’s journey involves a continuous travelling time of more than 20 hours, the employee will be entitled to 2 rest periods before recommencing duty. one rest period may be taken partway through the journey, and the remaining rest period may be taken at the end of the journey, or both rest periods may be taken at the end of the journey. in the latter case, the combined rest periods must not be longer than 48 hours. domestic relocation expenses 9.30 the department will meet fair and reasonable costs incurred by employees who relocate from one geographical location to another in the following circumstances: (a) term transfer; (b) temporary transfer; 65 ag501682 pr704682 (c) on engagement (e.g. employees recruited under the graduate development program and the national indigenous cadetship program), promotion or movement to a job with the department in a different geographical location from that in which the employee normally works and/or resides;
department of home-affairs-workplace-determination-2019.txt4735travelwhere the employee’s journey involves a continuous travelling time of more than 20 hours, the employee will be entitled to 2 rest periods before recommencing duty. one rest period may be taken partway through the journey, and the remaining rest period may be taken at the end of the journey, or both rest periods may be taken at the end of the journey. in the latter case, the combined rest periods must not be longer than 48 hours. domestic relocation expenses 9.30 the department will meet fair and reasonable costs incurred by employees who relocate from one geographical location to another in the following circumstances: (a) term transfer; (b) temporary transfer; 65 ag501682 pr704682 (c) on engagement (e.g. employees recruited under the graduate development program and the national indigenous cadetship program), promotion or movement to a job with the department in a different geographical location from that in which the employee normally works and/or resides; (d) where the transfer is for a temporary period to undertake specific duties due to departmental business priorities; or (e) any other circumstance as determined by the secretary. 9.31 further information is available in the department’s domestic relocation policy.
department of home-affairs-workplace-determination-2019.txt4775travelplace of work when the cost of travelling to and from the temporary location is greater than the cost of travelling to and from the employee’s usual place of work. 9.34 an employee will not receive reimbursement for excess fares if they are receiving travel allowance or if they have been advised in writing that they will be permanently relocated to another location within the city or town where they currently work. overseas conditions of service 9.35 66 overseas conditions of service entitlements, including any overseas travel, are determined by the secretary from time to time. ag501682 pr704687 part 10. conditions specific to marine employees application 10.1 the working arrangements and conditions in this part apply to sea-going marine employees and temporary sea-going marine employees and displace all other provisions of this determination to the extent of any inconsistency.
department of home-affairs-workplace-determination-2019.txt4776travelgreater than the cost of travelling to and from the employee’s usual place of work. 9.34 an employee will not receive reimbursement for excess fares if they are receiving travel allowance or if they have been advised in writing that they will be permanently relocated to another location within the city or town where they currently work. overseas conditions of service 9.35 66 overseas conditions of service entitlements, including any overseas travel, are determined by the secretary from time to time. ag501682 pr704687 part 10. conditions specific to marine employees application 10.1 the working arrangements and conditions in this part apply to sea-going marine employees and temporary sea-going marine employees and displace all other provisions of this determination to the extent of any inconsistency. definitions
department of home-affairs-workplace-determination-2019.txt4781traveltravel allowance or if they have been advised in writing that they will be permanently relocated to another location within the city or town where they currently work. overseas conditions of service 9.35 66 overseas conditions of service entitlements, including any overseas travel, are determined by the secretary from time to time. ag501682 pr704687 part 10. conditions specific to marine employees application 10.1 the working arrangements and conditions in this part apply to sea-going marine employees and temporary sea-going marine employees and displace all other provisions of this determination to the extent of any inconsistency. definitions 10.2 ‘duty day’ is a day on which work is performed and includes, but is not limited to, duty performed on a sea-going vessel (sea duty), travel days, administrative support days, training days that attract sea-going commuted allowance, shore-based duty
department of home-affairs-workplace-determination-2019.txt4781travel allowancetravel allowance or if they have been advised in writing that they will be permanently relocated to another location within the city or town where they currently work. overseas conditions of service 9.35 66 overseas conditions of service entitlements, including any overseas travel, are determined by the secretary from time to time. ag501682 pr704687 part 10. conditions specific to marine employees application 10.1 the working arrangements and conditions in this part apply to sea-going marine employees and temporary sea-going marine employees and displace all other provisions of this determination to the extent of any inconsistency. definitions 10.2 ‘duty day’ is a day on which work is performed and includes, but is not limited to, duty performed on a sea-going vessel (sea duty), travel days, administrative support days, training days that attract sea-going commuted allowance, shore-based duty
department of home-affairs-workplace-determination-2019.txt4789traveloverseas conditions of service entitlements, including any overseas travel, are determined by the secretary from time to time. ag501682 pr704687 part 10. conditions specific to marine employees application 10.1 the working arrangements and conditions in this part apply to sea-going marine employees and temporary sea-going marine employees and displace all other provisions of this determination to the extent of any inconsistency. definitions 10.2 ‘duty day’ is a day on which work is performed and includes, but is not limited to, duty performed on a sea-going vessel (sea duty), travel days, administrative support days, training days that attract sea-going commuted allowance, shore-based duty and days in port. 10.3 ‘emergency response’ is a situation, in the opinion of the secretary, that will relate to: (a)
department of home-affairs-workplace-determination-2019.txt4809travelduty performed on a sea-going vessel (sea duty), travel days, administrative support days, training days that attract sea-going commuted allowance, shore-based duty and days in port. 10.3 ‘emergency response’ is a situation, in the opinion of the secretary, that will relate to: (a) government humanitarian aid and disaster relief; or (b) an emergency event which may include, but is not limited to, weather conditions, natural disasters, or sea-going vessel breakdown. 10.4 ‘sea-going marine employee’ means an employee whose primary role is to perform duty as a member of a crew on a sea-going vessel, but does not include a temporary sea-going marine employee 10.5 ‘sea-going vessel’ means any marine unit vessel responsible for off shore maritime operations. 10.6
department of home-affairs-workplace-determination-2019.txt4912travellocations, a roster of 31 days on and 27 days off may apply in order to afford travel to and from the vessel for a 27 day patrol. 10.14 where a sea-going marine employee is unable to join a sea-going vessel prior to departure due to extenuating circumstances, the secretary may require the employee to: (a) join the vessel at its next port of call; or (b) be deployed as part of the crew on another vessel; or (c) be deployed to other duty at a departmental workplace. 10.15 the secretary may roster a sea-going marine employee for more than 195 days in a financial year where, in the secretary’s opinion, operational requirements require the employee to work more than 195 days in that financial year. 10.16 when a sea-going marine employee is required to attend court hearings in relation to operational activities, this day will be counted as a duty day.
department of home-affairs-workplace-determination-2019.txt5128overtimein a financial year, overtime for each additional duty day will be paid as a lump sum at the end of the financial year according to the following formula: [(base hourly rate of salary x 200 per cent) + (base hourly rate x % rate of seagoing commuted marine allowance)] x 10 10.36 extra duty reconciliation payments: (a) will be paid on a pro-rata basis at the point the employee ceases to be a seagoing marine employee, or at cessation of employment with the department; and (b) will be calculated inclusive of sea-going commuted marine allowance but exclusive of any other allowance or penalty payment. time off in lieu 10.37 a sea-going marine employee may agree to be granted time off in lieu of payment for overtime under this clause. time off in lieu will be granted on: (a) an hour for hour basis with an entitlement to a residual payment; or (b) on a penalty time basis taking into account the relevant rate of penalty.
department of home-affairs-workplace-determination-2019.txt5149overtimefor overtime under this clause. time off in lieu will be granted on: (a) an hour for hour basis with an entitlement to a residual payment; or (b) on a penalty time basis taking into account the relevant rate of penalty. overtime on rostered days off outside marine unit operations 10.38 the secretary may direct a sea-going marine employee to perform overtime on a rostered day off for duty outside normal marine unit operations. where directed, the overtime provisions of this determination will apply. 10.39 where the employee is restricted on a day exceeding the 195 day quota in a financial year, restriction allowance in accordance with clause 5.26 of this determination will be paid. domiciling 10.40 the secretary will determine the home location for sea-going marine employees according to operational requirements, and where possible, will take account of employees’ personal circumstances. 10.41
department of home-affairs-workplace-determination-2019.txt5158overtimeovertime on rostered days off outside marine unit operations 10.38 the secretary may direct a sea-going marine employee to perform overtime on a rostered day off for duty outside normal marine unit operations. where directed, the overtime provisions of this determination will apply. 10.39 where the employee is restricted on a day exceeding the 195 day quota in a financial year, restriction allowance in accordance with clause 5.26 of this determination will be paid. domiciling 10.40 the secretary will determine the home location for sea-going marine employees according to operational requirements, and where possible, will take account of employees’ personal circumstances. 10.41 for the purposes of rostered duty, time will commence when the sea-going marine employee departs their home location for duty. 10.42 where a sea-going marine employee is required to attend a place of work other than in the employee’s home location, or is required to travel to a vessel located in the employee’s home location which is scheduled for deployment, the department will
department of home-affairs-workplace-determination-2019.txt5161overtimethe secretary may direct a sea-going marine employee to perform overtime on a rostered day off for duty outside normal marine unit operations. where directed, the overtime provisions of this determination will apply. 10.39 where the employee is restricted on a day exceeding the 195 day quota in a financial year, restriction allowance in accordance with clause 5.26 of this determination will be paid. domiciling 10.40 the secretary will determine the home location for sea-going marine employees according to operational requirements, and where possible, will take account of employees’ personal circumstances. 10.41 for the purposes of rostered duty, time will commence when the sea-going marine employee departs their home location for duty. 10.42 where a sea-going marine employee is required to attend a place of work other than in the employee’s home location, or is required to travel to a vessel located in the employee’s home location which is scheduled for deployment, the department will meet the cost of a one-way trip to a maximum value of $135.25 (this amount is fixed for the duration of this determination).
department of home-affairs-workplace-determination-2019.txt5163overtimethe overtime provisions of this determination will apply. 10.39 where the employee is restricted on a day exceeding the 195 day quota in a financial year, restriction allowance in accordance with clause 5.26 of this determination will be paid. domiciling 10.40 the secretary will determine the home location for sea-going marine employees according to operational requirements, and where possible, will take account of employees’ personal circumstances. 10.41 for the purposes of rostered duty, time will commence when the sea-going marine employee departs their home location for duty. 10.42 where a sea-going marine employee is required to attend a place of work other than in the employee’s home location, or is required to travel to a vessel located in the employee’s home location which is scheduled for deployment, the department will meet the cost of a one-way trip to a maximum value of $135.25 (this amount is fixed for the duration of this determination). 71
department of home-affairs-workplace-determination-2019.txt5186travelin the employee’s home location, or is required to travel to a vessel located in the employee’s home location which is scheduled for deployment, the department will meet the cost of a one-way trip to a maximum value of $135.25 (this amount is fixed for the duration of this determination). 71 ag501682 pr704682 sea-going commuted allowance 10.43 sea-going marine employees will receive a sea-going commuted allowance. this allowance is paid in recognition of: (a) the special duties performed by the marine unit; and (b) the unique flexibilities and sometimes difficult working conditions associated with the nature of marine unit operations. 10.44 the allowance is paid in lieu of any overtime, flex-time, time off in lieu, restricted duty, other non-salary time related payments (e.g. shift penalties) contained in this determination that would otherwise apply. 10.45
department of home-affairs-workplace-determination-2019.txt5211overtimethe allowance is paid in lieu of any overtime, flex-time, time off in lieu, restricted duty, other non-salary time related payments (e.g. shift penalties) contained in this determination that would otherwise apply. 10.45 the sea-going commuted allowance will only be payable if a sea-going marine employee maintains mandatory qualifications and required competencies, including medical and fitness requirements, use of force permit (if applicable) and security clearance. failure to maintain such standards may result in the cessation of the seagoing commuted allowance. 10.46 the allowance is payable for up to 195 duty days per financial year and is payable for: 10.47 (a) periods of work performing marine related duties; (b) employee-initiated training courses for a single continuous period not exceeding 28 calendar days; (c) management-initiated training courses;
department of home-affairs-workplace-determination-2019.txt5419overtimesea-going commuted allowance, overtime, shift penalty, and payments for restricted duty or extra duty) do not apply whilst a sea-going marine employee is undertaking employee-initiated training and in receipt of the marine training allowance. ag501682 pr704687 marine unit engineer and deck officer cadet program 10.66 participants in the engineer cadet or deck officer cadet program will be remunerated in accordance with the aps graduate classification. marine accommodation allowance 10.67 for each night accommodated on board a sea-going vessel, employees will receive marine accommodation allowance provided that the period accommodated on board the vessel is not less than 24 hours. for the purpose of this clause, a night shall be regarded as a period extending beyond midnight on any one day. 10.68 marine accommodation allowance is payable in recognition of the level of amenity provided on sea-going vessels. 10.69 rate $ per night
department of home-affairs-workplace-determination-2019.txt5614overtimethe allowance is paid in lieu of any overtime, flex-time, time off in lieu or other non-salary time related payments (e.g. shift penalties) contained in this determination that would otherwise apply. 11.6 the composite surveillance allowance will be calculated as 50 per cent of the employee’s annual salary for all duty performed in a designated nsu position. the composite surveillance allowance is payable to nsu employees during: 11.7 (a) annual leave utilised during periods of service as a nsu employee; (b) paid leave provided in accordance with the defence reserve service (protection) act 2001; and (c) all other forms of leave up to a maximum of 10 days in any one financial year. designated nsu employees performing surveillance duties within the team on a temporary basis will be paid the allowance on a pro-rata basis based on the hours of duty performed. 77
department of home-affairs-workplace-determination-2019.txt5875overtimeovertime meal allowance (clause 3.55) (b) school holiday assistance (clause 5.29), or (c) motor vehicle allowance (clause 9.26). ‘executive level employee’ shall include, for the purposes of conferring entitlements under this determination, employees engaged in medical officer, senior legal officer, principal legal officer, public affairs officer 3 and senior public affairs officer b and a positions. 81 ag501682 pr704682 a.14 82 ‘family or household’ means : (a) a former or current partner, child, parent, grand-parent, grand-child or sibling of the employee; or (b)
department of home-affairs-workplace-determination-2019.txt6011maternity leavesalary payments including unpaid personal leave, unpaid maternity leave, purchased leave and miscellaneous leave without pay. 83 ag501682 pr704682 attachment b – classification level and salary range general salary table for employees other than legal officers, public affairs officers, medical officers and employees in training classifications aps classification level determined annual salary range aps level 1 min $42,419 $44,116 $45,439 max $47,004
Commcare enterprise-agreement-2016-19.txt47salary packagingsalary packaging superannuation higher duties allowance arrangements travel loss and damage to personal effects overtime restriction allowance section d—leave arrangements recognition and portability of leave annual leave purchased leave career interval leave personal/carer’s leave compassionate leave community service leave invalidity retirement war service sick leave miscellaneous leave—with and without pay leave for defence reserve service maternity, adoption, foster carer’s and supporting partner leave public holidays long service leave 8 8 9 10 10 10
Commcare enterprise-agreement-2016-19.txt50traveltravel loss and damage to personal effects overtime restriction allowance section d—leave arrangements recognition and portability of leave annual leave purchased leave career interval leave personal/carer’s leave compassionate leave community service leave invalidity retirement war service sick leave miscellaneous leave—with and without pay leave for defence reserve service maternity, adoption, foster carer’s and supporting partner leave public holidays long service leave 8 8 9 10 10 10 10 11 12
Commcare enterprise-agreement-2016-19.txt52overtimeovertime restriction allowance section d—leave arrangements recognition and portability of leave annual leave purchased leave career interval leave personal/carer’s leave compassionate leave community service leave invalidity retirement war service sick leave miscellaneous leave—with and without pay leave for defence reserve service maternity, adoption, foster carer’s and supporting partner leave public holidays long service leave 8 8 9 10 10 10 10 11 12 12 13
Commcare enterprise-agreement-2016-19.txt69long service leavelong service leave 8 8 9 10 10 10 10 11 12 12 13 14 14 14 15 15 15 17 17 17 18 18 18 19 20 21
Commcare enterprise-agreement-2016-19.txt123health and wellbeingsection g—health and wellbeing health and wellbeing reimbursement employee assistance program (eap) vaccinations workplace responsibility allowance dealing with local accommodation changes or building work section h—separation termination at employee’s initiative payments on death section i—redeployment and redundancy coverage retention periods voluntary redundancy attachment a—aps salary rates legal advisers graduate trainee aps (administrative) salary rates cadet aps salary rates 27 27 27 27 27 27 28
Commcare enterprise-agreement-2016-19.txt124health and wellbeing reimbursementhealth and wellbeing reimbursement employee assistance program (eap) vaccinations workplace responsibility allowance dealing with local accommodation changes or building work section h—separation termination at employee’s initiative payments on death section i—redeployment and redundancy coverage retention periods voluntary redundancy attachment a—aps salary rates legal advisers graduate trainee aps (administrative) salary rates cadet aps salary rates 27 27 27 27 27 27 28 28
Commcare enterprise-agreement-2016-19.txt124health and wellbeinghealth and wellbeing reimbursement employee assistance program (eap) vaccinations workplace responsibility allowance dealing with local accommodation changes or building work section h—separation termination at employee’s initiative payments on death section i—redeployment and redundancy coverage retention periods voluntary redundancy attachment a—aps salary rates legal advisers graduate trainee aps (administrative) salary rates cadet aps salary rates 27 27 27 27 27 27 28 28
Commcare enterprise-agreement-2016-19.txt479parental leavec) unpaid parental leave subject to the conditions under the fair work act d) long service leave. salary maintenance 45. at the discretion of the chief executive officer, a person moving to comcare whose salary in his or her previous aps agency exceeds the current maximum of the relevant classification level in this agreement, may be maintained on their current salary until such time as his or her salary is absorbed by comcare pay increases. 8 salary advancement 46. an employee will advance by one point within his or her classification level from 1 august in that year, where: a) the employee is not already at the highest pay point for his or her classification level; and b) the employee has completed all of the employee requirements of the performance and development framework (pdf); and c) the employee has performed duties at the employee’s substantive classification or above, within comcare, for an aggregate of six months or more, or a shorter period determined by the chief executive officer on a case by case basis, within the pdf cycle ending 30 june in that year; and d) the employee achieved a minimum of a satisfactory performance rating at the end of the pdf cycle. 47. subject to the approval of the chief executive officer, where an employee’s work performance and conduct has been assessed at the highest rating of the pdf, the employee will advance by two pay points from 1 august in that year, subject to the employee satisfying the other eligibility criteria set out in clause 46.
Commcare enterprise-agreement-2016-19.txt480long service leaved) long service leave. salary maintenance 45. at the discretion of the chief executive officer, a person moving to comcare whose salary in his or her previous aps agency exceeds the current maximum of the relevant classification level in this agreement, may be maintained on their current salary until such time as his or her salary is absorbed by comcare pay increases. 8 salary advancement 46. an employee will advance by one point within his or her classification level from 1 august in that year, where: a) the employee is not already at the highest pay point for his or her classification level; and b) the employee has completed all of the employee requirements of the performance and development framework (pdf); and c) the employee has performed duties at the employee’s substantive classification or above, within comcare, for an aggregate of six months or more, or a shorter period determined by the chief executive officer on a case by case basis, within the pdf cycle ending 30 june in that year; and d) the employee achieved a minimum of a satisfactory performance rating at the end of the pdf cycle. 47. subject to the approval of the chief executive officer, where an employee’s work performance and conduct has been assessed at the highest rating of the pdf, the employee will advance by two pay points from 1 august in that year, subject to the employee satisfying the other eligibility criteria set out in clause 46. 48.
Commcare enterprise-agreement-2016-19.txt491salary advancementsalary advancement 46. an employee will advance by one point within his or her classification level from 1 august in that year, where: a) the employee is not already at the highest pay point for his or her classification level; and b) the employee has completed all of the employee requirements of the performance and development framework (pdf); and c) the employee has performed duties at the employee’s substantive classification or above, within comcare, for an aggregate of six months or more, or a shorter period determined by the chief executive officer on a case by case basis, within the pdf cycle ending 30 june in that year; and d) the employee achieved a minimum of a satisfactory performance rating at the end of the pdf cycle. 47. subject to the approval of the chief executive officer, where an employee’s work performance and conduct has been assessed at the highest rating of the pdf, the employee will advance by two pay points from 1 august in that year, subject to the employee satisfying the other eligibility criteria set out in clause 46. 48. where an employee received an unsatisfactory rating at the end of the pdf cycle ending 30 june in that year, and the chief executive officer determines that the employee has subsequently attained and sustained a satisfactory standard of performance, the employee would from that date, be eligible for salary advancement in accordance with clause 46. graduates 49. comcare graduates will commence within the graduate broadband. the salary will be set by the chief executive officer having regard to the experience, qualifications, skills and pre-promotion salary of the employee.
Commcare enterprise-agreement-2016-19.txt513salary advancementperformance, the employee would from that date, be eligible for salary advancement in accordance with clause 46. graduates 49. comcare graduates will commence within the graduate broadband. the salary will be set by the chief executive officer having regard to the experience, qualifications, skills and pre-promotion salary of the employee. 50. on successful completion of the graduate program the graduate will be advanced to the aps4 classification. the salary of these employees will be the base point of the aps4 classification level unless the chief executive officer determines otherwise. trainee aps (administrative) and cadet aps 51. employees recruited as trainee aps (administrative) will be paid in accordance with the tables in attachment a. 52. upon successful completion of their training requirements, trainees will be allocated the classification of aps1 and paid at the minimum salary point for that classification. 53. employees recruited as cadet aps will be paid in accordance with the tables in attachment a. a book and equipment allowance will be payable at the start of the academic year and at the commencement of the second semester. a full time study allowance will be paid during periods of study leave without pay; this is in addition to any payment for time worked during the academic year. a cadet aps employee will be advanced to the aps3 classification and paid at the minimum
Commcare enterprise-agreement-2016-19.txt541study leavestudy allowance will be paid during periods of study leave without pay; this is in addition to any payment for time worked during the academic year. a cadet aps employee will be advanced to the aps3 classification and paid at the minimum salary point for that classification once their training has been satisfactorily completed. supported salary payments for employees with a disability 54. supported wage rates as set out in attachment b will apply to an employee with a disability who is eligible for consideration under the supported wage system. 9 payment of salary 55. the fortnightly rate of pay will be based on the following formula: fortnightly pay = annual salary x 12 56. 313 employees will have their fortnightly salary paid in arrears by electronic funds transfer into an eligible financial institution account of their choice. salary packaging 57. an employee may choose to sacrifice part of his or her salary for non-monetary benefits.
Commcare enterprise-agreement-2016-19.txt567salary packagingsalary packaging 57. an employee may choose to sacrifice part of his or her salary for non-monetary benefits. 58. any fringe benefits tax and administrative costs incurred as a result of the use of a salary packaging arrangement will be met by the employee. an employee who participates in a salary sacrifice arrangement will have his or her salary for all other purposes calculated as if the salary sacrifice arrangement had not been entered into. superannuation 59. the default fund for comcare is the public sector superannuation accumulation plan (pssap). the employer contribution for pssap will be based on the employee’s fortnightly contribution salary. the amount of pssap employer contribution will be 15.4 per cent. 60. an employee may choose any approved superannuation fund as long as the fund can accept employer contributions by electronic funds transfer using a file generated through the comcare payroll system. if an employee chooses a superannuation fund other than pssap, the amount of the employer contribution will be equivalent to that applying to the pssap. any fees associated with electronic funds transfer will be borne by comcare. 61. for employees who take paid or unpaid parental leave (which includes maternity, maternal, adoption, foster carer’s and supporting partner leave), employer contributions will be made for a period equal to a maximum of 52 weeks, in accordance with the rules of the appropriate superannuation scheme.
Commcare enterprise-agreement-2016-19.txt574salary packagingany fringe benefits tax and administrative costs incurred as a result of the use of a salary packaging arrangement will be met by the employee. an employee who participates in a salary sacrifice arrangement will have his or her salary for all other purposes calculated as if the salary sacrifice arrangement had not been entered into. superannuation 59. the default fund for comcare is the public sector superannuation accumulation plan (pssap). the employer contribution for pssap will be based on the employee’s fortnightly contribution salary. the amount of pssap employer contribution will be 15.4 per cent. 60. an employee may choose any approved superannuation fund as long as the fund can accept employer contributions by electronic funds transfer using a file generated through the comcare payroll system. if an employee chooses a superannuation fund other than pssap, the amount of the employer contribution will be equivalent to that applying to the pssap. any fees associated with electronic funds transfer will be borne by comcare. 61. for employees who take paid or unpaid parental leave (which includes maternity, maternal, adoption, foster carer’s and supporting partner leave), employer contributions will be made for a period equal to a maximum of 52 weeks, in accordance with the rules of the appropriate superannuation scheme. higher duties allowance arrangements 62. where an employee is assigned, in writing, to temporarily perform duties of a higher classification higher duties allowance will be paid. this would normally be paid at the base rate of the higher classification.
Commcare enterprise-agreement-2016-19.txt594parental leavefor employees who take paid or unpaid parental leave (which includes maternity, maternal, adoption, foster carer’s and supporting partner leave), employer contributions will be made for a period equal to a maximum of 52 weeks, in accordance with the rules of the appropriate superannuation scheme. higher duties allowance arrangements 62. where an employee is assigned, in writing, to temporarily perform duties of a higher classification higher duties allowance will be paid. this would normally be paid at the base rate of the higher classification. 63. the chief executive officer may direct that the employee be paid a salary at a pay point above the base rate on the basis of the employee’s relevant skills and experience, and previous periods of temporary performance. recognition of service for hda purposes 64. an employee will qualify for pay point advancement at a higher classification subject to the salary advancement rules, clauses 46-48. where an employee has attained a higher pay point in accordance with clause 63, the employee will retain that pay point for future duties at the higher classification level. recognition of hda for pay point allocation on promotion 65. subject to the service being recognised for higher duties allowance purposes in accordance with clause 64, an employee who is promoted to a new classification level will have included, for the purpose of establishing eligibility for advancement to the next higher pay point in the employee’s new classification, any previous period during which the employee was directed, in writing, to perform duties of that higher (or a higher) classification temporarily, or its equivalent.
Commcare enterprise-agreement-2016-19.txt612salary advancementan employee will qualify for pay point advancement at a higher classification subject to the salary advancement rules, clauses 46-48. where an employee has attained a higher pay point in accordance with clause 63, the employee will retain that pay point for future duties at the higher classification level. recognition of hda for pay point allocation on promotion 65. subject to the service being recognised for higher duties allowance purposes in accordance with clause 64, an employee who is promoted to a new classification level will have included, for the purpose of establishing eligibility for advancement to the next higher pay point in the employee’s new classification, any previous period during which the employee was directed, in writing, to perform duties of that higher (or a higher) classification temporarily, or its equivalent. 66. further information can be found in comcare’s remuneration guidelines. 10 travel 67. comcare’s arrangements for domestic and overseas travel on official duty are designed to ensure that employees are not out of pocket for reasonable costs incurred for accommodation, meals and incidentals while travelling for work purposes. 68. the flexible working arrangements provisions of this agreement will be used for work related travel. overtime entitlements will not apply to travel undertaken within the bandwidth specified in clause 211. overtime payments will only be paid where an employee is directed to travel outside the bandwidth. 69.
Commcare enterprise-agreement-2016-19.txt629traveltravel 67. comcare’s arrangements for domestic and overseas travel on official duty are designed to ensure that employees are not out of pocket for reasonable costs incurred for accommodation, meals and incidentals while travelling for work purposes. 68. the flexible working arrangements provisions of this agreement will be used for work related travel. overtime entitlements will not apply to travel undertaken within the bandwidth specified in clause 211. overtime payments will only be paid where an employee is directed to travel outside the bandwidth. 69. further information can be found in the comcare travel policy. domestic travelling arrangements and allowances 70. where an employee is required to travel within australia for work purposes and stay away from home overnight, reasonable costs incurred by the employee for accommodation, meals, transport and minor expenditure will be paid or reimbursed by comcare. 71. the chief executive officer may, from time to time, determine maximum amounts of expenditure that are considered to be reasonable for different locations within australia. international travelling arrangements and allowances 72.
Commcare enterprise-agreement-2016-19.txt632travelcomcare’s arrangements for domestic and overseas travel on official duty are designed to ensure that employees are not out of pocket for reasonable costs incurred for accommodation, meals and incidentals while travelling for work purposes. 68. the flexible working arrangements provisions of this agreement will be used for work related travel. overtime entitlements will not apply to travel undertaken within the bandwidth specified in clause 211. overtime payments will only be paid where an employee is directed to travel outside the bandwidth. 69. further information can be found in the comcare travel policy. domestic travelling arrangements and allowances 70. where an employee is required to travel within australia for work purposes and stay away from home overnight, reasonable costs incurred by the employee for accommodation, meals, transport and minor expenditure will be paid or reimbursed by comcare. 71. the chief executive officer may, from time to time, determine maximum amounts of expenditure that are considered to be reasonable for different locations within australia. international travelling arrangements and allowances 72. where an employee is required to travel overseas on official business, the employee is entitled to use business class air travel (or recognised equivalent). where the journey involves travelling time of more than 12 hours, the employee will be
Commcare enterprise-agreement-2016-19.txt633travelout of pocket for reasonable costs incurred for accommodation, meals and incidentals while travelling for work purposes. 68. the flexible working arrangements provisions of this agreement will be used for work related travel. overtime entitlements will not apply to travel undertaken within the bandwidth specified in clause 211. overtime payments will only be paid where an employee is directed to travel outside the bandwidth. 69. further information can be found in the comcare travel policy. domestic travelling arrangements and allowances 70. where an employee is required to travel within australia for work purposes and stay away from home overnight, reasonable costs incurred by the employee for accommodation, meals, transport and minor expenditure will be paid or reimbursed by comcare. 71. the chief executive officer may, from time to time, determine maximum amounts of expenditure that are considered to be reasonable for different locations within australia. international travelling arrangements and allowances 72. where an employee is required to travel overseas on official business, the employee is entitled to use business class air travel (or recognised equivalent). where the journey involves travelling time of more than 12 hours, the employee will be entitled to a rest period not exceeding:
Commcare enterprise-agreement-2016-19.txt637travelthe flexible working arrangements provisions of this agreement will be used for work related travel. overtime entitlements will not apply to travel undertaken within the bandwidth specified in clause 211. overtime payments will only be paid where an employee is directed to travel outside the bandwidth. 69. further information can be found in the comcare travel policy. domestic travelling arrangements and allowances 70. where an employee is required to travel within australia for work purposes and stay away from home overnight, reasonable costs incurred by the employee for accommodation, meals, transport and minor expenditure will be paid or reimbursed by comcare. 71. the chief executive officer may, from time to time, determine maximum amounts of expenditure that are considered to be reasonable for different locations within australia. international travelling arrangements and allowances 72. where an employee is required to travel overseas on official business, the employee is entitled to use business class air travel (or recognised equivalent). where the journey involves travelling time of more than 12 hours, the employee will be entitled to a rest period not exceeding: a) 48 hours in respect of travel to europe, the middle east, africa, the americas or the west indies; or b) 24 hours in any other case. 73.
Commcare enterprise-agreement-2016-19.txt637overtimethe flexible working arrangements provisions of this agreement will be used for work related travel. overtime entitlements will not apply to travel undertaken within the bandwidth specified in clause 211. overtime payments will only be paid where an employee is directed to travel outside the bandwidth. 69. further information can be found in the comcare travel policy. domestic travelling arrangements and allowances 70. where an employee is required to travel within australia for work purposes and stay away from home overnight, reasonable costs incurred by the employee for accommodation, meals, transport and minor expenditure will be paid or reimbursed by comcare. 71. the chief executive officer may, from time to time, determine maximum amounts of expenditure that are considered to be reasonable for different locations within australia. international travelling arrangements and allowances 72. where an employee is required to travel overseas on official business, the employee is entitled to use business class air travel (or recognised equivalent). where the journey involves travelling time of more than 12 hours, the employee will be entitled to a rest period not exceeding: a) 48 hours in respect of travel to europe, the middle east, africa, the americas or the west indies; or b) 24 hours in any other case. 73.
Commcare enterprise-agreement-2016-19.txt638travelwill not apply to travel undertaken within the bandwidth specified in clause 211. overtime payments will only be paid where an employee is directed to travel outside the bandwidth. 69. further information can be found in the comcare travel policy. domestic travelling arrangements and allowances 70. where an employee is required to travel within australia for work purposes and stay away from home overnight, reasonable costs incurred by the employee for accommodation, meals, transport and minor expenditure will be paid or reimbursed by comcare. 71. the chief executive officer may, from time to time, determine maximum amounts of expenditure that are considered to be reasonable for different locations within australia. international travelling arrangements and allowances 72. where an employee is required to travel overseas on official business, the employee is entitled to use business class air travel (or recognised equivalent). where the journey involves travelling time of more than 12 hours, the employee will be entitled to a rest period not exceeding: a) 48 hours in respect of travel to europe, the middle east, africa, the americas or the west indies; or b) 24 hours in any other case. 73.
Commcare enterprise-agreement-2016-19.txt638overtimewill not apply to travel undertaken within the bandwidth specified in clause 211. overtime payments will only be paid where an employee is directed to travel outside the bandwidth. 69. further information can be found in the comcare travel policy. domestic travelling arrangements and allowances 70. where an employee is required to travel within australia for work purposes and stay away from home overnight, reasonable costs incurred by the employee for accommodation, meals, transport and minor expenditure will be paid or reimbursed by comcare. 71. the chief executive officer may, from time to time, determine maximum amounts of expenditure that are considered to be reasonable for different locations within australia. international travelling arrangements and allowances 72. where an employee is required to travel overseas on official business, the employee is entitled to use business class air travel (or recognised equivalent). where the journey involves travelling time of more than 12 hours, the employee will be entitled to a rest period not exceeding: a) 48 hours in respect of travel to europe, the middle east, africa, the americas or the west indies; or b) 24 hours in any other case. 73.
Commcare enterprise-agreement-2016-19.txt638bandwidthwill not apply to travel undertaken within the bandwidth specified in clause 211. overtime payments will only be paid where an employee is directed to travel outside the bandwidth. 69. further information can be found in the comcare travel policy. domestic travelling arrangements and allowances 70. where an employee is required to travel within australia for work purposes and stay away from home overnight, reasonable costs incurred by the employee for accommodation, meals, transport and minor expenditure will be paid or reimbursed by comcare. 71. the chief executive officer may, from time to time, determine maximum amounts of expenditure that are considered to be reasonable for different locations within australia. international travelling arrangements and allowances 72. where an employee is required to travel overseas on official business, the employee is entitled to use business class air travel (or recognised equivalent). where the journey involves travelling time of more than 12 hours, the employee will be entitled to a rest period not exceeding: a) 48 hours in respect of travel to europe, the middle east, africa, the americas or the west indies; or b) 24 hours in any other case. 73.
Commcare enterprise-agreement-2016-19.txt639travelwhere an employee is directed to travel outside the bandwidth. 69. further information can be found in the comcare travel policy. domestic travelling arrangements and allowances 70. where an employee is required to travel within australia for work purposes and stay away from home overnight, reasonable costs incurred by the employee for accommodation, meals, transport and minor expenditure will be paid or reimbursed by comcare. 71. the chief executive officer may, from time to time, determine maximum amounts of expenditure that are considered to be reasonable for different locations within australia. international travelling arrangements and allowances 72. where an employee is required to travel overseas on official business, the employee is entitled to use business class air travel (or recognised equivalent). where the journey involves travelling time of more than 12 hours, the employee will be entitled to a rest period not exceeding: a) 48 hours in respect of travel to europe, the middle east, africa, the americas or the west indies; or b) 24 hours in any other case. 73. where an employee becomes ill while travelling overseas on official business, the costs of treatment will be met by
Commcare enterprise-agreement-2016-19.txt639bandwidthwhere an employee is directed to travel outside the bandwidth. 69. further information can be found in the comcare travel policy. domestic travelling arrangements and allowances 70. where an employee is required to travel within australia for work purposes and stay away from home overnight, reasonable costs incurred by the employee for accommodation, meals, transport and minor expenditure will be paid or reimbursed by comcare. 71. the chief executive officer may, from time to time, determine maximum amounts of expenditure that are considered to be reasonable for different locations within australia. international travelling arrangements and allowances 72. where an employee is required to travel overseas on official business, the employee is entitled to use business class air travel (or recognised equivalent). where the journey involves travelling time of more than 12 hours, the employee will be entitled to a rest period not exceeding: a) 48 hours in respect of travel to europe, the middle east, africa, the americas or the west indies; or b) 24 hours in any other case. 73. where an employee becomes ill while travelling overseas on official business, the costs of treatment will be met by
Commcare enterprise-agreement-2016-19.txt643travelfurther information can be found in the comcare travel policy. domestic travelling arrangements and allowances 70. where an employee is required to travel within australia for work purposes and stay away from home overnight, reasonable costs incurred by the employee for accommodation, meals, transport and minor expenditure will be paid or reimbursed by comcare. 71. the chief executive officer may, from time to time, determine maximum amounts of expenditure that are considered to be reasonable for different locations within australia. international travelling arrangements and allowances 72. where an employee is required to travel overseas on official business, the employee is entitled to use business class air travel (or recognised equivalent). where the journey involves travelling time of more than 12 hours, the employee will be entitled to a rest period not exceeding: a) 48 hours in respect of travel to europe, the middle east, africa, the americas or the west indies; or b) 24 hours in any other case. 73. where an employee becomes ill while travelling overseas on official business, the costs of treatment will be met by comcare subject to the provision of satisfactory evidence of illness. further information can be found in the comcare travel policy. reimbursement of fares
Commcare enterprise-agreement-2016-19.txt645traveldomestic travelling arrangements and allowances 70. where an employee is required to travel within australia for work purposes and stay away from home overnight, reasonable costs incurred by the employee for accommodation, meals, transport and minor expenditure will be paid or reimbursed by comcare. 71. the chief executive officer may, from time to time, determine maximum amounts of expenditure that are considered to be reasonable for different locations within australia. international travelling arrangements and allowances 72. where an employee is required to travel overseas on official business, the employee is entitled to use business class air travel (or recognised equivalent). where the journey involves travelling time of more than 12 hours, the employee will be entitled to a rest period not exceeding: a) 48 hours in respect of travel to europe, the middle east, africa, the americas or the west indies; or b) 24 hours in any other case. 73. where an employee becomes ill while travelling overseas on official business, the costs of treatment will be met by comcare subject to the provision of satisfactory evidence of illness. further information can be found in the comcare travel policy. reimbursement of fares 74.
Commcare enterprise-agreement-2016-19.txt648travelwhere an employee is required to travel within australia for work purposes and stay away from home overnight, reasonable costs incurred by the employee for accommodation, meals, transport and minor expenditure will be paid or reimbursed by comcare. 71. the chief executive officer may, from time to time, determine maximum amounts of expenditure that are considered to be reasonable for different locations within australia. international travelling arrangements and allowances 72. where an employee is required to travel overseas on official business, the employee is entitled to use business class air travel (or recognised equivalent). where the journey involves travelling time of more than 12 hours, the employee will be entitled to a rest period not exceeding: a) 48 hours in respect of travel to europe, the middle east, africa, the americas or the west indies; or b) 24 hours in any other case. 73. where an employee becomes ill while travelling overseas on official business, the costs of treatment will be met by comcare subject to the provision of satisfactory evidence of illness. further information can be found in the comcare travel policy. reimbursement of fares 74. where an employee becomes critically or dangerously ill while he or she is travelling on official business and a member of the employee’s immediate family travels to visit the critically or dangerously ill employee, comcare will where requested by the employee and subject to the provision of satisfactory evidence of illness, reimburse the employee an amount equal to
Commcare enterprise-agreement-2016-19.txt657travelinternational travelling arrangements and allowances 72. where an employee is required to travel overseas on official business, the employee is entitled to use business class air travel (or recognised equivalent). where the journey involves travelling time of more than 12 hours, the employee will be entitled to a rest period not exceeding: a) 48 hours in respect of travel to europe, the middle east, africa, the americas or the west indies; or b) 24 hours in any other case. 73. where an employee becomes ill while travelling overseas on official business, the costs of treatment will be met by comcare subject to the provision of satisfactory evidence of illness. further information can be found in the comcare travel policy. reimbursement of fares 74. where an employee becomes critically or dangerously ill while he or she is travelling on official business and a member of the employee’s immediate family travels to visit the critically or dangerously ill employee, comcare will where requested by the employee and subject to the provision of satisfactory evidence of illness, reimburse the employee an amount equal to the reasonable travel costs incurred by the relative. child and family care costs 75. where an employee is directed to travel away from his or her normal location for business purposes, comcare will reimburse, upon production of receipts, the reasonable expenses arising from additional child or other domestic care arrangements made necessary as a result of this travel.
Commcare enterprise-agreement-2016-19.txt660travelwhere an employee is required to travel overseas on official business, the employee is entitled to use business class air travel (or recognised equivalent). where the journey involves travelling time of more than 12 hours, the employee will be entitled to a rest period not exceeding: a) 48 hours in respect of travel to europe, the middle east, africa, the americas or the west indies; or b) 24 hours in any other case. 73. where an employee becomes ill while travelling overseas on official business, the costs of treatment will be met by comcare subject to the provision of satisfactory evidence of illness. further information can be found in the comcare travel policy. reimbursement of fares 74. where an employee becomes critically or dangerously ill while he or she is travelling on official business and a member of the employee’s immediate family travels to visit the critically or dangerously ill employee, comcare will where requested by the employee and subject to the provision of satisfactory evidence of illness, reimburse the employee an amount equal to the reasonable travel costs incurred by the relative. child and family care costs 75. where an employee is directed to travel away from his or her normal location for business purposes, comcare will reimburse, upon production of receipts, the reasonable expenses arising from additional child or other domestic care arrangements made necessary as a result of this travel. motor vehicle allowance 76.
Commcare enterprise-agreement-2016-19.txt661traveltravel (or recognised equivalent). where the journey involves travelling time of more than 12 hours, the employee will be entitled to a rest period not exceeding: a) 48 hours in respect of travel to europe, the middle east, africa, the americas or the west indies; or b) 24 hours in any other case. 73. where an employee becomes ill while travelling overseas on official business, the costs of treatment will be met by comcare subject to the provision of satisfactory evidence of illness. further information can be found in the comcare travel policy. reimbursement of fares 74. where an employee becomes critically or dangerously ill while he or she is travelling on official business and a member of the employee’s immediate family travels to visit the critically or dangerously ill employee, comcare will where requested by the employee and subject to the provision of satisfactory evidence of illness, reimburse the employee an amount equal to the reasonable travel costs incurred by the relative. child and family care costs 75. where an employee is directed to travel away from his or her normal location for business purposes, comcare will reimburse, upon production of receipts, the reasonable expenses arising from additional child or other domestic care arrangements made necessary as a result of this travel. motor vehicle allowance 76. where the chief executive officer authorises an employee to use a private car owned or hired by the employee at his or
Commcare enterprise-agreement-2016-19.txt663travela) 48 hours in respect of travel to europe, the middle east, africa, the americas or the west indies; or b) 24 hours in any other case. 73. where an employee becomes ill while travelling overseas on official business, the costs of treatment will be met by comcare subject to the provision of satisfactory evidence of illness. further information can be found in the comcare travel policy. reimbursement of fares 74. where an employee becomes critically or dangerously ill while he or she is travelling on official business and a member of the employee’s immediate family travels to visit the critically or dangerously ill employee, comcare will where requested by the employee and subject to the provision of satisfactory evidence of illness, reimburse the employee an amount equal to the reasonable travel costs incurred by the relative. child and family care costs 75. where an employee is directed to travel away from his or her normal location for business purposes, comcare will reimburse, upon production of receipts, the reasonable expenses arising from additional child or other domestic care arrangements made necessary as a result of this travel. motor vehicle allowance 76. where the chief executive officer authorises an employee to use a private car owned or hired by the employee at his or her own expense for official purposes, the employee will be entitled to receive a motor vehicle allowance of 75 cents per kilometer, capped at the cost of the lowest practical fare of the day of travel.
Commcare enterprise-agreement-2016-19.txt668travelwhere an employee becomes ill while travelling overseas on official business, the costs of treatment will be met by comcare subject to the provision of satisfactory evidence of illness. further information can be found in the comcare travel policy. reimbursement of fares 74. where an employee becomes critically or dangerously ill while he or she is travelling on official business and a member of the employee’s immediate family travels to visit the critically or dangerously ill employee, comcare will where requested by the employee and subject to the provision of satisfactory evidence of illness, reimburse the employee an amount equal to the reasonable travel costs incurred by the relative. child and family care costs 75. where an employee is directed to travel away from his or her normal location for business purposes, comcare will reimburse, upon production of receipts, the reasonable expenses arising from additional child or other domestic care arrangements made necessary as a result of this travel. motor vehicle allowance 76. where the chief executive officer authorises an employee to use a private car owned or hired by the employee at his or her own expense for official purposes, the employee will be entitled to receive a motor vehicle allowance of 75 cents per kilometer, capped at the cost of the lowest practical fare of the day of travel. 11 relocation assistance 77.
Commcare enterprise-agreement-2016-19.txt670traveltravel policy. reimbursement of fares 74. where an employee becomes critically or dangerously ill while he or she is travelling on official business and a member of the employee’s immediate family travels to visit the critically or dangerously ill employee, comcare will where requested by the employee and subject to the provision of satisfactory evidence of illness, reimburse the employee an amount equal to the reasonable travel costs incurred by the relative. child and family care costs 75. where an employee is directed to travel away from his or her normal location for business purposes, comcare will reimburse, upon production of receipts, the reasonable expenses arising from additional child or other domestic care arrangements made necessary as a result of this travel. motor vehicle allowance 76. where the chief executive officer authorises an employee to use a private car owned or hired by the employee at his or her own expense for official purposes, the employee will be entitled to receive a motor vehicle allowance of 75 cents per kilometer, capped at the cost of the lowest practical fare of the day of travel. 11 relocation assistance 77. where an employee is required to work in a different geographic location for a period of three weeks (i.e. 21 days) or less,
Commcare enterprise-agreement-2016-19.txt675travelwhere an employee becomes critically or dangerously ill while he or she is travelling on official business and a member of the employee’s immediate family travels to visit the critically or dangerously ill employee, comcare will where requested by the employee and subject to the provision of satisfactory evidence of illness, reimburse the employee an amount equal to the reasonable travel costs incurred by the relative. child and family care costs 75. where an employee is directed to travel away from his or her normal location for business purposes, comcare will reimburse, upon production of receipts, the reasonable expenses arising from additional child or other domestic care arrangements made necessary as a result of this travel. motor vehicle allowance 76. where the chief executive officer authorises an employee to use a private car owned or hired by the employee at his or her own expense for official purposes, the employee will be entitled to receive a motor vehicle allowance of 75 cents per kilometer, capped at the cost of the lowest practical fare of the day of travel. 11 relocation assistance 77. where an employee is required to work in a different geographic location for a period of three weeks (i.e. 21 days) or less, the provisions of clauses 70 to 76 will apply. 78. where an employee is required to work in a different geographic location for a period in excess of three weeks from
Commcare enterprise-agreement-2016-19.txt676travelthe employee’s immediate family travels to visit the critically or dangerously ill employee, comcare will where requested by the employee and subject to the provision of satisfactory evidence of illness, reimburse the employee an amount equal to the reasonable travel costs incurred by the relative. child and family care costs 75. where an employee is directed to travel away from his or her normal location for business purposes, comcare will reimburse, upon production of receipts, the reasonable expenses arising from additional child or other domestic care arrangements made necessary as a result of this travel. motor vehicle allowance 76. where the chief executive officer authorises an employee to use a private car owned or hired by the employee at his or her own expense for official purposes, the employee will be entitled to receive a motor vehicle allowance of 75 cents per kilometer, capped at the cost of the lowest practical fare of the day of travel. 11 relocation assistance 77. where an employee is required to work in a different geographic location for a period of three weeks (i.e. 21 days) or less, the provisions of clauses 70 to 76 will apply. 78. where an employee is required to work in a different geographic location for a period in excess of three weeks from the day on which he or she commences work at the new location, the chief executive officer will determine a package
Commcare enterprise-agreement-2016-19.txt678travelthe reasonable travel costs incurred by the relative. child and family care costs 75. where an employee is directed to travel away from his or her normal location for business purposes, comcare will reimburse, upon production of receipts, the reasonable expenses arising from additional child or other domestic care arrangements made necessary as a result of this travel. motor vehicle allowance 76. where the chief executive officer authorises an employee to use a private car owned or hired by the employee at his or her own expense for official purposes, the employee will be entitled to receive a motor vehicle allowance of 75 cents per kilometer, capped at the cost of the lowest practical fare of the day of travel. 11 relocation assistance 77. where an employee is required to work in a different geographic location for a period of three weeks (i.e. 21 days) or less, the provisions of clauses 70 to 76 will apply. 78. where an employee is required to work in a different geographic location for a period in excess of three weeks from the day on which he or she commences work at the new location, the chief executive officer will determine a package of assistance, following discussion with the employee, to meet reasonable additional costs incurred as a result of the employee being relocated.
Commcare enterprise-agreement-2016-19.txt683travelwhere an employee is directed to travel away from his or her normal location for business purposes, comcare will reimburse, upon production of receipts, the reasonable expenses arising from additional child or other domestic care arrangements made necessary as a result of this travel. motor vehicle allowance 76. where the chief executive officer authorises an employee to use a private car owned or hired by the employee at his or her own expense for official purposes, the employee will be entitled to receive a motor vehicle allowance of 75 cents per kilometer, capped at the cost of the lowest practical fare of the day of travel. 11 relocation assistance 77. where an employee is required to work in a different geographic location for a period of three weeks (i.e. 21 days) or less, the provisions of clauses 70 to 76 will apply. 78. where an employee is required to work in a different geographic location for a period in excess of three weeks from the day on which he or she commences work at the new location, the chief executive officer will determine a package of assistance, following discussion with the employee, to meet reasonable additional costs incurred as a result of the employee being relocated. loss and damage to personal effects 79. the chief executive officer may reimburse an employee for loss or damage to clothing or personal effects that are incurred
Commcare enterprise-agreement-2016-19.txt685travelarrangements made necessary as a result of this travel. motor vehicle allowance 76. where the chief executive officer authorises an employee to use a private car owned or hired by the employee at his or her own expense for official purposes, the employee will be entitled to receive a motor vehicle allowance of 75 cents per kilometer, capped at the cost of the lowest practical fare of the day of travel. 11 relocation assistance 77. where an employee is required to work in a different geographic location for a period of three weeks (i.e. 21 days) or less, the provisions of clauses 70 to 76 will apply. 78. where an employee is required to work in a different geographic location for a period in excess of three weeks from the day on which he or she commences work at the new location, the chief executive officer will determine a package of assistance, following discussion with the employee, to meet reasonable additional costs incurred as a result of the employee being relocated. loss and damage to personal effects 79. the chief executive officer may reimburse an employee for loss or damage to clothing or personal effects that are incurred in the course of his or her work.
Commcare enterprise-agreement-2016-19.txt692travelkilometer, capped at the cost of the lowest practical fare of the day of travel. 11 relocation assistance 77. where an employee is required to work in a different geographic location for a period of three weeks (i.e. 21 days) or less, the provisions of clauses 70 to 76 will apply. 78. where an employee is required to work in a different geographic location for a period in excess of three weeks from the day on which he or she commences work at the new location, the chief executive officer will determine a package of assistance, following discussion with the employee, to meet reasonable additional costs incurred as a result of the employee being relocated. loss and damage to personal effects 79. the chief executive officer may reimburse an employee for loss or damage to clothing or personal effects that are incurred in the course of his or her work. overtime 80. the flexible working hours provisions of this agreement will normally be used to meet operational requirements within the bandwidth specified in clause 211. 81.
Commcare enterprise-agreement-2016-19.txt715overtimeovertime 80. the flexible working hours provisions of this agreement will normally be used to meet operational requirements within the bandwidth specified in clause 211. 81. an executive level employee is not eligible for overtime unless this is approved by the chief executive officer. 82. overtime is only payable for work performed at the direction of the chief executive officer outside the business hours specified at clause 205. 83. for part-time employees overtime is payable for work performed at the direction of management in excess of the employee’s agreed or specified hours of work. 84. overtime will be paid at the following rates: > > monday to saturday –
Commcare enterprise-agreement-2016-19.txt719bandwidthbandwidth specified in clause 211. 81. an executive level employee is not eligible for overtime unless this is approved by the chief executive officer. 82. overtime is only payable for work performed at the direction of the chief executive officer outside the business hours specified at clause 205. 83. for part-time employees overtime is payable for work performed at the direction of management in excess of the employee’s agreed or specified hours of work. 84. overtime will be paid at the following rates: > > monday to saturday – time and one half for the first three hours –
Commcare enterprise-agreement-2016-19.txt723overtimean executive level employee is not eligible for overtime unless this is approved by the chief executive officer. 82. overtime is only payable for work performed at the direction of the chief executive officer outside the business hours specified at clause 205. 83. for part-time employees overtime is payable for work performed at the direction of management in excess of the employee’s agreed or specified hours of work. 84. overtime will be paid at the following rates: > > monday to saturday – time and one half for the first three hours – double time after the first three hours public holidays –
Commcare enterprise-agreement-2016-19.txt727overtimeovertime is only payable for work performed at the direction of the chief executive officer outside the business hours specified at clause 205. 83. for part-time employees overtime is payable for work performed at the direction of management in excess of the employee’s agreed or specified hours of work. 84. overtime will be paid at the following rates: > > monday to saturday – time and one half for the first three hours – double time after the first three hours public holidays – > sunday
Commcare enterprise-agreement-2016-19.txt732overtimefor part-time employees overtime is payable for work performed at the direction of management in excess of the employee’s agreed or specified hours of work. 84. overtime will be paid at the following rates: > > monday to saturday – time and one half for the first three hours – double time after the first three hours public holidays – > sunday – 85. double time and one half which includes any payment for the employee’s ordinary hours on the public holiday
Commcare enterprise-agreement-2016-19.txt737overtimeovertime will be paid at the following rates: > > monday to saturday – time and one half for the first three hours – double time after the first three hours public holidays – > sunday – 85. double time and one half which includes any payment for the employee’s ordinary hours on the public holiday double time. at an employee’s request, and with the agreement of the employee’s manager, overtime entitlements can be taken as time off in lieu of an overtime payment. time off in lieu will be calculated based on the overtime rates at clause 84 and will be recorded in accordance with clauses 207 and 208.
Commcare enterprise-agreement-2016-19.txt764overtimeat an employee’s request, and with the agreement of the employee’s manager, overtime entitlements can be taken as time off in lieu of an overtime payment. time off in lieu will be calculated based on the overtime rates at clause 84 and will be recorded in accordance with clauses 207 and 208. child and family care costs incurred by overtime 86. where an employee is directed to work overtime with less than 24 hours’ notice, comcare will reimburse reasonable expenses arising from additional child or other domestic care arrangements made necessary as a result of this overtime. rest relief after overtime 87. where an employee works overtime he or she will be entitled to an eight hour break plus reasonable travelling time before recommencing work without incurring any loss of pay. where this break is not possible due to operational requirements, the employee will be paid overtime at the rate of double time for all work until the employee has had an eight hour break from work. 12 emergency overtime 88. where an employee is called into the workplace or another location to meet an emergency outside the bandwidth of hours specified in this agreement, overtime will be paid at double time or double time and one half on public holidays and will include any time necessarily spent in travelling to and from the work site. minimum payments for overtime requiring a return to duty 89.
Commcare enterprise-agreement-2016-19.txt765overtimeoff in lieu of an overtime payment. time off in lieu will be calculated based on the overtime rates at clause 84 and will be recorded in accordance with clauses 207 and 208. child and family care costs incurred by overtime 86. where an employee is directed to work overtime with less than 24 hours’ notice, comcare will reimburse reasonable expenses arising from additional child or other domestic care arrangements made necessary as a result of this overtime. rest relief after overtime 87. where an employee works overtime he or she will be entitled to an eight hour break plus reasonable travelling time before recommencing work without incurring any loss of pay. where this break is not possible due to operational requirements, the employee will be paid overtime at the rate of double time for all work until the employee has had an eight hour break from work. 12 emergency overtime 88. where an employee is called into the workplace or another location to meet an emergency outside the bandwidth of hours specified in this agreement, overtime will be paid at double time or double time and one half on public holidays and will include any time necessarily spent in travelling to and from the work site. minimum payments for overtime requiring a return to duty 89. where an employee is required to perform overtime which is not continuous with his or her normal hours of duty, the
Commcare enterprise-agreement-2016-19.txt768overtimechild and family care costs incurred by overtime 86. where an employee is directed to work overtime with less than 24 hours’ notice, comcare will reimburse reasonable expenses arising from additional child or other domestic care arrangements made necessary as a result of this overtime. rest relief after overtime 87. where an employee works overtime he or she will be entitled to an eight hour break plus reasonable travelling time before recommencing work without incurring any loss of pay. where this break is not possible due to operational requirements, the employee will be paid overtime at the rate of double time for all work until the employee has had an eight hour break from work. 12 emergency overtime 88. where an employee is called into the workplace or another location to meet an emergency outside the bandwidth of hours specified in this agreement, overtime will be paid at double time or double time and one half on public holidays and will include any time necessarily spent in travelling to and from the work site. minimum payments for overtime requiring a return to duty 89. where an employee is required to perform overtime which is not continuous with his or her normal hours of duty, the minimum overtime payment for each attendance for overtime duty will be four hours. this provision does not apply to overtime that is in association with payment of restriction allowance.
Commcare enterprise-agreement-2016-19.txt771overtimewhere an employee is directed to work overtime with less than 24 hours’ notice, comcare will reimburse reasonable expenses arising from additional child or other domestic care arrangements made necessary as a result of this overtime. rest relief after overtime 87. where an employee works overtime he or she will be entitled to an eight hour break plus reasonable travelling time before recommencing work without incurring any loss of pay. where this break is not possible due to operational requirements, the employee will be paid overtime at the rate of double time for all work until the employee has had an eight hour break from work. 12 emergency overtime 88. where an employee is called into the workplace or another location to meet an emergency outside the bandwidth of hours specified in this agreement, overtime will be paid at double time or double time and one half on public holidays and will include any time necessarily spent in travelling to and from the work site. minimum payments for overtime requiring a return to duty 89. where an employee is required to perform overtime which is not continuous with his or her normal hours of duty, the minimum overtime payment for each attendance for overtime duty will be four hours. this provision does not apply to overtime that is in association with payment of restriction allowance. restriction allowance 90.
Commcare enterprise-agreement-2016-19.txt772overtimeexpenses arising from additional child or other domestic care arrangements made necessary as a result of this overtime. rest relief after overtime 87. where an employee works overtime he or she will be entitled to an eight hour break plus reasonable travelling time before recommencing work without incurring any loss of pay. where this break is not possible due to operational requirements, the employee will be paid overtime at the rate of double time for all work until the employee has had an eight hour break from work. 12 emergency overtime 88. where an employee is called into the workplace or another location to meet an emergency outside the bandwidth of hours specified in this agreement, overtime will be paid at double time or double time and one half on public holidays and will include any time necessarily spent in travelling to and from the work site. minimum payments for overtime requiring a return to duty 89. where an employee is required to perform overtime which is not continuous with his or her normal hours of duty, the minimum overtime payment for each attendance for overtime duty will be four hours. this provision does not apply to overtime that is in association with payment of restriction allowance. restriction allowance 90. where the chief executive officer directs an employee to be contactable and available to work for a specified period outside
Commcare enterprise-agreement-2016-19.txt774overtimerest relief after overtime 87. where an employee works overtime he or she will be entitled to an eight hour break plus reasonable travelling time before recommencing work without incurring any loss of pay. where this break is not possible due to operational requirements, the employee will be paid overtime at the rate of double time for all work until the employee has had an eight hour break from work. 12 emergency overtime 88. where an employee is called into the workplace or another location to meet an emergency outside the bandwidth of hours specified in this agreement, overtime will be paid at double time or double time and one half on public holidays and will include any time necessarily spent in travelling to and from the work site. minimum payments for overtime requiring a return to duty 89. where an employee is required to perform overtime which is not continuous with his or her normal hours of duty, the minimum overtime payment for each attendance for overtime duty will be four hours. this provision does not apply to overtime that is in association with payment of restriction allowance. restriction allowance 90. where the chief executive officer directs an employee to be contactable and available to work for a specified period outside the span of hours 8:30am to 5:00pm, the employee will be paid a restriction allowance at the rates set out in clause 92.
Commcare enterprise-agreement-2016-19.txt777travelwhere an employee works overtime he or she will be entitled to an eight hour break plus reasonable travelling time before recommencing work without incurring any loss of pay. where this break is not possible due to operational requirements, the employee will be paid overtime at the rate of double time for all work until the employee has had an eight hour break from work. 12 emergency overtime 88. where an employee is called into the workplace or another location to meet an emergency outside the bandwidth of hours specified in this agreement, overtime will be paid at double time or double time and one half on public holidays and will include any time necessarily spent in travelling to and from the work site. minimum payments for overtime requiring a return to duty 89. where an employee is required to perform overtime which is not continuous with his or her normal hours of duty, the minimum overtime payment for each attendance for overtime duty will be four hours. this provision does not apply to overtime that is in association with payment of restriction allowance. restriction allowance 90. where the chief executive officer directs an employee to be contactable and available to work for a specified period outside the span of hours 8:30am to 5:00pm, the employee will be paid a restriction allowance at the rates set out in clause 92. 91. where the chief executive officer directs an executive level employee to be contactable and available to work for a
Commcare enterprise-agreement-2016-19.txt777overtimewhere an employee works overtime he or she will be entitled to an eight hour break plus reasonable travelling time before recommencing work without incurring any loss of pay. where this break is not possible due to operational requirements, the employee will be paid overtime at the rate of double time for all work until the employee has had an eight hour break from work. 12 emergency overtime 88. where an employee is called into the workplace or another location to meet an emergency outside the bandwidth of hours specified in this agreement, overtime will be paid at double time or double time and one half on public holidays and will include any time necessarily spent in travelling to and from the work site. minimum payments for overtime requiring a return to duty 89. where an employee is required to perform overtime which is not continuous with his or her normal hours of duty, the minimum overtime payment for each attendance for overtime duty will be four hours. this provision does not apply to overtime that is in association with payment of restriction allowance. restriction allowance 90. where the chief executive officer directs an employee to be contactable and available to work for a specified period outside the span of hours 8:30am to 5:00pm, the employee will be paid a restriction allowance at the rates set out in clause 92. 91. where the chief executive officer directs an executive level employee to be contactable and available to work for a
Commcare enterprise-agreement-2016-19.txt779overtimethe employee will be paid overtime at the rate of double time for all work until the employee has had an eight hour break from work. 12 emergency overtime 88. where an employee is called into the workplace or another location to meet an emergency outside the bandwidth of hours specified in this agreement, overtime will be paid at double time or double time and one half on public holidays and will include any time necessarily spent in travelling to and from the work site. minimum payments for overtime requiring a return to duty 89. where an employee is required to perform overtime which is not continuous with his or her normal hours of duty, the minimum overtime payment for each attendance for overtime duty will be four hours. this provision does not apply to overtime that is in association with payment of restriction allowance. restriction allowance 90. where the chief executive officer directs an employee to be contactable and available to work for a specified period outside the span of hours 8:30am to 5:00pm, the employee will be paid a restriction allowance at the rates set out in clause 92. 91. where the chief executive officer directs an executive level employee to be contactable and available to work for a specified period outside the span of hours 8:30 am to 5.00pm, the executive level employee will be paid a restriction allowance at the rates set out in clause 92 calculated at the maximum pay point of the aps6 level.
Commcare enterprise-agreement-2016-19.txt784overtimeemergency overtime 88. where an employee is called into the workplace or another location to meet an emergency outside the bandwidth of hours specified in this agreement, overtime will be paid at double time or double time and one half on public holidays and will include any time necessarily spent in travelling to and from the work site. minimum payments for overtime requiring a return to duty 89. where an employee is required to perform overtime which is not continuous with his or her normal hours of duty, the minimum overtime payment for each attendance for overtime duty will be four hours. this provision does not apply to overtime that is in association with payment of restriction allowance. restriction allowance 90. where the chief executive officer directs an employee to be contactable and available to work for a specified period outside the span of hours 8:30am to 5:00pm, the employee will be paid a restriction allowance at the rates set out in clause 92. 91. where the chief executive officer directs an executive level employee to be contactable and available to work for a specified period outside the span of hours 8:30 am to 5.00pm, the executive level employee will be paid a restriction allowance at the rates set out in clause 92 calculated at the maximum pay point of the aps6 level. 92. payment will be based on a rate of: a) 7.5 per cent of the employee’s hourly rate of salary for each hour restricted monday to friday
Commcare enterprise-agreement-2016-19.txt787bandwidthwhere an employee is called into the workplace or another location to meet an emergency outside the bandwidth of hours specified in this agreement, overtime will be paid at double time or double time and one half on public holidays and will include any time necessarily spent in travelling to and from the work site. minimum payments for overtime requiring a return to duty 89. where an employee is required to perform overtime which is not continuous with his or her normal hours of duty, the minimum overtime payment for each attendance for overtime duty will be four hours. this provision does not apply to overtime that is in association with payment of restriction allowance. restriction allowance 90. where the chief executive officer directs an employee to be contactable and available to work for a specified period outside the span of hours 8:30am to 5:00pm, the employee will be paid a restriction allowance at the rates set out in clause 92. 91. where the chief executive officer directs an executive level employee to be contactable and available to work for a specified period outside the span of hours 8:30 am to 5.00pm, the executive level employee will be paid a restriction allowance at the rates set out in clause 92 calculated at the maximum pay point of the aps6 level. 92. payment will be based on a rate of: a) 7.5 per cent of the employee’s hourly rate of salary for each hour restricted monday to friday b) 10 per cent of his or her hourly rate of salary for each hour restricted on weekends c) 15 per cent of his or her hourly rate of salary for each hour restricted on public holidays.
Commcare enterprise-agreement-2016-19.txt788overtimespecified in this agreement, overtime will be paid at double time or double time and one half on public holidays and will include any time necessarily spent in travelling to and from the work site. minimum payments for overtime requiring a return to duty 89. where an employee is required to perform overtime which is not continuous with his or her normal hours of duty, the minimum overtime payment for each attendance for overtime duty will be four hours. this provision does not apply to overtime that is in association with payment of restriction allowance. restriction allowance 90. where the chief executive officer directs an employee to be contactable and available to work for a specified period outside the span of hours 8:30am to 5:00pm, the employee will be paid a restriction allowance at the rates set out in clause 92. 91. where the chief executive officer directs an executive level employee to be contactable and available to work for a specified period outside the span of hours 8:30 am to 5.00pm, the executive level employee will be paid a restriction allowance at the rates set out in clause 92 calculated at the maximum pay point of the aps6 level. 92. payment will be based on a rate of: a) 7.5 per cent of the employee’s hourly rate of salary for each hour restricted monday to friday b) 10 per cent of his or her hourly rate of salary for each hour restricted on weekends c) 15 per cent of his or her hourly rate of salary for each hour restricted on public holidays. 93.
Commcare enterprise-agreement-2016-19.txt789travelinclude any time necessarily spent in travelling to and from the work site. minimum payments for overtime requiring a return to duty 89. where an employee is required to perform overtime which is not continuous with his or her normal hours of duty, the minimum overtime payment for each attendance for overtime duty will be four hours. this provision does not apply to overtime that is in association with payment of restriction allowance. restriction allowance 90. where the chief executive officer directs an employee to be contactable and available to work for a specified period outside the span of hours 8:30am to 5:00pm, the employee will be paid a restriction allowance at the rates set out in clause 92. 91. where the chief executive officer directs an executive level employee to be contactable and available to work for a specified period outside the span of hours 8:30 am to 5.00pm, the executive level employee will be paid a restriction allowance at the rates set out in clause 92 calculated at the maximum pay point of the aps6 level. 92. payment will be based on a rate of: a) 7.5 per cent of the employee’s hourly rate of salary for each hour restricted monday to friday b) 10 per cent of his or her hourly rate of salary for each hour restricted on weekends c) 15 per cent of his or her hourly rate of salary for each hour restricted on public holidays. 93.
Commcare enterprise-agreement-2016-19.txt791overtimeminimum payments for overtime requiring a return to duty 89. where an employee is required to perform overtime which is not continuous with his or her normal hours of duty, the minimum overtime payment for each attendance for overtime duty will be four hours. this provision does not apply to overtime that is in association with payment of restriction allowance. restriction allowance 90. where the chief executive officer directs an employee to be contactable and available to work for a specified period outside the span of hours 8:30am to 5:00pm, the employee will be paid a restriction allowance at the rates set out in clause 92. 91. where the chief executive officer directs an executive level employee to be contactable and available to work for a specified period outside the span of hours 8:30 am to 5.00pm, the executive level employee will be paid a restriction allowance at the rates set out in clause 92 calculated at the maximum pay point of the aps6 level. 92. payment will be based on a rate of: a) 7.5 per cent of the employee’s hourly rate of salary for each hour restricted monday to friday b) 10 per cent of his or her hourly rate of salary for each hour restricted on weekends c) 15 per cent of his or her hourly rate of salary for each hour restricted on public holidays. 93. an employee is not paid restriction allowance during a period in which they are in receipt of overtime payment.
Commcare enterprise-agreement-2016-19.txt794overtimewhere an employee is required to perform overtime which is not continuous with his or her normal hours of duty, the minimum overtime payment for each attendance for overtime duty will be four hours. this provision does not apply to overtime that is in association with payment of restriction allowance. restriction allowance 90. where the chief executive officer directs an employee to be contactable and available to work for a specified period outside the span of hours 8:30am to 5:00pm, the employee will be paid a restriction allowance at the rates set out in clause 92. 91. where the chief executive officer directs an executive level employee to be contactable and available to work for a specified period outside the span of hours 8:30 am to 5.00pm, the executive level employee will be paid a restriction allowance at the rates set out in clause 92 calculated at the maximum pay point of the aps6 level. 92. payment will be based on a rate of: a) 7.5 per cent of the employee’s hourly rate of salary for each hour restricted monday to friday b) 10 per cent of his or her hourly rate of salary for each hour restricted on weekends c) 15 per cent of his or her hourly rate of salary for each hour restricted on public holidays. 93. an employee is not paid restriction allowance during a period in which they are in receipt of overtime payment. 94. notwithstanding anything else in this agreement, the minimum overtime for an employee who would otherwise be paid a
Commcare enterprise-agreement-2016-19.txt795overtimeminimum overtime payment for each attendance for overtime duty will be four hours. this provision does not apply to overtime that is in association with payment of restriction allowance. restriction allowance 90. where the chief executive officer directs an employee to be contactable and available to work for a specified period outside the span of hours 8:30am to 5:00pm, the employee will be paid a restriction allowance at the rates set out in clause 92. 91. where the chief executive officer directs an executive level employee to be contactable and available to work for a specified period outside the span of hours 8:30 am to 5.00pm, the executive level employee will be paid a restriction allowance at the rates set out in clause 92 calculated at the maximum pay point of the aps6 level. 92. payment will be based on a rate of: a) 7.5 per cent of the employee’s hourly rate of salary for each hour restricted monday to friday b) 10 per cent of his or her hourly rate of salary for each hour restricted on weekends c) 15 per cent of his or her hourly rate of salary for each hour restricted on public holidays. 93. an employee is not paid restriction allowance during a period in which they are in receipt of overtime payment. 94. notwithstanding anything else in this agreement, the minimum overtime for an employee who would otherwise be paid a restriction allowance but for the overtime is:
Commcare enterprise-agreement-2016-19.txt796overtimeovertime that is in association with payment of restriction allowance. restriction allowance 90. where the chief executive officer directs an employee to be contactable and available to work for a specified period outside the span of hours 8:30am to 5:00pm, the employee will be paid a restriction allowance at the rates set out in clause 92. 91. where the chief executive officer directs an executive level employee to be contactable and available to work for a specified period outside the span of hours 8:30 am to 5.00pm, the executive level employee will be paid a restriction allowance at the rates set out in clause 92 calculated at the maximum pay point of the aps6 level. 92. payment will be based on a rate of: a) 7.5 per cent of the employee’s hourly rate of salary for each hour restricted monday to friday b) 10 per cent of his or her hourly rate of salary for each hour restricted on weekends c) 15 per cent of his or her hourly rate of salary for each hour restricted on public holidays. 93. an employee is not paid restriction allowance during a period in which they are in receipt of overtime payment. 94. notwithstanding anything else in this agreement, the minimum overtime for an employee who would otherwise be paid a restriction allowance but for the overtime is: a) one hour at the overtime rates set out in clause 84 where the employee is not required to attend the workplace
Commcare enterprise-agreement-2016-19.txt819overtimean employee is not paid restriction allowance during a period in which they are in receipt of overtime payment. 94. notwithstanding anything else in this agreement, the minimum overtime for an employee who would otherwise be paid a restriction allowance but for the overtime is: a) one hour at the overtime rates set out in clause 84 where the employee is not required to attend the workplace b) three hours at the overtime rates set out in clause 84 where the employee is required to attend the workplace or another location. 95. further information can be found in comcare’s restriction guidelines. 13 section d—leave arrangements recognition and portability of leave 96. where an employee joins comcare from an employer staffed under the public service act, the parliamentary service act 1999 or from the act government service, accrued annual leave and personal/carer’s leave (however described) will be transferred or recognised, provided there is no break in continuity of service. an employee who on commencement would have a personal/carer’s leave credit less than 10 days through this provision will have their personal/carer’s leave balance adjusted to 10 days. 97. prior service with organisations where the employee was previously employed under the public service act 1999, the parliamentary service act 1999, or from the act government service where there has been a break in service, may be
Commcare enterprise-agreement-2016-19.txt823overtimenotwithstanding anything else in this agreement, the minimum overtime for an employee who would otherwise be paid a restriction allowance but for the overtime is: a) one hour at the overtime rates set out in clause 84 where the employee is not required to attend the workplace b) three hours at the overtime rates set out in clause 84 where the employee is required to attend the workplace or another location. 95. further information can be found in comcare’s restriction guidelines. 13 section d—leave arrangements recognition and portability of leave 96. where an employee joins comcare from an employer staffed under the public service act, the parliamentary service act 1999 or from the act government service, accrued annual leave and personal/carer’s leave (however described) will be transferred or recognised, provided there is no break in continuity of service. an employee who on commencement would have a personal/carer’s leave credit less than 10 days through this provision will have their personal/carer’s leave balance adjusted to 10 days. 97. prior service with organisations where the employee was previously employed under the public service act 1999, the parliamentary service act 1999, or from the act government service where there has been a break in service, may be recognised for personal leave purposes if the break in service is not more than two calendar months. annual leave 98.
Commcare enterprise-agreement-2016-19.txt824overtimerestriction allowance but for the overtime is: a) one hour at the overtime rates set out in clause 84 where the employee is not required to attend the workplace b) three hours at the overtime rates set out in clause 84 where the employee is required to attend the workplace or another location. 95. further information can be found in comcare’s restriction guidelines. 13 section d—leave arrangements recognition and portability of leave 96. where an employee joins comcare from an employer staffed under the public service act, the parliamentary service act 1999 or from the act government service, accrued annual leave and personal/carer’s leave (however described) will be transferred or recognised, provided there is no break in continuity of service. an employee who on commencement would have a personal/carer’s leave credit less than 10 days through this provision will have their personal/carer’s leave balance adjusted to 10 days. 97. prior service with organisations where the employee was previously employed under the public service act 1999, the parliamentary service act 1999, or from the act government service where there has been a break in service, may be recognised for personal leave purposes if the break in service is not more than two calendar months. annual leave 98.
Commcare enterprise-agreement-2016-19.txt825overtimea) one hour at the overtime rates set out in clause 84 where the employee is not required to attend the workplace b) three hours at the overtime rates set out in clause 84 where the employee is required to attend the workplace or another location. 95. further information can be found in comcare’s restriction guidelines. 13 section d—leave arrangements recognition and portability of leave 96. where an employee joins comcare from an employer staffed under the public service act, the parliamentary service act 1999 or from the act government service, accrued annual leave and personal/carer’s leave (however described) will be transferred or recognised, provided there is no break in continuity of service. an employee who on commencement would have a personal/carer’s leave credit less than 10 days through this provision will have their personal/carer’s leave balance adjusted to 10 days. 97. prior service with organisations where the employee was previously employed under the public service act 1999, the parliamentary service act 1999, or from the act government service where there has been a break in service, may be recognised for personal leave purposes if the break in service is not more than two calendar months. annual leave 98. a full-time employee is entitled to 20 working days paid annual leave for each completed year of service, accruing daily
Commcare enterprise-agreement-2016-19.txt826overtimeb) three hours at the overtime rates set out in clause 84 where the employee is required to attend the workplace or another location. 95. further information can be found in comcare’s restriction guidelines. 13 section d—leave arrangements recognition and portability of leave 96. where an employee joins comcare from an employer staffed under the public service act, the parliamentary service act 1999 or from the act government service, accrued annual leave and personal/carer’s leave (however described) will be transferred or recognised, provided there is no break in continuity of service. an employee who on commencement would have a personal/carer’s leave credit less than 10 days through this provision will have their personal/carer’s leave balance adjusted to 10 days. 97. prior service with organisations where the employee was previously employed under the public service act 1999, the parliamentary service act 1999, or from the act government service where there has been a break in service, may be recognised for personal leave purposes if the break in service is not more than two calendar months. annual leave 98. a full-time employee is entitled to 20 working days paid annual leave for each completed year of service, accruing daily and credited daily.
Commcare enterprise-agreement-2016-19.txt913professional developmentwhich the leave is used, i.e. for personal sabbatical or professional development sabbatical. 116. further information can be found in comcare’s career interval leave guidelines. personal/carer’s leave 117. personal/carer’s leave is cumulative but will not be paid out on separation. personal/carer’s leave counts as service for all purposes and is credited in advance of the accrual period. 15 personal/carer’s leave credits 118. ongoing employees who have not retained any personal/carer’s leave credits under clauses 96 or 97 are entitled to a credit of 20 paid days (or the part time equivalent) personal/carer’s leave on commencement and 20 days annually thereafter credited annually on their service anniversary date. 119. where an ongoing employee has retained personal/carer’s leave credits under clauses 96 or 97, the employee is credited with 20 days personal/carer’s leave credits 12 months after they last received personal/carer’s leave credits with the employee’s previous employer and then an additional 20 days credits annually. 120. a non-ongoing employee will, during the first 12 months of service, accrue two days personal/carer’s leave credit on commencement, and one and a half days per month of employment after that. this leave accrues progressively and is credited monthly at the beginning of each month. after 12 months of continuous service, the provisions for ongoing employees will apply. 121. an employee who receives compensation under the safety rehabilitation and compensation act 1988 for more than 45 weeks accrues personal/carer’s leave credits on a pro-rata basis based on the hours worked. 122. where during an accrual period an employee has been absent, on leave without pay which does not count as service, for more than 30 calendar days, the employee’s next accrual is deferred by one day for each day’s absence inclusive of the initial 30 days. access to personal/carer’s leave 123. paid personal/carer’s leave shall be available to an employee when he or she is absent: (i) due to personal illness or injury (ii) for the purposes of providing care or support to a member of the employee’s immediate family, or a member of the
Commcare enterprise-agreement-2016-19.txt970long service leavelong service leave. compassionate leave 132. an employee is entitled to per occasion: (i) two days paid compassionate leave to spend time with an immediate family or household member who is suffering from a life threatening illness or injury; and (ii) three days paid compassionate leave following the death of an immediate family or household member. community service leave 133. an employee is entitled to leave for the purposes of engaging in eligible community service activities including jury service and voluntary emergency management activities as defined in the fair work act 2009 (s109). 134. employees who are members of a state emergency service, firefighting service, search and rescue unit or volunteer organisation that responds to an emergency call by an appropriate authority are able to access paid leave for that purpose including rest and recuperation time after such duty. employees may be required to provide supporting documentation. leave with pay will be granted for any period of jury service. 135. employees will be entitled to unpaid leave to undertake emergency service duties for purposes of training and ceremonial duties. 136. employees must provide reasonable notice and may be required to provide supporting documentation. employee access to personal/carers, compassionate or community service leave while on annual leave or long service leave. 137. an employee may apply for paid leave for personal/carer’s, compassionate or community service purposes for any period while on annual leave or long service leave. subject to the provision of appropriate documentary evidence, this leave may be granted to the employee. a reduction of annual leave or long service leave credit for the employee for a period of the personal/carer’s, compassionate or community service leave granted under this clause will be re-credited. invalidity retirement 138. an employee will not, without the employee’s consent, be retired on invalidity grounds before the employee’s personal/ carer’s leave credit is exhausted except as otherwise provided by legislation. 139. if a person, after retirement on invalidity grounds, is re-engaged because of action taken under section 75 of the
Commcare enterprise-agreement-2016-19.txt990long service leaveleave while on annual leave or long service leave. 137. an employee may apply for paid leave for personal/carer’s, compassionate or community service purposes for any period while on annual leave or long service leave. subject to the provision of appropriate documentary evidence, this leave may be granted to the employee. a reduction of annual leave or long service leave credit for the employee for a period of the personal/carer’s, compassionate or community service leave granted under this clause will be re-credited. invalidity retirement 138. an employee will not, without the employee’s consent, be retired on invalidity grounds before the employee’s personal/ carer’s leave credit is exhausted except as otherwise provided by legislation. 139. if a person, after retirement on invalidity grounds, is re-engaged because of action taken under section 75 of the superannuation act 1976, the person will be credited on re-engagement with the personal/carer’s leave at his or her credit immediately before the termination of his or her employment. 17 war service sick leave 140. employees may be eligible to be granted war service sick leave while unfit for duty because of a war or defence caused condition. 141. a war-caused condition means an injury or disease of an employee that has been determined under the relevant legislation to be war-caused or defence-caused. 142. eligible employees will accrue a special credit of nine weeks on commencement in the aps and an annual credit of three weeks for each year of aps service. unused credits will accumulate to a maximum of nine weeks. 143. further information can be found in comcare’s leave guidelines. miscellaneous leave—with and without pay 144. an employee may access miscellaneous leave with pay for: a) up to two days per calendar year to take part in activities associated with their culture, religion or ethnicity; b) up to two days per calendar year to undertake volunteer work with a registered community organisation or school. 145. in addition to the circumstances described in clause 144, miscellaneous leave may be granted as determined by the chief executive officer:
Commcare enterprise-agreement-2016-19.txt992long service leavewhile on annual leave or long service leave. subject to the provision of appropriate documentary evidence, this leave may be granted to the employee. a reduction of annual leave or long service leave credit for the employee for a period of the personal/carer’s, compassionate or community service leave granted under this clause will be re-credited. invalidity retirement 138. an employee will not, without the employee’s consent, be retired on invalidity grounds before the employee’s personal/ carer’s leave credit is exhausted except as otherwise provided by legislation. 139. if a person, after retirement on invalidity grounds, is re-engaged because of action taken under section 75 of the superannuation act 1976, the person will be credited on re-engagement with the personal/carer’s leave at his or her credit immediately before the termination of his or her employment. 17 war service sick leave 140. employees may be eligible to be granted war service sick leave while unfit for duty because of a war or defence caused condition. 141. a war-caused condition means an injury or disease of an employee that has been determined under the relevant legislation to be war-caused or defence-caused. 142. eligible employees will accrue a special credit of nine weeks on commencement in the aps and an annual credit of three weeks for each year of aps service. unused credits will accumulate to a maximum of nine weeks. 143. further information can be found in comcare’s leave guidelines. miscellaneous leave—with and without pay 144. an employee may access miscellaneous leave with pay for: a) up to two days per calendar year to take part in activities associated with their culture, religion or ethnicity; b) up to two days per calendar year to undertake volunteer work with a registered community organisation or school. 145. in addition to the circumstances described in clause 144, miscellaneous leave may be granted as determined by the chief executive officer: a) for the period requested or for another period b) with or without pay
Commcare enterprise-agreement-2016-19.txt993long service leavebe granted to the employee. a reduction of annual leave or long service leave credit for the employee for a period of the personal/carer’s, compassionate or community service leave granted under this clause will be re-credited. invalidity retirement 138. an employee will not, without the employee’s consent, be retired on invalidity grounds before the employee’s personal/ carer’s leave credit is exhausted except as otherwise provided by legislation. 139. if a person, after retirement on invalidity grounds, is re-engaged because of action taken under section 75 of the superannuation act 1976, the person will be credited on re-engagement with the personal/carer’s leave at his or her credit immediately before the termination of his or her employment. 17 war service sick leave 140. employees may be eligible to be granted war service sick leave while unfit for duty because of a war or defence caused condition. 141. a war-caused condition means an injury or disease of an employee that has been determined under the relevant legislation to be war-caused or defence-caused. 142. eligible employees will accrue a special credit of nine weeks on commencement in the aps and an annual credit of three weeks for each year of aps service. unused credits will accumulate to a maximum of nine weeks. 143. further information can be found in comcare’s leave guidelines. miscellaneous leave—with and without pay 144. an employee may access miscellaneous leave with pay for: a) up to two days per calendar year to take part in activities associated with their culture, religion or ethnicity; b) up to two days per calendar year to undertake volunteer work with a registered community organisation or school. 145. in addition to the circumstances described in clause 144, miscellaneous leave may be granted as determined by the chief executive officer: a) for the period requested or for another period b) with or without pay c) if the leave is without pay, to count as service or not count as service
Commcare enterprise-agreement-2016-19.txt1041long service leaveleave, long service leave or flex leave for defence reserve purposes. 18 maternity, adoption, foster carer’s and supporting partner leave maternity and maternal leave 153. eligible employees can access maternity leave in accordance with the maternity leave (commonwealth employees) act 1973 (maternity leave act). 154. an employee who is entitled to paid leave under the maternity leave act is also entitled to two weeks of paid maternal leave, to be taken immediately following the first 12 weeks of maternity leave. adoption leave 155. an employee is entitled to up to 14 weeks paid adoption leave where: a) the employee has at least 12 months continuous service in the aps; and b) the employee is the primary caregiver for the adopted child; and c) the child has not lived with the employee for a continuous period of six months or more prior to the day of placement, or the proposed day of placement, of the child; and d) the child is not a child or step child of the employee or the employee’s partner, unless that child has not been in the custody and care of the employee or the employee’s partner for a significant period; and e) documentary evidence of approval for adoption must be submitted when applying for leave. 156. adoption leave is available from one week prior to the date of placement of a child and must be taken within eight weeks of the child being adopted. adoption leave with pay counts as service for all purposes. 157. further information can be found in comcare’s leave guidelines. foster carer’s leave 158. the provisions of clause 155 and 156 will also apply to long term (more than 12 months) formal fostering arrangements. access to maternity, adoption, and foster carer’s leave 159. employees who are eligible for paid maternity, maternal, adoption, and foster carer’s leave may elect to have the payment
Commcare enterprise-agreement-2016-19.txt1048maternity leave153. eligible employees can access maternity leave in accordance with the maternity leave (commonwealth employees) act 1973 (maternity leave act). 154. an employee who is entitled to paid leave under the maternity leave act is also entitled to two weeks of paid maternal leave, to be taken immediately following the first 12 weeks of maternity leave. adoption leave 155. an employee is entitled to up to 14 weeks paid adoption leave where: a) the employee has at least 12 months continuous service in the aps; and b) the employee is the primary caregiver for the adopted child; and c) the child has not lived with the employee for a continuous period of six months or more prior to the day of placement, or the proposed day of placement, of the child; and d) the child is not a child or step child of the employee or the employee’s partner, unless that child has not been in the custody and care of the employee or the employee’s partner for a significant period; and e) documentary evidence of approval for adoption must be submitted when applying for leave. 156. adoption leave is available from one week prior to the date of placement of a child and must be taken within eight weeks of the child being adopted. adoption leave with pay counts as service for all purposes. 157. further information can be found in comcare’s leave guidelines. foster carer’s leave 158. the provisions of clause 155 and 156 will also apply to long term (more than 12 months) formal fostering arrangements. access to maternity, adoption, and foster carer’s leave 159. employees who are eligible for paid maternity, maternal, adoption, and foster carer’s leave may elect to have the payment spread over a period of up to 28 weeks at half normal salary. where payment is spread over a greater period, only the first 14 weeks of the leave period will count as service. 160. an employee is unable to access personal leave while on these types of leave. 161. where one of these types of leave is taken over a period that includes public holidays or christmas shutdown, the leave is inclusive of those days. the leave will not be extended by the equivalent amount of those days. 162. where an employee returns to work after a period of maternity, maternal, parental, adoption or foster carer’s leave, the employee will be assigned to the duties previously performed or to alternative duties where appropriate to the employee’s
Commcare enterprise-agreement-2016-19.txt1049maternity leaveact 1973 (maternity leave act). 154. an employee who is entitled to paid leave under the maternity leave act is also entitled to two weeks of paid maternal leave, to be taken immediately following the first 12 weeks of maternity leave. adoption leave 155. an employee is entitled to up to 14 weeks paid adoption leave where: a) the employee has at least 12 months continuous service in the aps; and b) the employee is the primary caregiver for the adopted child; and c) the child has not lived with the employee for a continuous period of six months or more prior to the day of placement, or the proposed day of placement, of the child; and d) the child is not a child or step child of the employee or the employee’s partner, unless that child has not been in the custody and care of the employee or the employee’s partner for a significant period; and e) documentary evidence of approval for adoption must be submitted when applying for leave. 156. adoption leave is available from one week prior to the date of placement of a child and must be taken within eight weeks of the child being adopted. adoption leave with pay counts as service for all purposes. 157. further information can be found in comcare’s leave guidelines. foster carer’s leave 158. the provisions of clause 155 and 156 will also apply to long term (more than 12 months) formal fostering arrangements. access to maternity, adoption, and foster carer’s leave 159. employees who are eligible for paid maternity, maternal, adoption, and foster carer’s leave may elect to have the payment spread over a period of up to 28 weeks at half normal salary. where payment is spread over a greater period, only the first 14 weeks of the leave period will count as service. 160. an employee is unable to access personal leave while on these types of leave. 161. where one of these types of leave is taken over a period that includes public holidays or christmas shutdown, the leave is inclusive of those days. the leave will not be extended by the equivalent amount of those days. 162. where an employee returns to work after a period of maternity, maternal, parental, adoption or foster carer’s leave, the employee will be assigned to the duties previously performed or to alternative duties where appropriate to the employee’s skills and classification.
Commcare enterprise-agreement-2016-19.txt1050maternity leave154. an employee who is entitled to paid leave under the maternity leave act is also entitled to two weeks of paid maternal leave, to be taken immediately following the first 12 weeks of maternity leave. adoption leave 155. an employee is entitled to up to 14 weeks paid adoption leave where: a) the employee has at least 12 months continuous service in the aps; and b) the employee is the primary caregiver for the adopted child; and c) the child has not lived with the employee for a continuous period of six months or more prior to the day of placement, or the proposed day of placement, of the child; and d) the child is not a child or step child of the employee or the employee’s partner, unless that child has not been in the custody and care of the employee or the employee’s partner for a significant period; and e) documentary evidence of approval for adoption must be submitted when applying for leave. 156. adoption leave is available from one week prior to the date of placement of a child and must be taken within eight weeks of the child being adopted. adoption leave with pay counts as service for all purposes. 157. further information can be found in comcare’s leave guidelines. foster carer’s leave 158. the provisions of clause 155 and 156 will also apply to long term (more than 12 months) formal fostering arrangements. access to maternity, adoption, and foster carer’s leave 159. employees who are eligible for paid maternity, maternal, adoption, and foster carer’s leave may elect to have the payment spread over a period of up to 28 weeks at half normal salary. where payment is spread over a greater period, only the first 14 weeks of the leave period will count as service. 160. an employee is unable to access personal leave while on these types of leave. 161. where one of these types of leave is taken over a period that includes public holidays or christmas shutdown, the leave is inclusive of those days. the leave will not be extended by the equivalent amount of those days. 162. where an employee returns to work after a period of maternity, maternal, parental, adoption or foster carer’s leave, the employee will be assigned to the duties previously performed or to alternative duties where appropriate to the employee’s skills and classification. 163. in accordance with the fw act, an employee returning to work from parental leave types, may request flexible working
Commcare enterprise-agreement-2016-19.txt1051maternity leaveleave, to be taken immediately following the first 12 weeks of maternity leave. adoption leave 155. an employee is entitled to up to 14 weeks paid adoption leave where: a) the employee has at least 12 months continuous service in the aps; and b) the employee is the primary caregiver for the adopted child; and c) the child has not lived with the employee for a continuous period of six months or more prior to the day of placement, or the proposed day of placement, of the child; and d) the child is not a child or step child of the employee or the employee’s partner, unless that child has not been in the custody and care of the employee or the employee’s partner for a significant period; and e) documentary evidence of approval for adoption must be submitted when applying for leave. 156. adoption leave is available from one week prior to the date of placement of a child and must be taken within eight weeks of the child being adopted. adoption leave with pay counts as service for all purposes. 157. further information can be found in comcare’s leave guidelines. foster carer’s leave 158. the provisions of clause 155 and 156 will also apply to long term (more than 12 months) formal fostering arrangements. access to maternity, adoption, and foster carer’s leave 159. employees who are eligible for paid maternity, maternal, adoption, and foster carer’s leave may elect to have the payment spread over a period of up to 28 weeks at half normal salary. where payment is spread over a greater period, only the first 14 weeks of the leave period will count as service. 160. an employee is unable to access personal leave while on these types of leave. 161. where one of these types of leave is taken over a period that includes public holidays or christmas shutdown, the leave is inclusive of those days. the leave will not be extended by the equivalent amount of those days. 162. where an employee returns to work after a period of maternity, maternal, parental, adoption or foster carer’s leave, the employee will be assigned to the duties previously performed or to alternative duties where appropriate to the employee’s skills and classification. 163. in accordance with the fw act, an employee returning to work from parental leave types, may request flexible working arrangements for the care of a child who is of school age or younger.
Commcare enterprise-agreement-2016-19.txt1079parental leave163. in accordance with the fw act, an employee returning to work from parental leave types, may request flexible working arrangements for the care of a child who is of school age or younger. 164. where an employee returning from parental leave types, and who is the primary caregiver of the child, requests to work part time hours, the request will not be refused up until the child has reached school age. this provision is subject to a minimum of 15 hours worked per week following a transitional period of up to one month to be negotiated between the employee and their manager. 165. where the returning employee seeks part time employment, the employee’s previous duties must be considered for conversion initially. 19 supporting partner leave 166. an employee whose partner gives birth, adopts or fosters a child will be entitled to two weeks of full pay supporting partner leave immediately following the birth, adoption or fostering of a child. 167. employees who are eligible for paid supporting partner leave may elect to have the payment spread over a period of four weeks at half normal salary. 168. paid supporting partner leave counts as service for all purposes. 169. documentary evidence must be provided when applying for supporting partner leave. unpaid parental leave 170. to enable an employee to care for a new born child, or a newly adopted or newly fostered child under sixteen years of age, an employee is entitled to up to 52 weeks of unpaid parental leave. an employee who takes unpaid parental leave may request an extension of unpaid parental leave for a further period of up to 12 months immediately following the end of the available parental leave period (in accordance with section 76 of the fair work act 2009). public holidays 171. employees are entitled to the following public holidays: i. 1 january, new year’s day
Commcare enterprise-agreement-2016-19.txt1081parental leave164. where an employee returning from parental leave types, and who is the primary caregiver of the child, requests to work part time hours, the request will not be refused up until the child has reached school age. this provision is subject to a minimum of 15 hours worked per week following a transitional period of up to one month to be negotiated between the employee and their manager. 165. where the returning employee seeks part time employment, the employee’s previous duties must be considered for conversion initially. 19 supporting partner leave 166. an employee whose partner gives birth, adopts or fosters a child will be entitled to two weeks of full pay supporting partner leave immediately following the birth, adoption or fostering of a child. 167. employees who are eligible for paid supporting partner leave may elect to have the payment spread over a period of four weeks at half normal salary. 168. paid supporting partner leave counts as service for all purposes. 169. documentary evidence must be provided when applying for supporting partner leave. unpaid parental leave 170. to enable an employee to care for a new born child, or a newly adopted or newly fostered child under sixteen years of age, an employee is entitled to up to 52 weeks of unpaid parental leave. an employee who takes unpaid parental leave may request an extension of unpaid parental leave for a further period of up to 12 months immediately following the end of the available parental leave period (in accordance with section 76 of the fair work act 2009). public holidays 171. employees are entitled to the following public holidays: i. 1 january, new year’s day ii. 26 january, australia day
Commcare enterprise-agreement-2016-19.txt1098parental leaveunpaid parental leave 170. to enable an employee to care for a new born child, or a newly adopted or newly fostered child under sixteen years of age, an employee is entitled to up to 52 weeks of unpaid parental leave. an employee who takes unpaid parental leave may request an extension of unpaid parental leave for a further period of up to 12 months immediately following the end of the available parental leave period (in accordance with section 76 of the fair work act 2009). public holidays 171. employees are entitled to the following public holidays: i. 1 january, new year’s day ii. 26 january, australia day iii. good friday and the following monday iv. 25 april, anzac day v. in each state, the day observed to celebrate the anniversary of the sovereign vi. 25 december, christmas day vii. 26 december, boxing day viii. any other day as declared by or under a law of the state or territory to be observed generally within that state or territory, or a region of the state or territory, as a public holiday by people who work in that state or territory or that region. 172. if under a state or territory law, a day or part day is substituted for one of the public holidays listed above, then the substituted day or part day is that public holiday. 173. the chief executive officer and an employee may agree on the substitution of a day or part day that would otherwise be a public holiday, having regard to operational requirements. 174. an employee, who is absent on a day or part-day that is a public holiday in the place where an employee is based for work purposes, is entitled to be paid for the day or part day absence as if that day or part day was not a public holiday,
Commcare enterprise-agreement-2016-19.txt1100parental leavean employee is entitled to up to 52 weeks of unpaid parental leave. an employee who takes unpaid parental leave may request an extension of unpaid parental leave for a further period of up to 12 months immediately following the end of the available parental leave period (in accordance with section 76 of the fair work act 2009). public holidays 171. employees are entitled to the following public holidays: i. 1 january, new year’s day ii. 26 january, australia day iii. good friday and the following monday iv. 25 april, anzac day v. in each state, the day observed to celebrate the anniversary of the sovereign vi. 25 december, christmas day vii. 26 december, boxing day viii. any other day as declared by or under a law of the state or territory to be observed generally within that state or territory, or a region of the state or territory, as a public holiday by people who work in that state or territory or that region. 172. if under a state or territory law, a day or part day is substituted for one of the public holidays listed above, then the substituted day or part day is that public holiday. 173. the chief executive officer and an employee may agree on the substitution of a day or part day that would otherwise be a public holiday, having regard to operational requirements. 174. an employee, who is absent on a day or part-day that is a public holiday in the place where an employee is based for work purposes, is entitled to be paid for the day or part day absence as if that day or part day was not a public holiday, except where that person would not normally have worked on that day. 175. where a public holiday falls during a period when an employee is absent on leave (other than annual or personal/carer’s
Commcare enterprise-agreement-2016-19.txt1101parental leaverequest an extension of unpaid parental leave for a further period of up to 12 months immediately following the end of the available parental leave period (in accordance with section 76 of the fair work act 2009). public holidays 171. employees are entitled to the following public holidays: i. 1 january, new year’s day ii. 26 january, australia day iii. good friday and the following monday iv. 25 april, anzac day v. in each state, the day observed to celebrate the anniversary of the sovereign vi. 25 december, christmas day vii. 26 december, boxing day viii. any other day as declared by or under a law of the state or territory to be observed generally within that state or territory, or a region of the state or territory, as a public holiday by people who work in that state or territory or that region. 172. if under a state or territory law, a day or part day is substituted for one of the public holidays listed above, then the substituted day or part day is that public holiday. 173. the chief executive officer and an employee may agree on the substitution of a day or part day that would otherwise be a public holiday, having regard to operational requirements. 174. an employee, who is absent on a day or part-day that is a public holiday in the place where an employee is based for work purposes, is entitled to be paid for the day or part day absence as if that day or part day was not a public holiday, except where that person would not normally have worked on that day. 175. where a public holiday falls during a period when an employee is absent on leave (other than annual or personal/carer’s leave), there is no entitlement to receive payment as a public holiday. payment for that day would be in accordance with
Commcare enterprise-agreement-2016-19.txt1102parental leaveavailable parental leave period (in accordance with section 76 of the fair work act 2009). public holidays 171. employees are entitled to the following public holidays: i. 1 january, new year’s day ii. 26 january, australia day iii. good friday and the following monday iv. 25 april, anzac day v. in each state, the day observed to celebrate the anniversary of the sovereign vi. 25 december, christmas day vii. 26 december, boxing day viii. any other day as declared by or under a law of the state or territory to be observed generally within that state or territory, or a region of the state or territory, as a public holiday by people who work in that state or territory or that region. 172. if under a state or territory law, a day or part day is substituted for one of the public holidays listed above, then the substituted day or part day is that public holiday. 173. the chief executive officer and an employee may agree on the substitution of a day or part day that would otherwise be a public holiday, having regard to operational requirements. 174. an employee, who is absent on a day or part-day that is a public holiday in the place where an employee is based for work purposes, is entitled to be paid for the day or part day absence as if that day or part day was not a public holiday, except where that person would not normally have worked on that day. 175. where a public holiday falls during a period when an employee is absent on leave (other than annual or personal/carer’s leave), there is no entitlement to receive payment as a public holiday. payment for that day would be in accordance with the entitlement for that form of leave (e.g. if on long service leave on half pay, payment is at half pay).
Commcare enterprise-agreement-2016-19.txt1131long service leavethe entitlement for that form of leave (e.g. if on long service leave on half pay, payment is at half pay). 20 christmas closedown 176. all comcare offices will close for normal business purposes from close of business on the last working day before christmas, with business resuming on the first working day after 1 january. 177. employees will not be required to take leave for this period and will be paid in accordance with their ordinary hours of work. where an employee is absent on leave on both sides of the close down, payment for the close down period will be in accordance with the entitlement for that form of leave (e.g. long service leave half pay, payment will be half pay). on call and other arrangements to cover urgent business will be maintained over this period. 178. the former public service holiday (which was observed on the next normal working day after the boxing day holiday), will continue to be treated as a public holiday for the purpose of calculating working hours, overtime and restriction allowance. long service leave 179. an employee will be eligible for long service leave in accordance with the long service leave (commonwealth employees) act 1976. 180. the minimum period for which long service leave will be granted is 15 calendar days. a period of long service leave cannot be broken by other periods of leave, a weekend or a public holiday, except as otherwise provided by legislation. 21 section e— performance development performance and development framework 181. the comcare performance and development framework (pdf) applies to all comcare employees covered by this agreement. they are required to have a current and up-to-date performance plan. 182. all employees receive a performance rating at the end of the performance cycle which will reflect their performance and contribution to achievement of organisational goals. 183. further information can be found in comcare’s performance and development framework.
Commcare enterprise-agreement-2016-19.txt1140long service leavein accordance with the entitlement for that form of leave (e.g. long service leave half pay, payment will be half pay). on call and other arrangements to cover urgent business will be maintained over this period. 178. the former public service holiday (which was observed on the next normal working day after the boxing day holiday), will continue to be treated as a public holiday for the purpose of calculating working hours, overtime and restriction allowance. long service leave 179. an employee will be eligible for long service leave in accordance with the long service leave (commonwealth employees) act 1976. 180. the minimum period for which long service leave will be granted is 15 calendar days. a period of long service leave cannot be broken by other periods of leave, a weekend or a public holiday, except as otherwise provided by legislation. 21 section e— performance development performance and development framework 181. the comcare performance and development framework (pdf) applies to all comcare employees covered by this agreement. they are required to have a current and up-to-date performance plan. 182. all employees receive a performance rating at the end of the performance cycle which will reflect their performance and contribution to achievement of organisational goals. 183. further information can be found in comcare’s performance and development framework. learning and development 184. comcare is committed to providing training and other learning and development opportunities for staff. comcare recognises the importance of building individual and organisational capability to support comcare to achieve outcomes. 185. learning and development needs are identified and prioritised through comcare’s workforce planning process at the organisational level and include a range of options to support building: a) core capabilities common to all staff such as writing skills, customer service b) supporting capabilities that are related to different job functions and roles undertaken by comcare staff such as policy development c) technical skills that may be required for specific job roles such as legislative training
Commcare enterprise-agreement-2016-19.txt1143overtimecontinue to be treated as a public holiday for the purpose of calculating working hours, overtime and restriction allowance. long service leave 179. an employee will be eligible for long service leave in accordance with the long service leave (commonwealth employees) act 1976. 180. the minimum period for which long service leave will be granted is 15 calendar days. a period of long service leave cannot be broken by other periods of leave, a weekend or a public holiday, except as otherwise provided by legislation. 21 section e— performance development performance and development framework 181. the comcare performance and development framework (pdf) applies to all comcare employees covered by this agreement. they are required to have a current and up-to-date performance plan. 182. all employees receive a performance rating at the end of the performance cycle which will reflect their performance and contribution to achievement of organisational goals. 183. further information can be found in comcare’s performance and development framework. learning and development 184. comcare is committed to providing training and other learning and development opportunities for staff. comcare recognises the importance of building individual and organisational capability to support comcare to achieve outcomes. 185. learning and development needs are identified and prioritised through comcare’s workforce planning process at the organisational level and include a range of options to support building: a) core capabilities common to all staff such as writing skills, customer service b) supporting capabilities that are related to different job functions and roles undertaken by comcare staff such as policy development c) technical skills that may be required for specific job roles such as legislative training d) continuing professional development. 186. all comcare employees are required to develop an individual learning and development plan as part of their performance plan. further information can be found in the comcare performance and development framework.
Commcare enterprise-agreement-2016-19.txt1145long service leavelong service leave 179. an employee will be eligible for long service leave in accordance with the long service leave (commonwealth employees) act 1976. 180. the minimum period for which long service leave will be granted is 15 calendar days. a period of long service leave cannot be broken by other periods of leave, a weekend or a public holiday, except as otherwise provided by legislation. 21 section e— performance development performance and development framework 181. the comcare performance and development framework (pdf) applies to all comcare employees covered by this agreement. they are required to have a current and up-to-date performance plan. 182. all employees receive a performance rating at the end of the performance cycle which will reflect their performance and contribution to achievement of organisational goals. 183. further information can be found in comcare’s performance and development framework. learning and development 184. comcare is committed to providing training and other learning and development opportunities for staff. comcare recognises the importance of building individual and organisational capability to support comcare to achieve outcomes. 185. learning and development needs are identified and prioritised through comcare’s workforce planning process at the organisational level and include a range of options to support building: a) core capabilities common to all staff such as writing skills, customer service b) supporting capabilities that are related to different job functions and roles undertaken by comcare staff such as policy development c) technical skills that may be required for specific job roles such as legislative training d) continuing professional development. 186. all comcare employees are required to develop an individual learning and development plan as part of their performance plan. further information can be found in the comcare performance and development framework. studies assistance
Commcare enterprise-agreement-2016-19.txt1146long service leave179. an employee will be eligible for long service leave in accordance with the long service leave (commonwealth employees) act 1976. 180. the minimum period for which long service leave will be granted is 15 calendar days. a period of long service leave cannot be broken by other periods of leave, a weekend or a public holiday, except as otherwise provided by legislation. 21 section e— performance development performance and development framework 181. the comcare performance and development framework (pdf) applies to all comcare employees covered by this agreement. they are required to have a current and up-to-date performance plan. 182. all employees receive a performance rating at the end of the performance cycle which will reflect their performance and contribution to achievement of organisational goals. 183. further information can be found in comcare’s performance and development framework. learning and development 184. comcare is committed to providing training and other learning and development opportunities for staff. comcare recognises the importance of building individual and organisational capability to support comcare to achieve outcomes. 185. learning and development needs are identified and prioritised through comcare’s workforce planning process at the organisational level and include a range of options to support building: a) core capabilities common to all staff such as writing skills, customer service b) supporting capabilities that are related to different job functions and roles undertaken by comcare staff such as policy development c) technical skills that may be required for specific job roles such as legislative training d) continuing professional development. 186. all comcare employees are required to develop an individual learning and development plan as part of their performance plan. further information can be found in the comcare performance and development framework. studies assistance 187. comcare will provide a centrally funded and administered studies assistance program.
Commcare enterprise-agreement-2016-19.txt1148long service leave180. the minimum period for which long service leave will be granted is 15 calendar days. a period of long service leave cannot be broken by other periods of leave, a weekend or a public holiday, except as otherwise provided by legislation. 21 section e— performance development performance and development framework 181. the comcare performance and development framework (pdf) applies to all comcare employees covered by this agreement. they are required to have a current and up-to-date performance plan. 182. all employees receive a performance rating at the end of the performance cycle which will reflect their performance and contribution to achievement of organisational goals. 183. further information can be found in comcare’s performance and development framework. learning and development 184. comcare is committed to providing training and other learning and development opportunities for staff. comcare recognises the importance of building individual and organisational capability to support comcare to achieve outcomes. 185. learning and development needs are identified and prioritised through comcare’s workforce planning process at the organisational level and include a range of options to support building: a) core capabilities common to all staff such as writing skills, customer service b) supporting capabilities that are related to different job functions and roles undertaken by comcare staff such as policy development c) technical skills that may be required for specific job roles such as legislative training d) continuing professional development. 186. all comcare employees are required to develop an individual learning and development plan as part of their performance plan. further information can be found in the comcare performance and development framework. studies assistance 187. comcare will provide a centrally funded and administered studies assistance program. 188. the financial delegate may approve reimbursement of study fees up to an amount of $4000 per year, subject to the successful completion of the approved course of study. additional financial assistance above this limit may be approved
Commcare enterprise-agreement-2016-19.txt1170professional developmentd) continuing professional development. 186. all comcare employees are required to develop an individual learning and development plan as part of their performance plan. further information can be found in the comcare performance and development framework. studies assistance 187. comcare will provide a centrally funded and administered studies assistance program. 188. the financial delegate may approve reimbursement of study fees up to an amount of $4000 per year, subject to the successful completion of the approved course of study. additional financial assistance above this limit may be approved by the chief executive officer. 189. further information can be found in comcare’s studies assistance policy and procedure. professional memberships 190. where it is a mandatory requirement of a role for an employee to be a member of a professional organisation, comcare will pay the fees associated with maintaining the membership. 191. where an employee and their manager identify membership to a professional organisation as a development opportunity through the employee’s performance plan, comcare may pay the fees associated with that membership. 22 performance improvement 192. when a manager identifies that an employee’s performance is not meeting required standards, the manager will provide the employee with clearly defined performance measures including details of the required standards, how the employee is not yet meeting these standards and how the employee’s performance will be assessed. the manager and the employee will work cooperatively to assist the employee to attain and sustain the standards required. this may include the provision of coaching, counselling and learning and development assistance to improve performance. managing underperformance 193. if after a reasonable period of support, the employee’s performance continues to not meet the required standards, a formal underperformance process will commence and the employee will be notified of this in writing. 194. the employee may be supported by a person of their choice during performance improvement and managing
Commcare enterprise-agreement-2016-19.txt1240bandwidth205. comcare’s business hours are between 8.30 am and 5.00 pm monday to friday. the bandwidth for normal work for employees using flex time will be from 7.00 am to 7.00 pm monday to friday. standard hours 206. standard hours for a full time employee are 8:30 am to 12:30 pm then 1:30 pm to 5:00pm. part time employees’ standard hours are those defined within the contract of employment or the part time work arrangement where applicable. recording attendance 207. an employee who works flex time arrangements must record attendance on a flex diary form or in another way approved by comcare. 208. for all other employees the method of recording attendance is as agreed between the employee and his or her supervisor or, in the absence of agreement, as decided by the supervisor. 24 flex time 209. employees at classification levels up to and including aps 6 are eligible to use the flex time system. 210. the chief executive officer may remove any employee from the flex time system and require the employee to work standard hours where the employee has not complied with his or her obligations under the flex time system. 211. the flex time system includes the following features: a) the bandwidth for normal work will be from 7.00 am to 7.00 pm monday to friday b) ordinary hours of work for full time employees are 150 hours over a four week period (the ‘settlement period’), i.e. an average of 37.5 hours per week c) employees will i. make themselves available for reasonable direction to work outside their agreed pattern of work ii. not be required to work more than five consecutive hours without a break of at least 30 minutes iii. not be required to work more than ten ordinary hours’ time on any one day.
Commcare enterprise-agreement-2016-19.txt1260bandwidtha) the bandwidth for normal work will be from 7.00 am to 7.00 pm monday to friday b) ordinary hours of work for full time employees are 150 hours over a four week period (the ‘settlement period’), i.e. an average of 37.5 hours per week c) employees will i. make themselves available for reasonable direction to work outside their agreed pattern of work ii. not be required to work more than five consecutive hours without a break of at least 30 minutes iii. not be required to work more than ten ordinary hours’ time on any one day. d) a 37.5 hour maximum flex credit carryover will be permitted to provide employees and managers with more flexibility in deciding when accrued time is able to be taken e) the maximum allowable flex debit will be 10 hours. hours in excess of this debit will be deducted from an employee’s pay except where the manager, as a result of the employee providing evidence of exceptional circumstances, agrees to allow the employee a further settlement period to reduce the debit to 10 hours or less. 212. an employee may only carry over flex credit in excess of 37.5 hours where the manager has expressly agreed to the additional hours worked. excess flex credit should only occur in exceptional, non-enduring circumstances. 213. where an employee has excess flex credit the employee and their manager must identify and discuss appropriate action to reduce the flex credit within the next settlement period. in these circumstances employees are entitled to have no reasonable request for flex leave refused and managers are entitled to direct that flex leave be taken. 214. if the manager cannot envisage an opportunity for the employee to use the excess credits in the next settlement period, flex credits exceeding 37.5 hours may be cashed out at ordinary time rates. 215. further information can be found in comcare’s flex time guidelines. unauthorised absence 216. where an employee is absent from duty without approval, all pay and other benefits provided under this agreement will cease to be available until the employee resumes duty or is granted leave. when the employee returns to duty, they will revert to standard hours until their manager approves otherwise. arrangements for executive level employees
Commcare enterprise-agreement-2016-19.txt1295bandwidth219. where an executive level employee has been required to work outside the bandwidth specified in clause 211a), he or she will be entitled to an eight hour break plus reasonable travelling time before recommencing work without incurring any loss of pay. where this break is not possible due to operational requirements the manager will negotiate with the affected employee about appropriate recompense (which may or may not be monetary and may include compensatory time off for employees). 25 individual flexibility arrangement 220. the chief executive officer and an employee covered by this enterprise agreement may agree to make an individual flexibility arrangement to vary the effect of any terms of this agreement, where the arrangement meets the genuine needs of the employee and comcare. 221. the chief executive officer must ensure that a flexibility arrangement agreed to under this clause: a) is about permitted matters under section 172 of the fair work act 2009 b) is not an unlawful term under section 194 of the fair work act 2009 c) results in the employee being better off overall than if no arrangement was agreed to; d) is in writing and includes details of: i. the terms of the enterprise agreement that will be varied by the arrangement, and ii. how the arrangement will vary the effect of the term, and iii. how the employee will be better off overall in relation to the terms and conditions of his or her employment as a result of the arrangement, and e) states the day on which the arrangement commences f) is signed by both the employee and the chief executive officer, and, if the employee is under 18, is signed by their parent or guardian; g) is able to be terminated by either the employee or the chief executive officer giving not more than 28 days written
Commcare enterprise-agreement-2016-19.txt1296travelshe will be entitled to an eight hour break plus reasonable travelling time before recommencing work without incurring any loss of pay. where this break is not possible due to operational requirements the manager will negotiate with the affected employee about appropriate recompense (which may or may not be monetary and may include compensatory time off for employees). 25 individual flexibility arrangement 220. the chief executive officer and an employee covered by this enterprise agreement may agree to make an individual flexibility arrangement to vary the effect of any terms of this agreement, where the arrangement meets the genuine needs of the employee and comcare. 221. the chief executive officer must ensure that a flexibility arrangement agreed to under this clause: a) is about permitted matters under section 172 of the fair work act 2009 b) is not an unlawful term under section 194 of the fair work act 2009 c) results in the employee being better off overall than if no arrangement was agreed to; d) is in writing and includes details of: i. the terms of the enterprise agreement that will be varied by the arrangement, and ii. how the arrangement will vary the effect of the term, and iii. how the employee will be better off overall in relation to the terms and conditions of his or her employment as a result of the arrangement, and e) states the day on which the arrangement commences f) is signed by both the employee and the chief executive officer, and, if the employee is under 18, is signed by their parent or guardian; g) is able to be terminated by either the employee or the chief executive officer giving not more than 28 days written notice, or at any time agreement between the employee and chief executive officer in writing; and
Commcare enterprise-agreement-2016-19.txt1331health and wellbeingsection g—health and wellbeing health and wellbeing reimbursement 223. to support employees with healthy lifestyle choices, the chief executive officer will reimburse eligible employees up to $300 per financial year to participate in health and wellbeing activities subject to the provision of evidence of the expenditure. 224. for the purposes of clause 223, an eligible employee is: a) an ongoing employee b) a non-ongoing employee with at least three months continuous service with comcare. employee assistance program (eap) 225. comcare will provide an employee assistance program (eap) to assist employees and their immediate families should they be experiencing difficulty with work or personal issues. the service is at no cost to employees and their families, is offered through an independent external provider, and is confidential between the employee, family member and the eap provider. vaccinations 226. comcare will provide employees with opportunity to receive a seasonal influenza vaccination at no cost to the employee. workplace responsibility allowance 227. an allowance of $27 per fortnight will be paid to employees who are appointed to and have completed the required training or refresher courses to undertake the following workplace responsibility roles: a) first aid officers b) chief emergency and floor wardens c) health and safety representatives 228. employees who are authorised by comcare to undertake more than one of the above workplace responsibility roles will only receive one payment of the allowance per fortnight. dealing with local accommodation changes or building work 229. when a decision is made to undertake construction, building alteration, refurbishment or relocation for a workplace,
Commcare enterprise-agreement-2016-19.txt1332health and wellbeing reimbursementhealth and wellbeing reimbursement 223. to support employees with healthy lifestyle choices, the chief executive officer will reimburse eligible employees up to $300 per financial year to participate in health and wellbeing activities subject to the provision of evidence of the expenditure. 224. for the purposes of clause 223, an eligible employee is: a) an ongoing employee b) a non-ongoing employee with at least three months continuous service with comcare. employee assistance program (eap) 225. comcare will provide an employee assistance program (eap) to assist employees and their immediate families should they be experiencing difficulty with work or personal issues. the service is at no cost to employees and their families, is offered through an independent external provider, and is confidential between the employee, family member and the eap provider. vaccinations 226. comcare will provide employees with opportunity to receive a seasonal influenza vaccination at no cost to the employee. workplace responsibility allowance 227. an allowance of $27 per fortnight will be paid to employees who are appointed to and have completed the required training or refresher courses to undertake the following workplace responsibility roles: a) first aid officers b) chief emergency and floor wardens c) health and safety representatives 228. employees who are authorised by comcare to undertake more than one of the above workplace responsibility roles will only receive one payment of the allowance per fortnight. dealing with local accommodation changes or building work 229. when a decision is made to undertake construction, building alteration, refurbishment or relocation for a workplace, the chief executive officer may form a workplace accommodation committee to provide recommendations in relation
Commcare enterprise-agreement-2016-19.txt1332health and wellbeinghealth and wellbeing reimbursement 223. to support employees with healthy lifestyle choices, the chief executive officer will reimburse eligible employees up to $300 per financial year to participate in health and wellbeing activities subject to the provision of evidence of the expenditure. 224. for the purposes of clause 223, an eligible employee is: a) an ongoing employee b) a non-ongoing employee with at least three months continuous service with comcare. employee assistance program (eap) 225. comcare will provide an employee assistance program (eap) to assist employees and their immediate families should they be experiencing difficulty with work or personal issues. the service is at no cost to employees and their families, is offered through an independent external provider, and is confidential between the employee, family member and the eap provider. vaccinations 226. comcare will provide employees with opportunity to receive a seasonal influenza vaccination at no cost to the employee. workplace responsibility allowance 227. an allowance of $27 per fortnight will be paid to employees who are appointed to and have completed the required training or refresher courses to undertake the following workplace responsibility roles: a) first aid officers b) chief emergency and floor wardens c) health and safety representatives 228. employees who are authorised by comcare to undertake more than one of the above workplace responsibility roles will only receive one payment of the allowance per fortnight. dealing with local accommodation changes or building work 229. when a decision is made to undertake construction, building alteration, refurbishment or relocation for a workplace, the chief executive officer may form a workplace accommodation committee to provide recommendations in relation
Commcare enterprise-agreement-2016-19.txt1334health and wellbeingto $300 per financial year to participate in health and wellbeing activities subject to the provision of evidence of the expenditure. 224. for the purposes of clause 223, an eligible employee is: a) an ongoing employee b) a non-ongoing employee with at least three months continuous service with comcare. employee assistance program (eap) 225. comcare will provide an employee assistance program (eap) to assist employees and their immediate families should they be experiencing difficulty with work or personal issues. the service is at no cost to employees and their families, is offered through an independent external provider, and is confidential between the employee, family member and the eap provider. vaccinations 226. comcare will provide employees with opportunity to receive a seasonal influenza vaccination at no cost to the employee. workplace responsibility allowance 227. an allowance of $27 per fortnight will be paid to employees who are appointed to and have completed the required training or refresher courses to undertake the following workplace responsibility roles: a) first aid officers b) chief emergency and floor wardens c) health and safety representatives 228. employees who are authorised by comcare to undertake more than one of the above workplace responsibility roles will only receive one payment of the allowance per fortnight. dealing with local accommodation changes or building work 229. when a decision is made to undertake construction, building alteration, refurbishment or relocation for a workplace, the chief executive officer may form a workplace accommodation committee to provide recommendations in relation to alteration, refurbishment or relocation. where an accommodation committee is formed, members may include an employee nominated representative from the work area and the health and safety representative for the relevant
Commcare enterprise-agreement-2016-19.txt1471travel250. an excess employee may request assistance in meeting reasonable travel and incidental expenses incurred in seeking alternative employment where they are not met by the prospective employer. 251. where it is necessary as a result of a reassignment of duties for an excess employee to move the employee’s household to a new locality, the employee will be entitled to payment or reimbursement of reasonable expenses as if the employee was being promoted. early termination during retention period 252. where the chief executive officer believes there is insufficient productive work available for an excess employee within comcare during the retention period, the chief executive officer may, under section 29 of the public service act 1999: (i) with the agreement of the employee, terminate the employment of the employee at any time (ii) subject to clause 253, terminate the employment of the employee without the agreement of the employee. 253. the date of effect of a termination of employment under sub-clause 252(ii) cannot be earlier than the day following the day on which the employee has completed a minimum of seven months of his or her retention period. 254. upon termination under clause 252, the employee will be paid a lump sum comprising: a) the balance of the retention period (as shortened for the national employment standards) under sub-clause 254(b)) and this payment will be taken to include the payment in lieu of notice of termination of employment; and b) an additional redundancy payment equal to the amount the retention period was shortened by under 254(a) above (i.e. the national employment standards component). voluntary redundancy 255. where the chief executive officer invites an employee in writing to accept voluntary redundancy, the employee will have one month in which to accept the offer. where the offer is accepted the chief executive officer will not give notice of termination of employment before the end of that period without the agreement of the employee. 256. to allow the employee to make an informed decision on whether to accept the offer of voluntary redundancy the employee must be given information on the amount of his or her severance pay, pay in lieu of notice and leave credits; the amount of his or her accumulated superannuation contributions; options open to him or her concerning superannuation; and the taxation rules applying to the various payments (this does not include financial advice). 257. an employee who is invited in writing to accept voluntary redundancy will be entitled to a maximum reimbursement of $770 to seek financial and lifestyle advice. 258. the chief executive officer may make an offer of voluntary redundancy to an excess employee within two months of
Commcare enterprise-agreement-2016-19.txt1531long service leaveb) government service as defined in section 10 of the long service leave (commonwealth employees) act 1976 c) service with the commonwealth (other than service with a joint commonwealth-state body corporate in which the commonwealth does not have a controlling interest) which is recognised for long service leave purposes d) service with the australian defence forces e) aps service immediately preceding deemed resignation under the repealed section 49 of the public service act 1922, if the service has not previously been recognised for severance pay purposes f) service in another organisation where an employee was transferred from the aps to that organisation with a transfer of function or an employee engaged by that organisation on work within a function is engaged as a result of the transfer of that function to the aps and such service is recognised for long service leave purposes. 267. for earlier periods of service to count as service for severance pay purposes there must be no breaks between the periods of service, except where: a) the break in service is less than one month and occurs where an offer of employment with the new employer was made and accepted by the employee before ceasing employment with the preceding employer; or b) the earlier period of service was with the aps and ceased because the employee was deemed to have resigned from the aps on marriage under the repealed section 49 of the public service act 1922. 32 268. periods of service that will not count as service for redundancy pay purposes are periods of service that ceased by way of: a) termination under section 29 of the public service act 1999 b) prior to the commencement of the public service act 1999, by way of redundancy; forfeiture of office, retirement on the grounds of invalidity, inefficiency or loss of qualifications; dismissal or termination of probationary appointment for reasons of unsatisfactory service or c) voluntary retirement at or above the minimum retiring age applicable to the employee or d) payment of a redundancy benefit or a similar payment or an employer-financed retirement benefit. 269. absences from work which do not count as service for long service leave purposes will not count as service for severance pay purposes.
Commcare enterprise-agreement-2016-19.txt1533long service leavecommonwealth does not have a controlling interest) which is recognised for long service leave purposes d) service with the australian defence forces e) aps service immediately preceding deemed resignation under the repealed section 49 of the public service act 1922, if the service has not previously been recognised for severance pay purposes f) service in another organisation where an employee was transferred from the aps to that organisation with a transfer of function or an employee engaged by that organisation on work within a function is engaged as a result of the transfer of that function to the aps and such service is recognised for long service leave purposes. 267. for earlier periods of service to count as service for severance pay purposes there must be no breaks between the periods of service, except where: a) the break in service is less than one month and occurs where an offer of employment with the new employer was made and accepted by the employee before ceasing employment with the preceding employer; or b) the earlier period of service was with the aps and ceased because the employee was deemed to have resigned from the aps on marriage under the repealed section 49 of the public service act 1922. 32 268. periods of service that will not count as service for redundancy pay purposes are periods of service that ceased by way of: a) termination under section 29 of the public service act 1999 b) prior to the commencement of the public service act 1999, by way of redundancy; forfeiture of office, retirement on the grounds of invalidity, inefficiency or loss of qualifications; dismissal or termination of probationary appointment for reasons of unsatisfactory service or c) voluntary retirement at or above the minimum retiring age applicable to the employee or d) payment of a redundancy benefit or a similar payment or an employer-financed retirement benefit. 269. absences from work which do not count as service for long service leave purposes will not count as service for severance pay purposes. rate of payment—redundancy
Commcare enterprise-agreement-2016-19.txt1541long service leaveof that function to the aps and such service is recognised for long service leave purposes. 267. for earlier periods of service to count as service for severance pay purposes there must be no breaks between the periods of service, except where: a) the break in service is less than one month and occurs where an offer of employment with the new employer was made and accepted by the employee before ceasing employment with the preceding employer; or b) the earlier period of service was with the aps and ceased because the employee was deemed to have resigned from the aps on marriage under the repealed section 49 of the public service act 1922. 32 268. periods of service that will not count as service for redundancy pay purposes are periods of service that ceased by way of: a) termination under section 29 of the public service act 1999 b) prior to the commencement of the public service act 1999, by way of redundancy; forfeiture of office, retirement on the grounds of invalidity, inefficiency or loss of qualifications; dismissal or termination of probationary appointment for reasons of unsatisfactory service or c) voluntary retirement at or above the minimum retiring age applicable to the employee or d) payment of a redundancy benefit or a similar payment or an employer-financed retirement benefit. 269. absences from work which do not count as service for long service leave purposes will not count as service for severance pay purposes. rate of payment—redundancy 270. for the purpose of calculating any payment under clause 263 salary will include: a) the employee’s salary; and b) higher duties allowance, where the employee has been receiving higher duties allowance for a continuous period of at least 12 months immediately preceding the date on which the employee is given notice of termination of employment; and c) other allowances in the nature of salary which are paid during periods of annual leave and on a regular basis, excluding allowances which are a reimbursement for expenses incurred, or a payment for disabilities associated with the performance of duty.
Commcare enterprise-agreement-2016-19.txt1559long service leave269. absences from work which do not count as service for long service leave purposes will not count as service for severance pay purposes. rate of payment—redundancy 270. for the purpose of calculating any payment under clause 263 salary will include: a) the employee’s salary; and b) higher duties allowance, where the employee has been receiving higher duties allowance for a continuous period of at least 12 months immediately preceding the date on which the employee is given notice of termination of employment; and c) other allowances in the nature of salary which are paid during periods of annual leave and on a regular basis, excluding allowances which are a reimbursement for expenses incurred, or a payment for disabilities associated with the performance of duty. involuntary termination of employment following a retention period 271. the chief executive officer may, under section 29 of the public service act 1999, terminate the employment of an excess employee at the end of the employee’s retention period. 272. the chief executive officer will not terminate the employment if the employee has not been invited to accept a voluntarily redundancy as per clause 255 or has elected to accept voluntarily redundancy but the chief executive officer refused to approve it. 273. an excess employee will be given four weeks’ notice (or five weeks’ notice for an employee over 45 with at least two years of continuous service) where it is proposed to terminate the employment of an excess employee. where possible, this notice period will be concurrent with the retention period. 33 attachment a—aps salary rates 3.0% pay rise from commencement of the agreement
Commcare enterprise-agreement-2016-19.txt2590overtimepurposes, including superannuation (subject to relevant superannuation scheme rules), overtime, severance and termination payments service anniversary date the date which is 12 months from the employee’s commencement date, deferred by any periods of leave without pay not counting for service 41 signature page for the employer on behalf of the minister for employment and workplace relations signed: jennifer taylor date: 23.3.16 jennifer taylor chief executive officer comcare gpo box 9905, canberra act 2601 for the community and public sector union signed: beth vincent pietsch date: 23.3.16
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt490long service leave(excluding long service leave) and public holidays on which they do not work. supported wage system 16) information on supported wage rates and related arrangements is at attachment c of this agreement. payment related matters 17) employees will be paid fortnightly in arrears, based on the following formula: fortnightly pay = annual salary × 12 313 18) payment will be made by electronic funds transfer (eft) into a financial institution of the employee’s choice. 19) where an employee is overpaid an amount of salary or other benefits including allowances, the overpayment will be recovered in accordance with the provisions of the page 12 department’s accountable authority instructions. these provisions do not operate to limit the right of the department to recover a debt from monies that are, or become, payable to an employee under this agreement. salary advancement within classifications 20) salary advancement within all classification levels will occur from the beginning of the first full pay period commencing on or after 1 august each year subject to the following: a) completing the requirements of the pds unless there is reasonable cause not to have done so, and b) achieving a satisfactory performance or better at the end of the pds cycle, and
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt512salary advancementsalary advancement within classifications 20) salary advancement within all classification levels will occur from the beginning of the first full pay period commencing on or after 1 august each year subject to the following: a) completing the requirements of the pds unless there is reasonable cause not to have done so, and b) achieving a satisfactory performance or better at the end of the pds cycle, and c) for ongoing employees, having performed duties within the department at their substantive level or above (i.e. higher duties), for an aggregate of three months or more within the pds planning cycle, or d) for non-ongoing employees, other than employees employed for irregular/intermittent duties, having been engaged at the same classification to perform the same duties continuously for six months during the pds planning cycle, and e) not being ineligible for salary advancement due to relevant administrative actions, including a sanction under section 15 of the ps act, or f) any additional advancement provisions applying to specific groups of employees as outlined in this section. junior employees 21) the provisions of clause 20 do not apply to employees who are under 21 years of age and employed at the aps 1 level. these employees are paid age-rate salaries and will be advanced to the next salary point on their birthday, except where they are paid the adult salary rate following automatic advancement upon successful completion of a course of study or training. legal 1 employees 22) legal 1 employees will have the following additional provisions for salary advancement.
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt515salary advancementsalary advancement within all classification levels will occur from the beginning of the first full pay period commencing on or after 1 august each year subject to the following: a) completing the requirements of the pds unless there is reasonable cause not to have done so, and b) achieving a satisfactory performance or better at the end of the pds cycle, and c) for ongoing employees, having performed duties within the department at their substantive level or above (i.e. higher duties), for an aggregate of three months or more within the pds planning cycle, or d) for non-ongoing employees, other than employees employed for irregular/intermittent duties, having been engaged at the same classification to perform the same duties continuously for six months during the pds planning cycle, and e) not being ineligible for salary advancement due to relevant administrative actions, including a sanction under section 15 of the ps act, or f) any additional advancement provisions applying to specific groups of employees as outlined in this section. junior employees 21) the provisions of clause 20 do not apply to employees who are under 21 years of age and employed at the aps 1 level. these employees are paid age-rate salaries and will be advanced to the next salary point on their birthday, except where they are paid the adult salary rate following automatic advancement upon successful completion of a course of study or training. legal 1 employees 22) legal 1 employees will have the following additional provisions for salary advancement. a) receipt of a performance rating, as specified in column 1 of the table below, or in an alternative rating scale determined by the secretary, will result in advancement by the corresponding number of increments specified in column 2.
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt527salary advancemente) not being ineligible for salary advancement due to relevant administrative actions, including a sanction under section 15 of the ps act, or f) any additional advancement provisions applying to specific groups of employees as outlined in this section. junior employees 21) the provisions of clause 20 do not apply to employees who are under 21 years of age and employed at the aps 1 level. these employees are paid age-rate salaries and will be advanced to the next salary point on their birthday, except where they are paid the adult salary rate following automatic advancement upon successful completion of a course of study or training. legal 1 employees 22) legal 1 employees will have the following additional provisions for salary advancement. a) receipt of a performance rating, as specified in column 1 of the table below, or in an alternative rating scale determined by the secretary, will result in advancement by the corresponding number of increments specified in column 2. b) advancement from the fifth to sixth pay point will not occur unless: i. in the opinion of the secretary, the level of work allocated for the position is classified as higher level work, and ii. the employee has performed work at the higher level for a minimum period of six months, and attained a performance rating of ‘fully effective’, ‘superior’ or ‘outstanding’ shown in the table below, or in an alternative rating scale determined by the secretary. c) unless otherwise approved by the secretary, legal 1 employees will not advance beyond the sixth increment point until they have completed 12 months service at the sixth increment point. page 13
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt596salary advancementthe secretary will determine the circumstances for salary advancement of an employee classified as a senior principal research scientist, which will be subject to achieving a satisfactory performance rating. salary payable on engagement, promotion and movement 25) unless otherwise determined by the secretary (having regard to experience, qualifications and skills) where a person is: a) promoted or engaged, salary will be payable at the minimum increment point of the relevant salary range, b) moved at level on an ongoing or temporary movement basis from another aps agency, and: i. the employee’s salary is above the top increment point of the relevant range as stated at attachment a, the secretary may maintain that salary until it is absorbed by pay increases at that classification level, at which time the employee will move to the next increment point above their current salary, subject to a satisfactory or better rating, or ii. the employee’s salary is below the top increment point of the relevant range as stated at attachment a, but not aligned with a increment point in the range, the employee’s salary will be paid at the next highest increment point in that range. salary on work placements 26) where the secretary decides to provide work placements (for example, junior doctors through the royal australian college of general practitioners (racgp) training program), the secretary will determine the appropriate rate of remuneration in accordance page 14
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt627travelsecretary may also determine payment rates for additional costs including travel, living away from home allowance and other employment-related allowances. classifications and local titles 27) employees undertaking duties recognised by the secretary as requiring possession of mandatory qualifications, specialist skills and/or professional registration will have specific titles recognised under the public service classification rules 2000, or local titles. specific classifications include graduate cadets trainees medical officer local titles include health entry level legal professional public affairs research scientist technical commonwealth nursing officer (cno) broadbanding 28) employees with the following local titles are broadbanded across the aps classification structure as follows: local title legal 1 research scientist professional 1
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt734parental leaveparental leave (however described). this clause does not apply where a superannuation fund cannot accept employer superannuation contributions (e.g. unable to accept contributions for people aged over 75). 37) for the purposes of this agreement, ote is the salary paid for an employee’s regular hours of work, not including overtime. it includes over-award payments, shift allowances, commissions and paid leave up to the maximum contributions base for the quarter. where salary sacrifice arrangements are in place or the employee is on paid maternity, adoption or foster leave, employer contributions will be paid as if those arrangements had not been entered into. page 16 38) employer superannuation contributions will not be paid on behalf of employees during periods of unpaid leave not to count as service, unless otherwise required under legislation. 39) the secretary may choose to limit superannuation choice to complying superannuation funds that allow an employee and/or employer contributions to be paid through fortnightly electronic funds transfer using a file generated by the department’s payroll system. treatment of allowances 40) a table indicating the treatment of allowances for superannuation purposes is at attachment b. salary packaging 41) employees may access salary packaging, and may package up to one hundred per cent of salary. where an employee takes up the option of salary packaging, the employee's salary for purposes of superannuation, severance and termination payments, and any other
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt739overtimehours of work, not including overtime. it includes over-award payments, shift allowances, commissions and paid leave up to the maximum contributions base for the quarter. where salary sacrifice arrangements are in place or the employee is on paid maternity, adoption or foster leave, employer contributions will be paid as if those arrangements had not been entered into. page 16 38) employer superannuation contributions will not be paid on behalf of employees during periods of unpaid leave not to count as service, unless otherwise required under legislation. 39) the secretary may choose to limit superannuation choice to complying superannuation funds that allow an employee and/or employer contributions to be paid through fortnightly electronic funds transfer using a file generated by the department’s payroll system. treatment of allowances 40) a table indicating the treatment of allowances for superannuation purposes is at attachment b. salary packaging 41) employees may access salary packaging, and may package up to one hundred per cent of salary. where an employee takes up the option of salary packaging, the employee's salary for purposes of superannuation, severance and termination payments, and any other purposes, will be determined as if the salary packaging arrangement had not occurred. 42) any fringe benefits tax incurred by individual employees as a result of salary packaging arrangements will be met by the individual employee on a salary sacrifice basis. further information on salary packaging is available in the salary packaging policy.
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt759salary packagingsalary packaging 41) employees may access salary packaging, and may package up to one hundred per cent of salary. where an employee takes up the option of salary packaging, the employee's salary for purposes of superannuation, severance and termination payments, and any other purposes, will be determined as if the salary packaging arrangement had not occurred. 42) any fringe benefits tax incurred by individual employees as a result of salary packaging arrangements will be met by the individual employee on a salary sacrifice basis. further information on salary packaging is available in the salary packaging policy. page 17 part d – employment conditions and allowances general 43) information on the recognition (for particular purposes) of allowances provided for in the agreement is at attachment b. further information on allowances is available in the allowances policy. remote locality conditions 44) an employee recruited locally to a designated remote locality after 7 april 1998 does not have automatic access to the remote locality provisions as determined by the secretary in the remote locality policy. these employees and employees recruited from outside those localities after 7 april 1998 may have access to remote locality conditions as negotiated with the secretary. 45) employees working in those localities may request a review by the secretary, seeking a new or amended remote locality package. further information on remote locality conditions is available in the remote locality policy.
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt761salary packagingemployees may access salary packaging, and may package up to one hundred per cent of salary. where an employee takes up the option of salary packaging, the employee's salary for purposes of superannuation, severance and termination payments, and any other purposes, will be determined as if the salary packaging arrangement had not occurred. 42) any fringe benefits tax incurred by individual employees as a result of salary packaging arrangements will be met by the individual employee on a salary sacrifice basis. further information on salary packaging is available in the salary packaging policy. page 17 part d – employment conditions and allowances general 43) information on the recognition (for particular purposes) of allowances provided for in the agreement is at attachment b. further information on allowances is available in the allowances policy. remote locality conditions 44) an employee recruited locally to a designated remote locality after 7 april 1998 does not have automatic access to the remote locality provisions as determined by the secretary in the remote locality policy. these employees and employees recruited from outside those localities after 7 april 1998 may have access to remote locality conditions as negotiated with the secretary. 45) employees working in those localities may request a review by the secretary, seeking a new or amended remote locality package. further information on remote locality conditions is available in the remote locality policy. public transport scheme 46)
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt762salary packagingcent of salary. where an employee takes up the option of salary packaging, the employee's salary for purposes of superannuation, severance and termination payments, and any other purposes, will be determined as if the salary packaging arrangement had not occurred. 42) any fringe benefits tax incurred by individual employees as a result of salary packaging arrangements will be met by the individual employee on a salary sacrifice basis. further information on salary packaging is available in the salary packaging policy. page 17 part d – employment conditions and allowances general 43) information on the recognition (for particular purposes) of allowances provided for in the agreement is at attachment b. further information on allowances is available in the allowances policy. remote locality conditions 44) an employee recruited locally to a designated remote locality after 7 april 1998 does not have automatic access to the remote locality provisions as determined by the secretary in the remote locality policy. these employees and employees recruited from outside those localities after 7 april 1998 may have access to remote locality conditions as negotiated with the secretary. 45) employees working in those localities may request a review by the secretary, seeking a new or amended remote locality package. further information on remote locality conditions is available in the remote locality policy. public transport scheme 46) the secretary will offer an interest free loan scheme for the purchasing of public
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt764salary packagingpurposes, will be determined as if the salary packaging arrangement had not occurred. 42) any fringe benefits tax incurred by individual employees as a result of salary packaging arrangements will be met by the individual employee on a salary sacrifice basis. further information on salary packaging is available in the salary packaging policy. page 17 part d – employment conditions and allowances general 43) information on the recognition (for particular purposes) of allowances provided for in the agreement is at attachment b. further information on allowances is available in the allowances policy. remote locality conditions 44) an employee recruited locally to a designated remote locality after 7 april 1998 does not have automatic access to the remote locality provisions as determined by the secretary in the remote locality policy. these employees and employees recruited from outside those localities after 7 april 1998 may have access to remote locality conditions as negotiated with the secretary. 45) employees working in those localities may request a review by the secretary, seeking a new or amended remote locality package. further information on remote locality conditions is available in the remote locality policy. public transport scheme 46) the secretary will offer an interest free loan scheme for the purchasing of public transport passes for employees. further information on the public transport scheme and its operation is available in public
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt768salary packagingfurther information on salary packaging is available in the salary packaging policy. page 17 part d – employment conditions and allowances general 43) information on the recognition (for particular purposes) of allowances provided for in the agreement is at attachment b. further information on allowances is available in the allowances policy. remote locality conditions 44) an employee recruited locally to a designated remote locality after 7 april 1998 does not have automatic access to the remote locality provisions as determined by the secretary in the remote locality policy. these employees and employees recruited from outside those localities after 7 april 1998 may have access to remote locality conditions as negotiated with the secretary. 45) employees working in those localities may request a review by the secretary, seeking a new or amended remote locality package. further information on remote locality conditions is available in the remote locality policy. public transport scheme 46) the secretary will offer an interest free loan scheme for the purchasing of public transport passes for employees. further information on the public transport scheme and its operation is available in public transport loan scheme policy. influenza vaccinations 47) the secretary will, on an annual basis, make appropriate arrangements for the
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt799traveltravel allowance 48) the secretary may adjust travel allowance (ta) annually up to the maximum nonacquittable amount required for taxation purposes. 49) the department will meet reasonable costs, as determined by the secretary, for employees on official overnight travel including accommodation, meals and any incidental expenses. 50) where this period exceeds three continuous weeks, the secretary will determine a package of assistance to meet any additional costs incurred as a result of the employee being temporarily relocated. 51) the secretary will, subject to the presentation of receipts, authorise an additional payment in circumstances where an employee has incurred reasonable costs, as determined by the secretary, in excess of the allowance. page 18 part-day travel 52) an employee who is required to be absent from the employee’s usual place of work on official business for a period of not less than 10 hours, but is not absent overnight, will be paid an allowance of $48 for each absence. illness while travelling 53) where an employee falls ill or is injured while travelling on official business and subsequently takes leave, the secretary will approve payment of return journey costs to the employee. recognition of travel time 54)
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt799travel allowancetravel allowance 48) the secretary may adjust travel allowance (ta) annually up to the maximum nonacquittable amount required for taxation purposes. 49) the department will meet reasonable costs, as determined by the secretary, for employees on official overnight travel including accommodation, meals and any incidental expenses. 50) where this period exceeds three continuous weeks, the secretary will determine a package of assistance to meet any additional costs incurred as a result of the employee being temporarily relocated. 51) the secretary will, subject to the presentation of receipts, authorise an additional payment in circumstances where an employee has incurred reasonable costs, as determined by the secretary, in excess of the allowance. page 18 part-day travel 52) an employee who is required to be absent from the employee’s usual place of work on official business for a period of not less than 10 hours, but is not absent overnight, will be paid an allowance of $48 for each absence. illness while travelling 53) where an employee falls ill or is injured while travelling on official business and subsequently takes leave, the secretary will approve payment of return journey costs to the employee. recognition of travel time 54)
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt801travelthe secretary may adjust travel allowance (ta) annually up to the maximum nonacquittable amount required for taxation purposes. 49) the department will meet reasonable costs, as determined by the secretary, for employees on official overnight travel including accommodation, meals and any incidental expenses. 50) where this period exceeds three continuous weeks, the secretary will determine a package of assistance to meet any additional costs incurred as a result of the employee being temporarily relocated. 51) the secretary will, subject to the presentation of receipts, authorise an additional payment in circumstances where an employee has incurred reasonable costs, as determined by the secretary, in excess of the allowance. page 18 part-day travel 52) an employee who is required to be absent from the employee’s usual place of work on official business for a period of not less than 10 hours, but is not absent overnight, will be paid an allowance of $48 for each absence. illness while travelling 53) where an employee falls ill or is injured while travelling on official business and subsequently takes leave, the secretary will approve payment of return journey costs to the employee. recognition of travel time 54) where an employee classified as an aps 1-6 (and their equivalents) is required to undertake official travel, the time spent travelling within the bandwidth, excluding the usual
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt801travel allowancethe secretary may adjust travel allowance (ta) annually up to the maximum nonacquittable amount required for taxation purposes. 49) the department will meet reasonable costs, as determined by the secretary, for employees on official overnight travel including accommodation, meals and any incidental expenses. 50) where this period exceeds three continuous weeks, the secretary will determine a package of assistance to meet any additional costs incurred as a result of the employee being temporarily relocated. 51) the secretary will, subject to the presentation of receipts, authorise an additional payment in circumstances where an employee has incurred reasonable costs, as determined by the secretary, in excess of the allowance. page 18 part-day travel 52) an employee who is required to be absent from the employee’s usual place of work on official business for a period of not less than 10 hours, but is not absent overnight, will be paid an allowance of $48 for each absence. illness while travelling 53) where an employee falls ill or is injured while travelling on official business and subsequently takes leave, the secretary will approve payment of return journey costs to the employee. recognition of travel time 54) where an employee classified as an aps 1-6 (and their equivalents) is required to undertake official travel, the time spent travelling within the bandwidth, excluding the usual
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt804travelemployees on official overnight travel including accommodation, meals and any incidental expenses. 50) where this period exceeds three continuous weeks, the secretary will determine a package of assistance to meet any additional costs incurred as a result of the employee being temporarily relocated. 51) the secretary will, subject to the presentation of receipts, authorise an additional payment in circumstances where an employee has incurred reasonable costs, as determined by the secretary, in excess of the allowance. page 18 part-day travel 52) an employee who is required to be absent from the employee’s usual place of work on official business for a period of not less than 10 hours, but is not absent overnight, will be paid an allowance of $48 for each absence. illness while travelling 53) where an employee falls ill or is injured while travelling on official business and subsequently takes leave, the secretary will approve payment of return journey costs to the employee. recognition of travel time 54) where an employee classified as an aps 1-6 (and their equivalents) is required to undertake official travel, the time spent travelling within the bandwidth, excluding the usual time taken for the employee to travel to and from the employee’s regular place of work, will be recorded as work hours. 55)
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt817travelpart-day travel 52) an employee who is required to be absent from the employee’s usual place of work on official business for a period of not less than 10 hours, but is not absent overnight, will be paid an allowance of $48 for each absence. illness while travelling 53) where an employee falls ill or is injured while travelling on official business and subsequently takes leave, the secretary will approve payment of return journey costs to the employee. recognition of travel time 54) where an employee classified as an aps 1-6 (and their equivalents) is required to undertake official travel, the time spent travelling within the bandwidth, excluding the usual time taken for the employee to travel to and from the employee’s regular place of work, will be recorded as work hours. 55) travel outside the bandwidth undertaken by aps 1-6 (and their equivalents) will be claimed as travel time in lieu at single time rates. motor vehicle allowance 56) motor vehicle allowance (mva) is payable where the secretary approves an employee to use a private or personally-hired vehicle for official purposes. 57) where an employee seeks, and is approved to use, a private vehicle instead of the most efficient means of travel as determined by the secretary, the amount of mva paid to the employee will not exceed the cost of the most efficient means of travel. relocation assistance access for existing employees 58)
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt822travelillness while travelling 53) where an employee falls ill or is injured while travelling on official business and subsequently takes leave, the secretary will approve payment of return journey costs to the employee. recognition of travel time 54) where an employee classified as an aps 1-6 (and their equivalents) is required to undertake official travel, the time spent travelling within the bandwidth, excluding the usual time taken for the employee to travel to and from the employee’s regular place of work, will be recorded as work hours. 55) travel outside the bandwidth undertaken by aps 1-6 (and their equivalents) will be claimed as travel time in lieu at single time rates. motor vehicle allowance 56) motor vehicle allowance (mva) is payable where the secretary approves an employee to use a private or personally-hired vehicle for official purposes. 57) where an employee seeks, and is approved to use, a private vehicle instead of the most efficient means of travel as determined by the secretary, the amount of mva paid to the employee will not exceed the cost of the most efficient means of travel. relocation assistance access for existing employees 58) where the department initiates a permanent relocation (including movement or promotion) of an employee, or the relocation is in the interest of the department, the secretary will reimburse reasonable relocation costs for: a) transport and removal, b) costs associated with the sale and purchase of the employee’s normal place of
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt824travelwhere an employee falls ill or is injured while travelling on official business and subsequently takes leave, the secretary will approve payment of return journey costs to the employee. recognition of travel time 54) where an employee classified as an aps 1-6 (and their equivalents) is required to undertake official travel, the time spent travelling within the bandwidth, excluding the usual time taken for the employee to travel to and from the employee’s regular place of work, will be recorded as work hours. 55) travel outside the bandwidth undertaken by aps 1-6 (and their equivalents) will be claimed as travel time in lieu at single time rates. motor vehicle allowance 56) motor vehicle allowance (mva) is payable where the secretary approves an employee to use a private or personally-hired vehicle for official purposes. 57) where an employee seeks, and is approved to use, a private vehicle instead of the most efficient means of travel as determined by the secretary, the amount of mva paid to the employee will not exceed the cost of the most efficient means of travel. relocation assistance access for existing employees 58) where the department initiates a permanent relocation (including movement or promotion) of an employee, or the relocation is in the interest of the department, the secretary will reimburse reasonable relocation costs for: a) transport and removal, b) costs associated with the sale and purchase of the employee’s normal place of residence, c) costs incurred in avoiding serious disruption to the final two (2) years of the
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt827travelrecognition of travel time 54) where an employee classified as an aps 1-6 (and their equivalents) is required to undertake official travel, the time spent travelling within the bandwidth, excluding the usual time taken for the employee to travel to and from the employee’s regular place of work, will be recorded as work hours. 55) travel outside the bandwidth undertaken by aps 1-6 (and their equivalents) will be claimed as travel time in lieu at single time rates. motor vehicle allowance 56) motor vehicle allowance (mva) is payable where the secretary approves an employee to use a private or personally-hired vehicle for official purposes. 57) where an employee seeks, and is approved to use, a private vehicle instead of the most efficient means of travel as determined by the secretary, the amount of mva paid to the employee will not exceed the cost of the most efficient means of travel. relocation assistance access for existing employees 58) where the department initiates a permanent relocation (including movement or promotion) of an employee, or the relocation is in the interest of the department, the secretary will reimburse reasonable relocation costs for: a) transport and removal, b) costs associated with the sale and purchase of the employee’s normal place of residence, c) costs incurred in avoiding serious disruption to the final two (2) years of the employee’s child’s secondary education (years 11 and 12), d) temporary accommodation in the new location. requested move
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt827recognition of travel timerecognition of travel time 54) where an employee classified as an aps 1-6 (and their equivalents) is required to undertake official travel, the time spent travelling within the bandwidth, excluding the usual time taken for the employee to travel to and from the employee’s regular place of work, will be recorded as work hours. 55) travel outside the bandwidth undertaken by aps 1-6 (and their equivalents) will be claimed as travel time in lieu at single time rates. motor vehicle allowance 56) motor vehicle allowance (mva) is payable where the secretary approves an employee to use a private or personally-hired vehicle for official purposes. 57) where an employee seeks, and is approved to use, a private vehicle instead of the most efficient means of travel as determined by the secretary, the amount of mva paid to the employee will not exceed the cost of the most efficient means of travel. relocation assistance access for existing employees 58) where the department initiates a permanent relocation (including movement or promotion) of an employee, or the relocation is in the interest of the department, the secretary will reimburse reasonable relocation costs for: a) transport and removal, b) costs associated with the sale and purchase of the employee’s normal place of residence, c) costs incurred in avoiding serious disruption to the final two (2) years of the employee’s child’s secondary education (years 11 and 12), d) temporary accommodation in the new location. requested move
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt830travelundertake official travel, the time spent travelling within the bandwidth, excluding the usual time taken for the employee to travel to and from the employee’s regular place of work, will be recorded as work hours. 55) travel outside the bandwidth undertaken by aps 1-6 (and their equivalents) will be claimed as travel time in lieu at single time rates. motor vehicle allowance 56) motor vehicle allowance (mva) is payable where the secretary approves an employee to use a private or personally-hired vehicle for official purposes. 57) where an employee seeks, and is approved to use, a private vehicle instead of the most efficient means of travel as determined by the secretary, the amount of mva paid to the employee will not exceed the cost of the most efficient means of travel. relocation assistance access for existing employees 58) where the department initiates a permanent relocation (including movement or promotion) of an employee, or the relocation is in the interest of the department, the secretary will reimburse reasonable relocation costs for: a) transport and removal, b) costs associated with the sale and purchase of the employee’s normal place of residence, c) costs incurred in avoiding serious disruption to the final two (2) years of the employee’s child’s secondary education (years 11 and 12), d) temporary accommodation in the new location. requested move 59) relocation or non-ongoing movement at the request of the employee will only attract relocation assistance at the discretion of the secretary.
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt830bandwidthundertake official travel, the time spent travelling within the bandwidth, excluding the usual time taken for the employee to travel to and from the employee’s regular place of work, will be recorded as work hours. 55) travel outside the bandwidth undertaken by aps 1-6 (and their equivalents) will be claimed as travel time in lieu at single time rates. motor vehicle allowance 56) motor vehicle allowance (mva) is payable where the secretary approves an employee to use a private or personally-hired vehicle for official purposes. 57) where an employee seeks, and is approved to use, a private vehicle instead of the most efficient means of travel as determined by the secretary, the amount of mva paid to the employee will not exceed the cost of the most efficient means of travel. relocation assistance access for existing employees 58) where the department initiates a permanent relocation (including movement or promotion) of an employee, or the relocation is in the interest of the department, the secretary will reimburse reasonable relocation costs for: a) transport and removal, b) costs associated with the sale and purchase of the employee’s normal place of residence, c) costs incurred in avoiding serious disruption to the final two (2) years of the employee’s child’s secondary education (years 11 and 12), d) temporary accommodation in the new location. requested move 59) relocation or non-ongoing movement at the request of the employee will only attract relocation assistance at the discretion of the secretary.
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt831traveltime taken for the employee to travel to and from the employee’s regular place of work, will be recorded as work hours. 55) travel outside the bandwidth undertaken by aps 1-6 (and their equivalents) will be claimed as travel time in lieu at single time rates. motor vehicle allowance 56) motor vehicle allowance (mva) is payable where the secretary approves an employee to use a private or personally-hired vehicle for official purposes. 57) where an employee seeks, and is approved to use, a private vehicle instead of the most efficient means of travel as determined by the secretary, the amount of mva paid to the employee will not exceed the cost of the most efficient means of travel. relocation assistance access for existing employees 58) where the department initiates a permanent relocation (including movement or promotion) of an employee, or the relocation is in the interest of the department, the secretary will reimburse reasonable relocation costs for: a) transport and removal, b) costs associated with the sale and purchase of the employee’s normal place of residence, c) costs incurred in avoiding serious disruption to the final two (2) years of the employee’s child’s secondary education (years 11 and 12), d) temporary accommodation in the new location. requested move 59) relocation or non-ongoing movement at the request of the employee will only attract relocation assistance at the discretion of the secretary. access for new employees
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt834traveltravel outside the bandwidth undertaken by aps 1-6 (and their equivalents) will be claimed as travel time in lieu at single time rates. motor vehicle allowance 56) motor vehicle allowance (mva) is payable where the secretary approves an employee to use a private or personally-hired vehicle for official purposes. 57) where an employee seeks, and is approved to use, a private vehicle instead of the most efficient means of travel as determined by the secretary, the amount of mva paid to the employee will not exceed the cost of the most efficient means of travel. relocation assistance access for existing employees 58) where the department initiates a permanent relocation (including movement or promotion) of an employee, or the relocation is in the interest of the department, the secretary will reimburse reasonable relocation costs for: a) transport and removal, b) costs associated with the sale and purchase of the employee’s normal place of residence, c) costs incurred in avoiding serious disruption to the final two (2) years of the employee’s child’s secondary education (years 11 and 12), d) temporary accommodation in the new location. requested move 59) relocation or non-ongoing movement at the request of the employee will only attract relocation assistance at the discretion of the secretary. access for new employees 60) relocation assistance for reasonable costs may be negotiated on engagement, as agreed by the secretary, for:
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt834bandwidthtravel outside the bandwidth undertaken by aps 1-6 (and their equivalents) will be claimed as travel time in lieu at single time rates. motor vehicle allowance 56) motor vehicle allowance (mva) is payable where the secretary approves an employee to use a private or personally-hired vehicle for official purposes. 57) where an employee seeks, and is approved to use, a private vehicle instead of the most efficient means of travel as determined by the secretary, the amount of mva paid to the employee will not exceed the cost of the most efficient means of travel. relocation assistance access for existing employees 58) where the department initiates a permanent relocation (including movement or promotion) of an employee, or the relocation is in the interest of the department, the secretary will reimburse reasonable relocation costs for: a) transport and removal, b) costs associated with the sale and purchase of the employee’s normal place of residence, c) costs incurred in avoiding serious disruption to the final two (2) years of the employee’s child’s secondary education (years 11 and 12), d) temporary accommodation in the new location. requested move 59) relocation or non-ongoing movement at the request of the employee will only attract relocation assistance at the discretion of the secretary. access for new employees 60) relocation assistance for reasonable costs may be negotiated on engagement, as agreed by the secretary, for:
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt835travelclaimed as travel time in lieu at single time rates. motor vehicle allowance 56) motor vehicle allowance (mva) is payable where the secretary approves an employee to use a private or personally-hired vehicle for official purposes. 57) where an employee seeks, and is approved to use, a private vehicle instead of the most efficient means of travel as determined by the secretary, the amount of mva paid to the employee will not exceed the cost of the most efficient means of travel. relocation assistance access for existing employees 58) where the department initiates a permanent relocation (including movement or promotion) of an employee, or the relocation is in the interest of the department, the secretary will reimburse reasonable relocation costs for: a) transport and removal, b) costs associated with the sale and purchase of the employee’s normal place of residence, c) costs incurred in avoiding serious disruption to the final two (2) years of the employee’s child’s secondary education (years 11 and 12), d) temporary accommodation in the new location. requested move 59) relocation or non-ongoing movement at the request of the employee will only attract relocation assistance at the discretion of the secretary. access for new employees 60) relocation assistance for reasonable costs may be negotiated on engagement, as agreed by the secretary, for: a) transport and removal costs
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt842travelmost efficient means of travel as determined by the secretary, the amount of mva paid to the employee will not exceed the cost of the most efficient means of travel. relocation assistance access for existing employees 58) where the department initiates a permanent relocation (including movement or promotion) of an employee, or the relocation is in the interest of the department, the secretary will reimburse reasonable relocation costs for: a) transport and removal, b) costs associated with the sale and purchase of the employee’s normal place of residence, c) costs incurred in avoiding serious disruption to the final two (2) years of the employee’s child’s secondary education (years 11 and 12), d) temporary accommodation in the new location. requested move 59) relocation or non-ongoing movement at the request of the employee will only attract relocation assistance at the discretion of the secretary. access for new employees 60) relocation assistance for reasonable costs may be negotiated on engagement, as agreed by the secretary, for: a) transport and removal costs page 19 b) temporary accommodation in the new location. community language allowance 61) an employee who is required to undertake translating or interpreting responsibilities
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt843travelthe employee will not exceed the cost of the most efficient means of travel. relocation assistance access for existing employees 58) where the department initiates a permanent relocation (including movement or promotion) of an employee, or the relocation is in the interest of the department, the secretary will reimburse reasonable relocation costs for: a) transport and removal, b) costs associated with the sale and purchase of the employee’s normal place of residence, c) costs incurred in avoiding serious disruption to the final two (2) years of the employee’s child’s secondary education (years 11 and 12), d) temporary accommodation in the new location. requested move 59) relocation or non-ongoing movement at the request of the employee will only attract relocation assistance at the discretion of the secretary. access for new employees 60) relocation assistance for reasonable costs may be negotiated on engagement, as agreed by the secretary, for: a) transport and removal costs page 19 b) temporary accommodation in the new location. community language allowance 61) an employee who is required to undertake translating or interpreting responsibilities may, with the secretary’s approval, receive payment of a community language allowance.
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt877bandwidthfor a specified period outside the bandwidth of hours, the employee will be paid a restriction allowance as follows. a) an employee restricted for a period of seven calendar days will receive an allowance of $307 per week. b) an employee restricted for a period of less than seven calendar days will receive a proportional rate based on the number of hours restricted outside the bandwidth. c) an employee restricted on a weekend roster arrangement will receive an allowance of $53 for each day of the weekend they are restricted. proportional rates will not apply for rostered weekend restriction periods. d) an employee restricted for any period that includes a public holiday will receive payment of $53 in addition to salary for each public holiday the employee is restricted. e) an employee restricted on the three working days of annual closedown between christmas day and new year’s day will receive payment of $53, in addition to salary, for each day of annual closedown the employee is restricted. ineligible employees 63) executive level employees (and their equivalents) and employees who are employed on an irregular/intermittent basis are generally ineligible to receive restriction allowance payments. in exceptional circumstances, the secretary may approve restriction allowance payments for these employees. non-payment 64) payment of restriction allowance will not be made to an employee who does not remain contactable or at the required degree of readiness to perform overtime. overtime for restricted employees 65) a restricted employee who is required to perform overtime may be required to work at the employee’s usual workplace or at another designated place, including the employee’s
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt883bandwidthbandwidth. c) an employee restricted on a weekend roster arrangement will receive an allowance of $53 for each day of the weekend they are restricted. proportional rates will not apply for rostered weekend restriction periods. d) an employee restricted for any period that includes a public holiday will receive payment of $53 in addition to salary for each public holiday the employee is restricted. e) an employee restricted on the three working days of annual closedown between christmas day and new year’s day will receive payment of $53, in addition to salary, for each day of annual closedown the employee is restricted. ineligible employees 63) executive level employees (and their equivalents) and employees who are employed on an irregular/intermittent basis are generally ineligible to receive restriction allowance payments. in exceptional circumstances, the secretary may approve restriction allowance payments for these employees. non-payment 64) payment of restriction allowance will not be made to an employee who does not remain contactable or at the required degree of readiness to perform overtime. overtime for restricted employees 65) a restricted employee who is required to perform overtime may be required to work at the employee’s usual workplace or at another designated place, including the employee’s home. 66) where an employee is restricted under the provisions of clause 62 and is required to perform overtime, but is not required to be recalled to a place of work, overtime payment will be a one-hour minimum payment. 67)
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt902overtimeremain contactable or at the required degree of readiness to perform overtime. overtime for restricted employees 65) a restricted employee who is required to perform overtime may be required to work at the employee’s usual workplace or at another designated place, including the employee’s home. 66) where an employee is restricted under the provisions of clause 62 and is required to perform overtime, but is not required to be recalled to a place of work, overtime payment will be a one-hour minimum payment. 67) where an employee restricted under the provisions of clause 62 is recalled to duty at a place of work, overtime payment will be a three-hour minimum payment. page 20 overtime provisions are outlined in part e. departmental liaison officer (dlo) allowance 68) an employee who performs the duties of departmental liaison officer and attends for duty at the office of the minister, will be paid a pro-rata allowance for that day at the annual rate of $19,080. overtime meal break allowance 69) where an employee is directed to work overtime for a continuous period of at least one hour outside the bandwidth which extends over a meal period, they will be paid a meal allowance of $28.00 where a meal break is taken during a meal period. for the purposes of this clause a meal period is: monday to friday: saturday, sunday and public holidays:
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt903overtimeovertime for restricted employees 65) a restricted employee who is required to perform overtime may be required to work at the employee’s usual workplace or at another designated place, including the employee’s home. 66) where an employee is restricted under the provisions of clause 62 and is required to perform overtime, but is not required to be recalled to a place of work, overtime payment will be a one-hour minimum payment. 67) where an employee restricted under the provisions of clause 62 is recalled to duty at a place of work, overtime payment will be a three-hour minimum payment. page 20 overtime provisions are outlined in part e. departmental liaison officer (dlo) allowance 68) an employee who performs the duties of departmental liaison officer and attends for duty at the office of the minister, will be paid a pro-rata allowance for that day at the annual rate of $19,080. overtime meal break allowance 69) where an employee is directed to work overtime for a continuous period of at least one hour outside the bandwidth which extends over a meal period, they will be paid a meal allowance of $28.00 where a meal break is taken during a meal period. for the purposes of this clause a meal period is: monday to friday: saturday, sunday and public holidays: 6.30 am-7.00 am
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt905overtimea restricted employee who is required to perform overtime may be required to work at the employee’s usual workplace or at another designated place, including the employee’s home. 66) where an employee is restricted under the provisions of clause 62 and is required to perform overtime, but is not required to be recalled to a place of work, overtime payment will be a one-hour minimum payment. 67) where an employee restricted under the provisions of clause 62 is recalled to duty at a place of work, overtime payment will be a three-hour minimum payment. page 20 overtime provisions are outlined in part e. departmental liaison officer (dlo) allowance 68) an employee who performs the duties of departmental liaison officer and attends for duty at the office of the minister, will be paid a pro-rata allowance for that day at the annual rate of $19,080. overtime meal break allowance 69) where an employee is directed to work overtime for a continuous period of at least one hour outside the bandwidth which extends over a meal period, they will be paid a meal allowance of $28.00 where a meal break is taken during a meal period. for the purposes of this clause a meal period is: monday to friday: saturday, sunday and public holidays: 6.30 am-7.00 am 7.00 pm-7.30 pm 6.30 am-7.00 am
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt910overtimeperform overtime, but is not required to be recalled to a place of work, overtime payment will be a one-hour minimum payment. 67) where an employee restricted under the provisions of clause 62 is recalled to duty at a place of work, overtime payment will be a three-hour minimum payment. page 20 overtime provisions are outlined in part e. departmental liaison officer (dlo) allowance 68) an employee who performs the duties of departmental liaison officer and attends for duty at the office of the minister, will be paid a pro-rata allowance for that day at the annual rate of $19,080. overtime meal break allowance 69) where an employee is directed to work overtime for a continuous period of at least one hour outside the bandwidth which extends over a meal period, they will be paid a meal allowance of $28.00 where a meal break is taken during a meal period. for the purposes of this clause a meal period is: monday to friday: saturday, sunday and public holidays: 6.30 am-7.00 am 7.00 pm-7.30 pm 6.30 am-7.00 am 12.30 pm-1.30 pm 7.00 pm-7.30 pm 70) where overtime is worked for long periods and does not coincide with designated
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt914overtimea place of work, overtime payment will be a three-hour minimum payment. page 20 overtime provisions are outlined in part e. departmental liaison officer (dlo) allowance 68) an employee who performs the duties of departmental liaison officer and attends for duty at the office of the minister, will be paid a pro-rata allowance for that day at the annual rate of $19,080. overtime meal break allowance 69) where an employee is directed to work overtime for a continuous period of at least one hour outside the bandwidth which extends over a meal period, they will be paid a meal allowance of $28.00 where a meal break is taken during a meal period. for the purposes of this clause a meal period is: monday to friday: saturday, sunday and public holidays: 6.30 am-7.00 am 7.00 pm-7.30 pm 6.30 am-7.00 am 12.30 pm-1.30 pm 7.00 pm-7.30 pm 70) where overtime is worked for long periods and does not coincide with designated meal periods, the secretary has the discretion to authorise payment of a meal allowance. loss of, or damage to, clothing or personal effects 71) where an employee incurs loss of, or damage to, clothing or personal effects, and
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt917overtimeovertime provisions are outlined in part e. departmental liaison officer (dlo) allowance 68) an employee who performs the duties of departmental liaison officer and attends for duty at the office of the minister, will be paid a pro-rata allowance for that day at the annual rate of $19,080. overtime meal break allowance 69) where an employee is directed to work overtime for a continuous period of at least one hour outside the bandwidth which extends over a meal period, they will be paid a meal allowance of $28.00 where a meal break is taken during a meal period. for the purposes of this clause a meal period is: monday to friday: saturday, sunday and public holidays: 6.30 am-7.00 am 7.00 pm-7.30 pm 6.30 am-7.00 am 12.30 pm-1.30 pm 7.00 pm-7.30 pm 70) where overtime is worked for long periods and does not coincide with designated meal periods, the secretary has the discretion to authorise payment of a meal allowance. loss of, or damage to, clothing or personal effects 71) where an employee incurs loss of, or damage to, clothing or personal effects, and the loss or damage can be reasonably associated with the employee's performance of the employee’s duties, the secretary may authorise reimbursement of costs for repairs or replacement of the personal effects.
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt923overtimeovertime meal break allowance 69) where an employee is directed to work overtime for a continuous period of at least one hour outside the bandwidth which extends over a meal period, they will be paid a meal allowance of $28.00 where a meal break is taken during a meal period. for the purposes of this clause a meal period is: monday to friday: saturday, sunday and public holidays: 6.30 am-7.00 am 7.00 pm-7.30 pm 6.30 am-7.00 am 12.30 pm-1.30 pm 7.00 pm-7.30 pm 70) where overtime is worked for long periods and does not coincide with designated meal periods, the secretary has the discretion to authorise payment of a meal allowance. loss of, or damage to, clothing or personal effects 71) where an employee incurs loss of, or damage to, clothing or personal effects, and the loss or damage can be reasonably associated with the employee's performance of the employee’s duties, the secretary may authorise reimbursement of costs for repairs or replacement of the personal effects. further information is available in the loss of, or damage to, clothing or personal effects policy. workplace responsibility allowance 72) the workplace responsibility allowance will be paid to an employee undertaking the designated workplace responsibility roles of first aid officer, emergency warden,
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt925overtimewhere an employee is directed to work overtime for a continuous period of at least one hour outside the bandwidth which extends over a meal period, they will be paid a meal allowance of $28.00 where a meal break is taken during a meal period. for the purposes of this clause a meal period is: monday to friday: saturday, sunday and public holidays: 6.30 am-7.00 am 7.00 pm-7.30 pm 6.30 am-7.00 am 12.30 pm-1.30 pm 7.00 pm-7.30 pm 70) where overtime is worked for long periods and does not coincide with designated meal periods, the secretary has the discretion to authorise payment of a meal allowance. loss of, or damage to, clothing or personal effects 71) where an employee incurs loss of, or damage to, clothing or personal effects, and the loss or damage can be reasonably associated with the employee's performance of the employee’s duties, the secretary may authorise reimbursement of costs for repairs or replacement of the personal effects. further information is available in the loss of, or damage to, clothing or personal effects policy. workplace responsibility allowance 72) the workplace responsibility allowance will be paid to an employee undertaking the designated workplace responsibility roles of first aid officer, emergency warden, harassment contact officer (hco) and health and safety representative (hsr). an employee will not undertake more than one workplace responsibility at a time unless
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt926bandwidthone hour outside the bandwidth which extends over a meal period, they will be paid a meal allowance of $28.00 where a meal break is taken during a meal period. for the purposes of this clause a meal period is: monday to friday: saturday, sunday and public holidays: 6.30 am-7.00 am 7.00 pm-7.30 pm 6.30 am-7.00 am 12.30 pm-1.30 pm 7.00 pm-7.30 pm 70) where overtime is worked for long periods and does not coincide with designated meal periods, the secretary has the discretion to authorise payment of a meal allowance. loss of, or damage to, clothing or personal effects 71) where an employee incurs loss of, or damage to, clothing or personal effects, and the loss or damage can be reasonably associated with the employee's performance of the employee’s duties, the secretary may authorise reimbursement of costs for repairs or replacement of the personal effects. further information is available in the loss of, or damage to, clothing or personal effects policy. workplace responsibility allowance 72) the workplace responsibility allowance will be paid to an employee undertaking the designated workplace responsibility roles of first aid officer, emergency warden, harassment contact officer (hco) and health and safety representative (hsr). an employee will not undertake more than one workplace responsibility at a time unless approved to do so by the secretary.
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt939overtimewhere overtime is worked for long periods and does not coincide with designated meal periods, the secretary has the discretion to authorise payment of a meal allowance. loss of, or damage to, clothing or personal effects 71) where an employee incurs loss of, or damage to, clothing or personal effects, and the loss or damage can be reasonably associated with the employee's performance of the employee’s duties, the secretary may authorise reimbursement of costs for repairs or replacement of the personal effects. further information is available in the loss of, or damage to, clothing or personal effects policy. workplace responsibility allowance 72) the workplace responsibility allowance will be paid to an employee undertaking the designated workplace responsibility roles of first aid officer, emergency warden, harassment contact officer (hco) and health and safety representative (hsr). an employee will not undertake more than one workplace responsibility at a time unless approved to do so by the secretary. 73) payment of the workplace responsibility allowance will be made to an employee who is elected or appointed to a workplace responsibility role and has successfully undertaken relevant training or obtained any required qualification. 74) a weekly workplace responsibility allowance of $11.00 will be paid to an employee appointed by the secretary to be an emergency warden or hco, and to an employee elected as a hsr. 75) a weekly workplace responsibility allowance of $15.00 will be paid to an employee holding the minimum accreditation standard of the senior first aid certificate (level 2 or page 21
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt998flextimepatterns, including leave planning, flextime arrangements, breaks, and minimising additional hours where possible. the provisions below are designed to be sufficiently flexible for employees to meet business requirements and balance their personal needs. 80) an employee and their manager will work together to manage hours of work and breaks to ensure that an employee is not working excessive hours without the opportunity to take time off either as flextime (for aps1-6 and their equivalents) or in the case of executive level employees (and their equivalents), as executive level time off. 81) all employees have access to flexible working hours. for aps1-6 (and their equivalents), these flexible working hours will be accessed through the flextime scheme. 82) for the purposes of calculating pay, attendance and flextime, ordinary hours of work for full-time employees is 150 hours over the four week settlement period commencing on a payday thursday. this equates to an average of 7 hours 30 minutes per day. further information is available in the hours of work and flexibility policy. standard day 83) the standard day is used for the purposes of determining a full-time employee’s hourly rate of pay, overtime entitlements, the accrual and deduction of leave and calculation of hours over the flextime period. 84) the standard day for full-time employees is 7 hours and 30 minutes worked from 8.30am to 12.30pm and 1.30pm to 5.00pm monday to friday. 85) an employee’s attendance pattern will be a standard day where: a) essential operational requirements and the availability of work require that hours worked are temporarily varied, including reversion to a standard day, or b) an employee’s attendance is unsatisfactory or that the employee is misusing
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1004flextimeto take time off either as flextime (for aps1-6 and their equivalents) or in the case of executive level employees (and their equivalents), as executive level time off. 81) all employees have access to flexible working hours. for aps1-6 (and their equivalents), these flexible working hours will be accessed through the flextime scheme. 82) for the purposes of calculating pay, attendance and flextime, ordinary hours of work for full-time employees is 150 hours over the four week settlement period commencing on a payday thursday. this equates to an average of 7 hours 30 minutes per day. further information is available in the hours of work and flexibility policy. standard day 83) the standard day is used for the purposes of determining a full-time employee’s hourly rate of pay, overtime entitlements, the accrual and deduction of leave and calculation of hours over the flextime period. 84) the standard day for full-time employees is 7 hours and 30 minutes worked from 8.30am to 12.30pm and 1.30pm to 5.00pm monday to friday. 85) an employee’s attendance pattern will be a standard day where: a) essential operational requirements and the availability of work require that hours worked are temporarily varied, including reversion to a standard day, or b) an employee’s attendance is unsatisfactory or that the employee is misusing flextime. hours of work of part-time employees 86) for part-time employees, ordinary hours are those agreed in the employee’s parttime work agreement within the provisions of clauses 137 and 138. working patterns
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1008flextimeequivalents), these flexible working hours will be accessed through the flextime scheme. 82) for the purposes of calculating pay, attendance and flextime, ordinary hours of work for full-time employees is 150 hours over the four week settlement period commencing on a payday thursday. this equates to an average of 7 hours 30 minutes per day. further information is available in the hours of work and flexibility policy. standard day 83) the standard day is used for the purposes of determining a full-time employee’s hourly rate of pay, overtime entitlements, the accrual and deduction of leave and calculation of hours over the flextime period. 84) the standard day for full-time employees is 7 hours and 30 minutes worked from 8.30am to 12.30pm and 1.30pm to 5.00pm monday to friday. 85) an employee’s attendance pattern will be a standard day where: a) essential operational requirements and the availability of work require that hours worked are temporarily varied, including reversion to a standard day, or b) an employee’s attendance is unsatisfactory or that the employee is misusing flextime. hours of work of part-time employees 86) for part-time employees, ordinary hours are those agreed in the employee’s parttime work agreement within the provisions of clauses 137 and 138. working patterns 87) the pattern of hours by which an employee meets their ordinary hours of duty will be determined in consultation with the employee, and with regard to the operational needs of the department. an employee will not normally be required to:
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1010flextimefor the purposes of calculating pay, attendance and flextime, ordinary hours of work for full-time employees is 150 hours over the four week settlement period commencing on a payday thursday. this equates to an average of 7 hours 30 minutes per day. further information is available in the hours of work and flexibility policy. standard day 83) the standard day is used for the purposes of determining a full-time employee’s hourly rate of pay, overtime entitlements, the accrual and deduction of leave and calculation of hours over the flextime period. 84) the standard day for full-time employees is 7 hours and 30 minutes worked from 8.30am to 12.30pm and 1.30pm to 5.00pm monday to friday. 85) an employee’s attendance pattern will be a standard day where: a) essential operational requirements and the availability of work require that hours worked are temporarily varied, including reversion to a standard day, or b) an employee’s attendance is unsatisfactory or that the employee is misusing flextime. hours of work of part-time employees 86) for part-time employees, ordinary hours are those agreed in the employee’s parttime work agreement within the provisions of clauses 137 and 138. working patterns 87) the pattern of hours by which an employee meets their ordinary hours of duty will be determined in consultation with the employee, and with regard to the operational needs of the department. an employee will not normally be required to: a) work more than 10 hours ordinary time on any day, or b) commence work on any day without having at least 10 hours minimum break
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1017overtimehourly rate of pay, overtime entitlements, the accrual and deduction of leave and calculation of hours over the flextime period. 84) the standard day for full-time employees is 7 hours and 30 minutes worked from 8.30am to 12.30pm and 1.30pm to 5.00pm monday to friday. 85) an employee’s attendance pattern will be a standard day where: a) essential operational requirements and the availability of work require that hours worked are temporarily varied, including reversion to a standard day, or b) an employee’s attendance is unsatisfactory or that the employee is misusing flextime. hours of work of part-time employees 86) for part-time employees, ordinary hours are those agreed in the employee’s parttime work agreement within the provisions of clauses 137 and 138. working patterns 87) the pattern of hours by which an employee meets their ordinary hours of duty will be determined in consultation with the employee, and with regard to the operational needs of the department. an employee will not normally be required to: a) work more than 10 hours ordinary time on any day, or b) commence work on any day without having at least 10 hours minimum break from the previous day’s work, without specific approval from their manager. page 23 88) where this does occur, the overtime and time in lieu provisions at clauses 112 to 123 and/or meal allowance provisions at clauses 69 and 70 may apply.
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1018flextimecalculation of hours over the flextime period. 84) the standard day for full-time employees is 7 hours and 30 minutes worked from 8.30am to 12.30pm and 1.30pm to 5.00pm monday to friday. 85) an employee’s attendance pattern will be a standard day where: a) essential operational requirements and the availability of work require that hours worked are temporarily varied, including reversion to a standard day, or b) an employee’s attendance is unsatisfactory or that the employee is misusing flextime. hours of work of part-time employees 86) for part-time employees, ordinary hours are those agreed in the employee’s parttime work agreement within the provisions of clauses 137 and 138. working patterns 87) the pattern of hours by which an employee meets their ordinary hours of duty will be determined in consultation with the employee, and with regard to the operational needs of the department. an employee will not normally be required to: a) work more than 10 hours ordinary time on any day, or b) commence work on any day without having at least 10 hours minimum break from the previous day’s work, without specific approval from their manager. page 23 88) where this does occur, the overtime and time in lieu provisions at clauses 112 to 123 and/or meal allowance provisions at clauses 69 and 70 may apply. 89)
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1028flextimeflextime. hours of work of part-time employees 86) for part-time employees, ordinary hours are those agreed in the employee’s parttime work agreement within the provisions of clauses 137 and 138. working patterns 87) the pattern of hours by which an employee meets their ordinary hours of duty will be determined in consultation with the employee, and with regard to the operational needs of the department. an employee will not normally be required to: a) work more than 10 hours ordinary time on any day, or b) commence work on any day without having at least 10 hours minimum break from the previous day’s work, without specific approval from their manager. page 23 88) where this does occur, the overtime and time in lieu provisions at clauses 112 to 123 and/or meal allowance provisions at clauses 69 and 70 may apply. 89) regardless of the bandwidth, aps employees are required to take an unpaid break of at least 30 minutes for every five hours of work. insufficient work and flextime 90) working extended hours is subject to work availability and manager approval. over a four week settlement period, a manager may require an employee not to work hours in excess of their ordinary hours where there is insufficient available productive work to warrant working the extended hours. bandwidth 91)
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1045overtimewhere this does occur, the overtime and time in lieu provisions at clauses 112 to 123 and/or meal allowance provisions at clauses 69 and 70 may apply. 89) regardless of the bandwidth, aps employees are required to take an unpaid break of at least 30 minutes for every five hours of work. insufficient work and flextime 90) working extended hours is subject to work availability and manager approval. over a four week settlement period, a manager may require an employee not to work hours in excess of their ordinary hours where there is insufficient available productive work to warrant working the extended hours. bandwidth 91) the bandwidth of hours in which an employee will work their ordinary hours is 7.00 am to 7.00 pm, monday to friday. work outside bandwidth 92) where an employee requests to work their ordinary hours outside the bandwidth e.g. on saturday or sunday, the employee may do so, subject to operational requirements, with the agreement of their manager. any hours worked on this basis will be considered ordinary hours and will not attract overtime. variation of the bandwidth hours can be on a regular, temporary or intermittent basis. after hours use of taxis 93) a manager may approve the use of taxis by an employee for after hours work, as part of their overall whs responsibility. recording attendance 94) all employees are required to record their working hours. further information is available in the hours of work and flexibility policy.
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1048bandwidthregardless of the bandwidth, aps employees are required to take an unpaid break of at least 30 minutes for every five hours of work. insufficient work and flextime 90) working extended hours is subject to work availability and manager approval. over a four week settlement period, a manager may require an employee not to work hours in excess of their ordinary hours where there is insufficient available productive work to warrant working the extended hours. bandwidth 91) the bandwidth of hours in which an employee will work their ordinary hours is 7.00 am to 7.00 pm, monday to friday. work outside bandwidth 92) where an employee requests to work their ordinary hours outside the bandwidth e.g. on saturday or sunday, the employee may do so, subject to operational requirements, with the agreement of their manager. any hours worked on this basis will be considered ordinary hours and will not attract overtime. variation of the bandwidth hours can be on a regular, temporary or intermittent basis. after hours use of taxis 93) a manager may approve the use of taxis by an employee for after hours work, as part of their overall whs responsibility. recording attendance 94) all employees are required to record their working hours. further information is available in the hours of work and flexibility policy. flextime scheme aps1-6 (and their equivalents) 95)
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1050flextimeinsufficient work and flextime 90) working extended hours is subject to work availability and manager approval. over a four week settlement period, a manager may require an employee not to work hours in excess of their ordinary hours where there is insufficient available productive work to warrant working the extended hours. bandwidth 91) the bandwidth of hours in which an employee will work their ordinary hours is 7.00 am to 7.00 pm, monday to friday. work outside bandwidth 92) where an employee requests to work their ordinary hours outside the bandwidth e.g. on saturday or sunday, the employee may do so, subject to operational requirements, with the agreement of their manager. any hours worked on this basis will be considered ordinary hours and will not attract overtime. variation of the bandwidth hours can be on a regular, temporary or intermittent basis. after hours use of taxis 93) a manager may approve the use of taxis by an employee for after hours work, as part of their overall whs responsibility. recording attendance 94) all employees are required to record their working hours. further information is available in the hours of work and flexibility policy. flextime scheme aps1-6 (and their equivalents) 95) aps1-6 employees (and their equivalents) accumulate flextime for duty performed in excess of their ordinary hours of work (over the settlement period), that does not attract
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1056bandwidthbandwidth 91) the bandwidth of hours in which an employee will work their ordinary hours is 7.00 am to 7.00 pm, monday to friday. work outside bandwidth 92) where an employee requests to work their ordinary hours outside the bandwidth e.g. on saturday or sunday, the employee may do so, subject to operational requirements, with the agreement of their manager. any hours worked on this basis will be considered ordinary hours and will not attract overtime. variation of the bandwidth hours can be on a regular, temporary or intermittent basis. after hours use of taxis 93) a manager may approve the use of taxis by an employee for after hours work, as part of their overall whs responsibility. recording attendance 94) all employees are required to record their working hours. further information is available in the hours of work and flexibility policy. flextime scheme aps1-6 (and their equivalents) 95) aps1-6 employees (and their equivalents) accumulate flextime for duty performed in excess of their ordinary hours of work (over the settlement period), that does not attract overtime. 96) subject to the agreement of their manager, an employee may: a) vary their pattern of attendance from time to time in order to meet personal needs,
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1058bandwidththe bandwidth of hours in which an employee will work their ordinary hours is 7.00 am to 7.00 pm, monday to friday. work outside bandwidth 92) where an employee requests to work their ordinary hours outside the bandwidth e.g. on saturday or sunday, the employee may do so, subject to operational requirements, with the agreement of their manager. any hours worked on this basis will be considered ordinary hours and will not attract overtime. variation of the bandwidth hours can be on a regular, temporary or intermittent basis. after hours use of taxis 93) a manager may approve the use of taxis by an employee for after hours work, as part of their overall whs responsibility. recording attendance 94) all employees are required to record their working hours. further information is available in the hours of work and flexibility policy. flextime scheme aps1-6 (and their equivalents) 95) aps1-6 employees (and their equivalents) accumulate flextime for duty performed in excess of their ordinary hours of work (over the settlement period), that does not attract overtime. 96) subject to the agreement of their manager, an employee may: a) vary their pattern of attendance from time to time in order to meet personal needs, b) take flextime as a part or whole day absence.
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1060bandwidthwork outside bandwidth 92) where an employee requests to work their ordinary hours outside the bandwidth e.g. on saturday or sunday, the employee may do so, subject to operational requirements, with the agreement of their manager. any hours worked on this basis will be considered ordinary hours and will not attract overtime. variation of the bandwidth hours can be on a regular, temporary or intermittent basis. after hours use of taxis 93) a manager may approve the use of taxis by an employee for after hours work, as part of their overall whs responsibility. recording attendance 94) all employees are required to record their working hours. further information is available in the hours of work and flexibility policy. flextime scheme aps1-6 (and their equivalents) 95) aps1-6 employees (and their equivalents) accumulate flextime for duty performed in excess of their ordinary hours of work (over the settlement period), that does not attract overtime. 96) subject to the agreement of their manager, an employee may: a) vary their pattern of attendance from time to time in order to meet personal needs, b) take flextime as a part or whole day absence. excess flex credits 97)
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1062bandwidthwhere an employee requests to work their ordinary hours outside the bandwidth e.g. on saturday or sunday, the employee may do so, subject to operational requirements, with the agreement of their manager. any hours worked on this basis will be considered ordinary hours and will not attract overtime. variation of the bandwidth hours can be on a regular, temporary or intermittent basis. after hours use of taxis 93) a manager may approve the use of taxis by an employee for after hours work, as part of their overall whs responsibility. recording attendance 94) all employees are required to record their working hours. further information is available in the hours of work and flexibility policy. flextime scheme aps1-6 (and their equivalents) 95) aps1-6 employees (and their equivalents) accumulate flextime for duty performed in excess of their ordinary hours of work (over the settlement period), that does not attract overtime. 96) subject to the agreement of their manager, an employee may: a) vary their pattern of attendance from time to time in order to meet personal needs, b) take flextime as a part or whole day absence. excess flex credits 97) where an employee’s flex credit exceeds 20 hours at the end of a settlement period, the employee and their manager will put a plan in place to reduce the flex credits.
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1065overtimeordinary hours and will not attract overtime. variation of the bandwidth hours can be on a regular, temporary or intermittent basis. after hours use of taxis 93) a manager may approve the use of taxis by an employee for after hours work, as part of their overall whs responsibility. recording attendance 94) all employees are required to record their working hours. further information is available in the hours of work and flexibility policy. flextime scheme aps1-6 (and their equivalents) 95) aps1-6 employees (and their equivalents) accumulate flextime for duty performed in excess of their ordinary hours of work (over the settlement period), that does not attract overtime. 96) subject to the agreement of their manager, an employee may: a) vary their pattern of attendance from time to time in order to meet personal needs, b) take flextime as a part or whole day absence. excess flex credits 97) where an employee’s flex credit exceeds 20 hours at the end of a settlement period, the employee and their manager will put a plan in place to reduce the flex credits. page 24
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1065bandwidthordinary hours and will not attract overtime. variation of the bandwidth hours can be on a regular, temporary or intermittent basis. after hours use of taxis 93) a manager may approve the use of taxis by an employee for after hours work, as part of their overall whs responsibility. recording attendance 94) all employees are required to record their working hours. further information is available in the hours of work and flexibility policy. flextime scheme aps1-6 (and their equivalents) 95) aps1-6 employees (and their equivalents) accumulate flextime for duty performed in excess of their ordinary hours of work (over the settlement period), that does not attract overtime. 96) subject to the agreement of their manager, an employee may: a) vary their pattern of attendance from time to time in order to meet personal needs, b) take flextime as a part or whole day absence. excess flex credits 97) where an employee’s flex credit exceeds 20 hours at the end of a settlement period, the employee and their manager will put a plan in place to reduce the flex credits. page 24
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1075flextimeflextime scheme aps1-6 (and their equivalents) 95) aps1-6 employees (and their equivalents) accumulate flextime for duty performed in excess of their ordinary hours of work (over the settlement period), that does not attract overtime. 96) subject to the agreement of their manager, an employee may: a) vary their pattern of attendance from time to time in order to meet personal needs, b) take flextime as a part or whole day absence. excess flex credits 97) where an employee’s flex credit exceeds 20 hours at the end of a settlement period, the employee and their manager will put a plan in place to reduce the flex credits. page 24 cash out of credits exceeding 30 hours 98) at the end of a settlement period, an employee’s manager may approve flex credits exceeding 30 hours to be cashed out at ordinary time rates where, due to organisational requirements, the manager cannot envisage an opportunity for the employee to use those credits in the next settlement period. cash out of credits exceeding 37.5 hours 99) at the request of the employee, flex credits exceeding 37.5 hours can be cashed out. flex debit balance
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1078flextimeaps1-6 employees (and their equivalents) accumulate flextime for duty performed in excess of their ordinary hours of work (over the settlement period), that does not attract overtime. 96) subject to the agreement of their manager, an employee may: a) vary their pattern of attendance from time to time in order to meet personal needs, b) take flextime as a part or whole day absence. excess flex credits 97) where an employee’s flex credit exceeds 20 hours at the end of a settlement period, the employee and their manager will put a plan in place to reduce the flex credits. page 24 cash out of credits exceeding 30 hours 98) at the end of a settlement period, an employee’s manager may approve flex credits exceeding 30 hours to be cashed out at ordinary time rates where, due to organisational requirements, the manager cannot envisage an opportunity for the employee to use those credits in the next settlement period. cash out of credits exceeding 37.5 hours 99) at the request of the employee, flex credits exceeding 37.5 hours can be cashed out. flex debit balance 100) employees may carry over a maximum of 10 hours flex debit accumulated in any settlement period into the next settlement period. if the maximum debit is exceeded at the end of a settlement period and is not reduced to the maximum allowable (or lower) over
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1080overtimeovertime. 96) subject to the agreement of their manager, an employee may: a) vary their pattern of attendance from time to time in order to meet personal needs, b) take flextime as a part or whole day absence. excess flex credits 97) where an employee’s flex credit exceeds 20 hours at the end of a settlement period, the employee and their manager will put a plan in place to reduce the flex credits. page 24 cash out of credits exceeding 30 hours 98) at the end of a settlement period, an employee’s manager may approve flex credits exceeding 30 hours to be cashed out at ordinary time rates where, due to organisational requirements, the manager cannot envisage an opportunity for the employee to use those credits in the next settlement period. cash out of credits exceeding 37.5 hours 99) at the request of the employee, flex credits exceeding 37.5 hours can be cashed out. flex debit balance 100) employees may carry over a maximum of 10 hours flex debit accumulated in any settlement period into the next settlement period. if the maximum debit is exceeded at the end of a settlement period and is not reduced to the maximum allowable (or lower) over the next settlement period, the amount by which the maximum is exceeded shall be treated as leave without pay and an appropriate deduction made from the employee’s salary in
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1086flextimeb) take flextime as a part or whole day absence. excess flex credits 97) where an employee’s flex credit exceeds 20 hours at the end of a settlement period, the employee and their manager will put a plan in place to reduce the flex credits. page 24 cash out of credits exceeding 30 hours 98) at the end of a settlement period, an employee’s manager may approve flex credits exceeding 30 hours to be cashed out at ordinary time rates where, due to organisational requirements, the manager cannot envisage an opportunity for the employee to use those credits in the next settlement period. cash out of credits exceeding 37.5 hours 99) at the request of the employee, flex credits exceeding 37.5 hours can be cashed out. flex debit balance 100) employees may carry over a maximum of 10 hours flex debit accumulated in any settlement period into the next settlement period. if the maximum debit is exceeded at the end of a settlement period and is not reduced to the maximum allowable (or lower) over the next settlement period, the amount by which the maximum is exceeded shall be treated as leave without pay and an appropriate deduction made from the employee’s salary in accordance with the accountable authority instructions. flex balances at cessation 101) prior to cessation of employment, the employee’s manager should provide opportunities to enable the employee to balance any flex credits or debits. employees should also take all reasonable steps to balance their flex debit or credit. where flex credits are outstanding at the cessation of employment with the department, the flex credit will be
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1121overtime(extra hours or directed overtime) where such additional hours are unreasonable. such refusal will not prejudice the employee’s employment. for the purposes of this clause, additional hours are those in excess of: a) 37.5 hours per week for a full-time employee, or b) the agreed ordinary hours of work per week for a part-time employee. executive level time off 103) the department recognises the focus on the achievement of outcomes by executive level employees (and their equivalents) as senior professionals of the department. the achievement of organisational outcomes may involve considerable work effort, variable work hours and on occasions a requirement to work over and above normal working hours. the department recognises these efforts and contributions. 104) executive level employees and their managers will work together to manage workloads and working hours, including making arrangements as to when any executive level time off will be taken. page 25 105) where operational needs require an executive level employee to work additional hours in excess of their ordinary hours for a sustained period, including a critical incident response, the employee and their manager will agree and document arrangements for time off to recognise the additional effort. 106) to minimise any negative impact on an employee’s health and wellbeing, executive level time off should be taken as soon as practical, subject to operational requirements. 107) time off for executive level employees is available on an hour for hour basis for official domestic travel only. all other executive level time off will not be on an hour for hour basis. 108) regardless of the bandwidth, executive level employees are required to break for at least 30 minutes after five hours of continuous work. time off for official travel 109) executive level employees will only receive executive level time off on an hour-forhour basis for time spent on official domestic travel outside of the standard day, excluding
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1142health and wellbeing106) to minimise any negative impact on an employee’s health and wellbeing, executive level time off should be taken as soon as practical, subject to operational requirements. 107) time off for executive level employees is available on an hour for hour basis for official domestic travel only. all other executive level time off will not be on an hour for hour basis. 108) regardless of the bandwidth, executive level employees are required to break for at least 30 minutes after five hours of continuous work. time off for official travel 109) executive level employees will only receive executive level time off on an hour-forhour basis for time spent on official domestic travel outside of the standard day, excluding the usual time taken for the employee to travel to and from their regular place of work. existing local travel arrangements for international travel will continue to apply. 110) to minimise any negative impact on an executive level employee’s personal commitments, wherever possible the department encourages employees to travel within the bandwidth. national incident room (nir) 111) the secretary will specify mandatory breaks for periods of extended duty by employees working in the nir during an incident response. mandated rest periods shall be provided as full days. nir duties in excess of five continuous days of increased hours shall attract no less than two consecutive days, free of all duty, immediately following the incident. overtime aps1-6 (and their equivalents) 112) aps1-6 level employees (and their equivalents) are eligible for an overtime payment where they are required by the secretary to: a) perform work outside the bandwidth (inclusive of weekends and public holidays), or b) work in excess of 9.5 hours on any one day (monday to friday inclusive), whichever occurs first. part-time employees - aps1-6 (and their equivalents) 113) in addition to clause 112, part-time employees at the aps1-6 level (and their
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1145travelofficial domestic travel only. all other executive level time off will not be on an hour for hour basis. 108) regardless of the bandwidth, executive level employees are required to break for at least 30 minutes after five hours of continuous work. time off for official travel 109) executive level employees will only receive executive level time off on an hour-forhour basis for time spent on official domestic travel outside of the standard day, excluding the usual time taken for the employee to travel to and from their regular place of work. existing local travel arrangements for international travel will continue to apply. 110) to minimise any negative impact on an executive level employee’s personal commitments, wherever possible the department encourages employees to travel within the bandwidth. national incident room (nir) 111) the secretary will specify mandatory breaks for periods of extended duty by employees working in the nir during an incident response. mandated rest periods shall be provided as full days. nir duties in excess of five continuous days of increased hours shall attract no less than two consecutive days, free of all duty, immediately following the incident. overtime aps1-6 (and their equivalents) 112) aps1-6 level employees (and their equivalents) are eligible for an overtime payment where they are required by the secretary to: a) perform work outside the bandwidth (inclusive of weekends and public holidays), or b) work in excess of 9.5 hours on any one day (monday to friday inclusive), whichever occurs first. part-time employees - aps1-6 (and their equivalents) 113) in addition to clause 112, part-time employees at the aps1-6 level (and their equivalents) are eligible for overtime for work performed at the direction of the secretary, which is: a) not continuous with the employee’s agreed or specified hours of work, and/or
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1147bandwidth108) regardless of the bandwidth, executive level employees are required to break for at least 30 minutes after five hours of continuous work. time off for official travel 109) executive level employees will only receive executive level time off on an hour-forhour basis for time spent on official domestic travel outside of the standard day, excluding the usual time taken for the employee to travel to and from their regular place of work. existing local travel arrangements for international travel will continue to apply. 110) to minimise any negative impact on an executive level employee’s personal commitments, wherever possible the department encourages employees to travel within the bandwidth. national incident room (nir) 111) the secretary will specify mandatory breaks for periods of extended duty by employees working in the nir during an incident response. mandated rest periods shall be provided as full days. nir duties in excess of five continuous days of increased hours shall attract no less than two consecutive days, free of all duty, immediately following the incident. overtime aps1-6 (and their equivalents) 112) aps1-6 level employees (and their equivalents) are eligible for an overtime payment where they are required by the secretary to: a) perform work outside the bandwidth (inclusive of weekends and public holidays), or b) work in excess of 9.5 hours on any one day (monday to friday inclusive), whichever occurs first. part-time employees - aps1-6 (and their equivalents) 113) in addition to clause 112, part-time employees at the aps1-6 level (and their equivalents) are eligible for overtime for work performed at the direction of the secretary, which is: a) not continuous with the employee’s agreed or specified hours of work, and/or b) beyond the total ordinary hours of work over the settlement period specified in the employee’s part-time work agreement.
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1149traveltime off for official travel 109) executive level employees will only receive executive level time off on an hour-forhour basis for time spent on official domestic travel outside of the standard day, excluding the usual time taken for the employee to travel to and from their regular place of work. existing local travel arrangements for international travel will continue to apply. 110) to minimise any negative impact on an executive level employee’s personal commitments, wherever possible the department encourages employees to travel within the bandwidth. national incident room (nir) 111) the secretary will specify mandatory breaks for periods of extended duty by employees working in the nir during an incident response. mandated rest periods shall be provided as full days. nir duties in excess of five continuous days of increased hours shall attract no less than two consecutive days, free of all duty, immediately following the incident. overtime aps1-6 (and their equivalents) 112) aps1-6 level employees (and their equivalents) are eligible for an overtime payment where they are required by the secretary to: a) perform work outside the bandwidth (inclusive of weekends and public holidays), or b) work in excess of 9.5 hours on any one day (monday to friday inclusive), whichever occurs first. part-time employees - aps1-6 (and their equivalents) 113) in addition to clause 112, part-time employees at the aps1-6 level (and their equivalents) are eligible for overtime for work performed at the direction of the secretary, which is: a) not continuous with the employee’s agreed or specified hours of work, and/or b) beyond the total ordinary hours of work over the settlement period specified in the employee’s part-time work agreement. page 26
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1150travel109) executive level employees will only receive executive level time off on an hour-forhour basis for time spent on official domestic travel outside of the standard day, excluding the usual time taken for the employee to travel to and from their regular place of work. existing local travel arrangements for international travel will continue to apply. 110) to minimise any negative impact on an executive level employee’s personal commitments, wherever possible the department encourages employees to travel within the bandwidth. national incident room (nir) 111) the secretary will specify mandatory breaks for periods of extended duty by employees working in the nir during an incident response. mandated rest periods shall be provided as full days. nir duties in excess of five continuous days of increased hours shall attract no less than two consecutive days, free of all duty, immediately following the incident. overtime aps1-6 (and their equivalents) 112) aps1-6 level employees (and their equivalents) are eligible for an overtime payment where they are required by the secretary to: a) perform work outside the bandwidth (inclusive of weekends and public holidays), or b) work in excess of 9.5 hours on any one day (monday to friday inclusive), whichever occurs first. part-time employees - aps1-6 (and their equivalents) 113) in addition to clause 112, part-time employees at the aps1-6 level (and their equivalents) are eligible for overtime for work performed at the direction of the secretary, which is: a) not continuous with the employee’s agreed or specified hours of work, and/or b) beyond the total ordinary hours of work over the settlement period specified in the employee’s part-time work agreement. page 26 114) subject to clause 113, a part-time employee will be eligible for overtime for work
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1151travelthe usual time taken for the employee to travel to and from their regular place of work. existing local travel arrangements for international travel will continue to apply. 110) to minimise any negative impact on an executive level employee’s personal commitments, wherever possible the department encourages employees to travel within the bandwidth. national incident room (nir) 111) the secretary will specify mandatory breaks for periods of extended duty by employees working in the nir during an incident response. mandated rest periods shall be provided as full days. nir duties in excess of five continuous days of increased hours shall attract no less than two consecutive days, free of all duty, immediately following the incident. overtime aps1-6 (and their equivalents) 112) aps1-6 level employees (and their equivalents) are eligible for an overtime payment where they are required by the secretary to: a) perform work outside the bandwidth (inclusive of weekends and public holidays), or b) work in excess of 9.5 hours on any one day (monday to friday inclusive), whichever occurs first. part-time employees - aps1-6 (and their equivalents) 113) in addition to clause 112, part-time employees at the aps1-6 level (and their equivalents) are eligible for overtime for work performed at the direction of the secretary, which is: a) not continuous with the employee’s agreed or specified hours of work, and/or b) beyond the total ordinary hours of work over the settlement period specified in the employee’s part-time work agreement. page 26 114) subject to clause 113, a part-time employee will be eligible for overtime for work performed in excess of the agreed hours of duty over the settlement period, unless they
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1152travelexisting local travel arrangements for international travel will continue to apply. 110) to minimise any negative impact on an executive level employee’s personal commitments, wherever possible the department encourages employees to travel within the bandwidth. national incident room (nir) 111) the secretary will specify mandatory breaks for periods of extended duty by employees working in the nir during an incident response. mandated rest periods shall be provided as full days. nir duties in excess of five continuous days of increased hours shall attract no less than two consecutive days, free of all duty, immediately following the incident. overtime aps1-6 (and their equivalents) 112) aps1-6 level employees (and their equivalents) are eligible for an overtime payment where they are required by the secretary to: a) perform work outside the bandwidth (inclusive of weekends and public holidays), or b) work in excess of 9.5 hours on any one day (monday to friday inclusive), whichever occurs first. part-time employees - aps1-6 (and their equivalents) 113) in addition to clause 112, part-time employees at the aps1-6 level (and their equivalents) are eligible for overtime for work performed at the direction of the secretary, which is: a) not continuous with the employee’s agreed or specified hours of work, and/or b) beyond the total ordinary hours of work over the settlement period specified in the employee’s part-time work agreement. page 26 114) subject to clause 113, a part-time employee will be eligible for overtime for work performed in excess of the agreed hours of duty over the settlement period, unless they elect to receive those additional hours as time in lieu under clause 117.
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1154travelcommitments, wherever possible the department encourages employees to travel within the bandwidth. national incident room (nir) 111) the secretary will specify mandatory breaks for periods of extended duty by employees working in the nir during an incident response. mandated rest periods shall be provided as full days. nir duties in excess of five continuous days of increased hours shall attract no less than two consecutive days, free of all duty, immediately following the incident. overtime aps1-6 (and their equivalents) 112) aps1-6 level employees (and their equivalents) are eligible for an overtime payment where they are required by the secretary to: a) perform work outside the bandwidth (inclusive of weekends and public holidays), or b) work in excess of 9.5 hours on any one day (monday to friday inclusive), whichever occurs first. part-time employees - aps1-6 (and their equivalents) 113) in addition to clause 112, part-time employees at the aps1-6 level (and their equivalents) are eligible for overtime for work performed at the direction of the secretary, which is: a) not continuous with the employee’s agreed or specified hours of work, and/or b) beyond the total ordinary hours of work over the settlement period specified in the employee’s part-time work agreement. page 26 114) subject to clause 113, a part-time employee will be eligible for overtime for work performed in excess of the agreed hours of duty over the settlement period, unless they elect to receive those additional hours as time in lieu under clause 117. executive level (and their equivalents) 115) executive level employees (and their equivalents) are not generally entitled to
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1155bandwidththe bandwidth. national incident room (nir) 111) the secretary will specify mandatory breaks for periods of extended duty by employees working in the nir during an incident response. mandated rest periods shall be provided as full days. nir duties in excess of five continuous days of increased hours shall attract no less than two consecutive days, free of all duty, immediately following the incident. overtime aps1-6 (and their equivalents) 112) aps1-6 level employees (and their equivalents) are eligible for an overtime payment where they are required by the secretary to: a) perform work outside the bandwidth (inclusive of weekends and public holidays), or b) work in excess of 9.5 hours on any one day (monday to friday inclusive), whichever occurs first. part-time employees - aps1-6 (and their equivalents) 113) in addition to clause 112, part-time employees at the aps1-6 level (and their equivalents) are eligible for overtime for work performed at the direction of the secretary, which is: a) not continuous with the employee’s agreed or specified hours of work, and/or b) beyond the total ordinary hours of work over the settlement period specified in the employee’s part-time work agreement. page 26 114) subject to clause 113, a part-time employee will be eligible for overtime for work performed in excess of the agreed hours of duty over the settlement period, unless they elect to receive those additional hours as time in lieu under clause 117. executive level (and their equivalents) 115) executive level employees (and their equivalents) are not generally entitled to payment for overtime. however, the secretary may approve overtime for executive level
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1162overtimeovertime aps1-6 (and their equivalents) 112) aps1-6 level employees (and their equivalents) are eligible for an overtime payment where they are required by the secretary to: a) perform work outside the bandwidth (inclusive of weekends and public holidays), or b) work in excess of 9.5 hours on any one day (monday to friday inclusive), whichever occurs first. part-time employees - aps1-6 (and their equivalents) 113) in addition to clause 112, part-time employees at the aps1-6 level (and their equivalents) are eligible for overtime for work performed at the direction of the secretary, which is: a) not continuous with the employee’s agreed or specified hours of work, and/or b) beyond the total ordinary hours of work over the settlement period specified in the employee’s part-time work agreement. page 26 114) subject to clause 113, a part-time employee will be eligible for overtime for work performed in excess of the agreed hours of duty over the settlement period, unless they elect to receive those additional hours as time in lieu under clause 117. executive level (and their equivalents) 115) executive level employees (and their equivalents) are not generally entitled to payment for overtime. however, the secretary may approve overtime for executive level employees in exceptional circumstances. otherwise, the time off provisions in clauses 103 to 110 will apply. travel not to count 116) time spent travelling to or from work will not count as part of an overtime attendance. time in lieu (til) 117) if an employee chooses, the secretary may allow the employee to take til as a form
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1164overtime112) aps1-6 level employees (and their equivalents) are eligible for an overtime payment where they are required by the secretary to: a) perform work outside the bandwidth (inclusive of weekends and public holidays), or b) work in excess of 9.5 hours on any one day (monday to friday inclusive), whichever occurs first. part-time employees - aps1-6 (and their equivalents) 113) in addition to clause 112, part-time employees at the aps1-6 level (and their equivalents) are eligible for overtime for work performed at the direction of the secretary, which is: a) not continuous with the employee’s agreed or specified hours of work, and/or b) beyond the total ordinary hours of work over the settlement period specified in the employee’s part-time work agreement. page 26 114) subject to clause 113, a part-time employee will be eligible for overtime for work performed in excess of the agreed hours of duty over the settlement period, unless they elect to receive those additional hours as time in lieu under clause 117. executive level (and their equivalents) 115) executive level employees (and their equivalents) are not generally entitled to payment for overtime. however, the secretary may approve overtime for executive level employees in exceptional circumstances. otherwise, the time off provisions in clauses 103 to 110 will apply. travel not to count 116) time spent travelling to or from work will not count as part of an overtime attendance. time in lieu (til) 117) if an employee chooses, the secretary may allow the employee to take til as a form of recompense for overtime as an alternative to overtime payment, subject to the provisions of this clause.
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1166bandwidtha) perform work outside the bandwidth (inclusive of weekends and public holidays), or b) work in excess of 9.5 hours on any one day (monday to friday inclusive), whichever occurs first. part-time employees - aps1-6 (and their equivalents) 113) in addition to clause 112, part-time employees at the aps1-6 level (and their equivalents) are eligible for overtime for work performed at the direction of the secretary, which is: a) not continuous with the employee’s agreed or specified hours of work, and/or b) beyond the total ordinary hours of work over the settlement period specified in the employee’s part-time work agreement. page 26 114) subject to clause 113, a part-time employee will be eligible for overtime for work performed in excess of the agreed hours of duty over the settlement period, unless they elect to receive those additional hours as time in lieu under clause 117. executive level (and their equivalents) 115) executive level employees (and their equivalents) are not generally entitled to payment for overtime. however, the secretary may approve overtime for executive level employees in exceptional circumstances. otherwise, the time off provisions in clauses 103 to 110 will apply. travel not to count 116) time spent travelling to or from work will not count as part of an overtime attendance. time in lieu (til) 117) if an employee chooses, the secretary may allow the employee to take til as a form of recompense for overtime as an alternative to overtime payment, subject to the provisions of this clause. calculation 118) where overtime is worked, the rate of payment (or til, if the employee elects) is
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1172overtimeequivalents) are eligible for overtime for work performed at the direction of the secretary, which is: a) not continuous with the employee’s agreed or specified hours of work, and/or b) beyond the total ordinary hours of work over the settlement period specified in the employee’s part-time work agreement. page 26 114) subject to clause 113, a part-time employee will be eligible for overtime for work performed in excess of the agreed hours of duty over the settlement period, unless they elect to receive those additional hours as time in lieu under clause 117. executive level (and their equivalents) 115) executive level employees (and their equivalents) are not generally entitled to payment for overtime. however, the secretary may approve overtime for executive level employees in exceptional circumstances. otherwise, the time off provisions in clauses 103 to 110 will apply. travel not to count 116) time spent travelling to or from work will not count as part of an overtime attendance. time in lieu (til) 117) if an employee chooses, the secretary may allow the employee to take til as a form of recompense for overtime as an alternative to overtime payment, subject to the provisions of this clause. calculation 118) where overtime is worked, the rate of payment (or til, if the employee elects) is calculated at the following rates: a) monday to saturday: time-and-a-half b) sunday: double-time. public holidays 119) an employee who is directed to work overtime on a public holiday which falls on a weekday, will be paid overtime at double-time for duty outside of a standard day (for fulltime employees) or the agreed pattern of hours (for part-time employees). this rate also
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1179overtime114) subject to clause 113, a part-time employee will be eligible for overtime for work performed in excess of the agreed hours of duty over the settlement period, unless they elect to receive those additional hours as time in lieu under clause 117. executive level (and their equivalents) 115) executive level employees (and their equivalents) are not generally entitled to payment for overtime. however, the secretary may approve overtime for executive level employees in exceptional circumstances. otherwise, the time off provisions in clauses 103 to 110 will apply. travel not to count 116) time spent travelling to or from work will not count as part of an overtime attendance. time in lieu (til) 117) if an employee chooses, the secretary may allow the employee to take til as a form of recompense for overtime as an alternative to overtime payment, subject to the provisions of this clause. calculation 118) where overtime is worked, the rate of payment (or til, if the employee elects) is calculated at the following rates: a) monday to saturday: time-and-a-half b) sunday: double-time. public holidays 119) an employee who is directed to work overtime on a public holiday which falls on a weekday, will be paid overtime at double-time for duty outside of a standard day (for fulltime employees) or the agreed pattern of hours (for part-time employees). this rate also applies to easter saturday if it is not declared or prescribed as a public holiday. for duty within a standard day (or agreed pattern of hours for part-time employees), overtime will be paid at single-time as employees are already being paid for the public holiday. 120) employees required to perform overtime during the annual closedown will be recompensed with overtime calculated at time-and-a-half. non-continuous duty 121) where a period of overtime is not continuous with ordinary duty, the minimum
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1184overtimepayment for overtime. however, the secretary may approve overtime for executive level employees in exceptional circumstances. otherwise, the time off provisions in clauses 103 to 110 will apply. travel not to count 116) time spent travelling to or from work will not count as part of an overtime attendance. time in lieu (til) 117) if an employee chooses, the secretary may allow the employee to take til as a form of recompense for overtime as an alternative to overtime payment, subject to the provisions of this clause. calculation 118) where overtime is worked, the rate of payment (or til, if the employee elects) is calculated at the following rates: a) monday to saturday: time-and-a-half b) sunday: double-time. public holidays 119) an employee who is directed to work overtime on a public holiday which falls on a weekday, will be paid overtime at double-time for duty outside of a standard day (for fulltime employees) or the agreed pattern of hours (for part-time employees). this rate also applies to easter saturday if it is not declared or prescribed as a public holiday. for duty within a standard day (or agreed pattern of hours for part-time employees), overtime will be paid at single-time as employees are already being paid for the public holiday. 120) employees required to perform overtime during the annual closedown will be recompensed with overtime calculated at time-and-a-half. non-continuous duty 121) where a period of overtime is not continuous with ordinary duty, the minimum overtime payment is four hours at the relevant rate. where the period of overtime is greater than four hours, payment will be made for the actual period worked at the relevant rate. continuous duty 122) overtime is considered to be continuous with ordinary duty when an employee does
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1187traveltravel not to count 116) time spent travelling to or from work will not count as part of an overtime attendance. time in lieu (til) 117) if an employee chooses, the secretary may allow the employee to take til as a form of recompense for overtime as an alternative to overtime payment, subject to the provisions of this clause. calculation 118) where overtime is worked, the rate of payment (or til, if the employee elects) is calculated at the following rates: a) monday to saturday: time-and-a-half b) sunday: double-time. public holidays 119) an employee who is directed to work overtime on a public holiday which falls on a weekday, will be paid overtime at double-time for duty outside of a standard day (for fulltime employees) or the agreed pattern of hours (for part-time employees). this rate also applies to easter saturday if it is not declared or prescribed as a public holiday. for duty within a standard day (or agreed pattern of hours for part-time employees), overtime will be paid at single-time as employees are already being paid for the public holiday. 120) employees required to perform overtime during the annual closedown will be recompensed with overtime calculated at time-and-a-half. non-continuous duty 121) where a period of overtime is not continuous with ordinary duty, the minimum overtime payment is four hours at the relevant rate. where the period of overtime is greater than four hours, payment will be made for the actual period worked at the relevant rate. continuous duty 122) overtime is considered to be continuous with ordinary duty when an employee does not have a break, other than a meal break, between the periods of ordinary duty and overtime.
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1188travel116) time spent travelling to or from work will not count as part of an overtime attendance. time in lieu (til) 117) if an employee chooses, the secretary may allow the employee to take til as a form of recompense for overtime as an alternative to overtime payment, subject to the provisions of this clause. calculation 118) where overtime is worked, the rate of payment (or til, if the employee elects) is calculated at the following rates: a) monday to saturday: time-and-a-half b) sunday: double-time. public holidays 119) an employee who is directed to work overtime on a public holiday which falls on a weekday, will be paid overtime at double-time for duty outside of a standard day (for fulltime employees) or the agreed pattern of hours (for part-time employees). this rate also applies to easter saturday if it is not declared or prescribed as a public holiday. for duty within a standard day (or agreed pattern of hours for part-time employees), overtime will be paid at single-time as employees are already being paid for the public holiday. 120) employees required to perform overtime during the annual closedown will be recompensed with overtime calculated at time-and-a-half. non-continuous duty 121) where a period of overtime is not continuous with ordinary duty, the minimum overtime payment is four hours at the relevant rate. where the period of overtime is greater than four hours, payment will be made for the actual period worked at the relevant rate. continuous duty 122) overtime is considered to be continuous with ordinary duty when an employee does not have a break, other than a meal break, between the periods of ordinary duty and overtime. page 27
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1188overtime116) time spent travelling to or from work will not count as part of an overtime attendance. time in lieu (til) 117) if an employee chooses, the secretary may allow the employee to take til as a form of recompense for overtime as an alternative to overtime payment, subject to the provisions of this clause. calculation 118) where overtime is worked, the rate of payment (or til, if the employee elects) is calculated at the following rates: a) monday to saturday: time-and-a-half b) sunday: double-time. public holidays 119) an employee who is directed to work overtime on a public holiday which falls on a weekday, will be paid overtime at double-time for duty outside of a standard day (for fulltime employees) or the agreed pattern of hours (for part-time employees). this rate also applies to easter saturday if it is not declared or prescribed as a public holiday. for duty within a standard day (or agreed pattern of hours for part-time employees), overtime will be paid at single-time as employees are already being paid for the public holiday. 120) employees required to perform overtime during the annual closedown will be recompensed with overtime calculated at time-and-a-half. non-continuous duty 121) where a period of overtime is not continuous with ordinary duty, the minimum overtime payment is four hours at the relevant rate. where the period of overtime is greater than four hours, payment will be made for the actual period worked at the relevant rate. continuous duty 122) overtime is considered to be continuous with ordinary duty when an employee does not have a break, other than a meal break, between the periods of ordinary duty and overtime. page 27
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1192overtimeof recompense for overtime as an alternative to overtime payment, subject to the provisions of this clause. calculation 118) where overtime is worked, the rate of payment (or til, if the employee elects) is calculated at the following rates: a) monday to saturday: time-and-a-half b) sunday: double-time. public holidays 119) an employee who is directed to work overtime on a public holiday which falls on a weekday, will be paid overtime at double-time for duty outside of a standard day (for fulltime employees) or the agreed pattern of hours (for part-time employees). this rate also applies to easter saturday if it is not declared or prescribed as a public holiday. for duty within a standard day (or agreed pattern of hours for part-time employees), overtime will be paid at single-time as employees are already being paid for the public holiday. 120) employees required to perform overtime during the annual closedown will be recompensed with overtime calculated at time-and-a-half. non-continuous duty 121) where a period of overtime is not continuous with ordinary duty, the minimum overtime payment is four hours at the relevant rate. where the period of overtime is greater than four hours, payment will be made for the actual period worked at the relevant rate. continuous duty 122) overtime is considered to be continuous with ordinary duty when an employee does not have a break, other than a meal break, between the periods of ordinary duty and overtime. page 27 multiple attendance 123) where more than one attendance is required, the minimum overtime payment provision will not operate to increase an employee’s overtime payment beyond that which
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1195overtime118) where overtime is worked, the rate of payment (or til, if the employee elects) is calculated at the following rates: a) monday to saturday: time-and-a-half b) sunday: double-time. public holidays 119) an employee who is directed to work overtime on a public holiday which falls on a weekday, will be paid overtime at double-time for duty outside of a standard day (for fulltime employees) or the agreed pattern of hours (for part-time employees). this rate also applies to easter saturday if it is not declared or prescribed as a public holiday. for duty within a standard day (or agreed pattern of hours for part-time employees), overtime will be paid at single-time as employees are already being paid for the public holiday. 120) employees required to perform overtime during the annual closedown will be recompensed with overtime calculated at time-and-a-half. non-continuous duty 121) where a period of overtime is not continuous with ordinary duty, the minimum overtime payment is four hours at the relevant rate. where the period of overtime is greater than four hours, payment will be made for the actual period worked at the relevant rate. continuous duty 122) overtime is considered to be continuous with ordinary duty when an employee does not have a break, other than a meal break, between the periods of ordinary duty and overtime. page 27 multiple attendance 123) where more than one attendance is required, the minimum overtime payment provision will not operate to increase an employee’s overtime payment beyond that which they would have received had they remained on duty from the commencing time of duty on one attendance, to the ceasing time of duty on a subsequent attendance. further information on overtime and til is available in the hours of work and flexibility
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1200overtime119) an employee who is directed to work overtime on a public holiday which falls on a weekday, will be paid overtime at double-time for duty outside of a standard day (for fulltime employees) or the agreed pattern of hours (for part-time employees). this rate also applies to easter saturday if it is not declared or prescribed as a public holiday. for duty within a standard day (or agreed pattern of hours for part-time employees), overtime will be paid at single-time as employees are already being paid for the public holiday. 120) employees required to perform overtime during the annual closedown will be recompensed with overtime calculated at time-and-a-half. non-continuous duty 121) where a period of overtime is not continuous with ordinary duty, the minimum overtime payment is four hours at the relevant rate. where the period of overtime is greater than four hours, payment will be made for the actual period worked at the relevant rate. continuous duty 122) overtime is considered to be continuous with ordinary duty when an employee does not have a break, other than a meal break, between the periods of ordinary duty and overtime. page 27 multiple attendance 123) where more than one attendance is required, the minimum overtime payment provision will not operate to increase an employee’s overtime payment beyond that which they would have received had they remained on duty from the commencing time of duty on one attendance, to the ceasing time of duty on a subsequent attendance. further information on overtime and til is available in the hours of work and flexibility policy. family care assistance 124) where an employee is required by the department to be away from home outside the employee’s standard day, and the employee incurs reasonable additional costs for family care arrangements, the employee will be reimbursed those reasonable additional
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1201overtimeweekday, will be paid overtime at double-time for duty outside of a standard day (for fulltime employees) or the agreed pattern of hours (for part-time employees). this rate also applies to easter saturday if it is not declared or prescribed as a public holiday. for duty within a standard day (or agreed pattern of hours for part-time employees), overtime will be paid at single-time as employees are already being paid for the public holiday. 120) employees required to perform overtime during the annual closedown will be recompensed with overtime calculated at time-and-a-half. non-continuous duty 121) where a period of overtime is not continuous with ordinary duty, the minimum overtime payment is four hours at the relevant rate. where the period of overtime is greater than four hours, payment will be made for the actual period worked at the relevant rate. continuous duty 122) overtime is considered to be continuous with ordinary duty when an employee does not have a break, other than a meal break, between the periods of ordinary duty and overtime. page 27 multiple attendance 123) where more than one attendance is required, the minimum overtime payment provision will not operate to increase an employee’s overtime payment beyond that which they would have received had they remained on duty from the commencing time of duty on one attendance, to the ceasing time of duty on a subsequent attendance. further information on overtime and til is available in the hours of work and flexibility policy. family care assistance 124) where an employee is required by the department to be away from home outside the employee’s standard day, and the employee incurs reasonable additional costs for family care arrangements, the employee will be reimbursed those reasonable additional costs.
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1203overtimewithin a standard day (or agreed pattern of hours for part-time employees), overtime will be paid at single-time as employees are already being paid for the public holiday. 120) employees required to perform overtime during the annual closedown will be recompensed with overtime calculated at time-and-a-half. non-continuous duty 121) where a period of overtime is not continuous with ordinary duty, the minimum overtime payment is four hours at the relevant rate. where the period of overtime is greater than four hours, payment will be made for the actual period worked at the relevant rate. continuous duty 122) overtime is considered to be continuous with ordinary duty when an employee does not have a break, other than a meal break, between the periods of ordinary duty and overtime. page 27 multiple attendance 123) where more than one attendance is required, the minimum overtime payment provision will not operate to increase an employee’s overtime payment beyond that which they would have received had they remained on duty from the commencing time of duty on one attendance, to the ceasing time of duty on a subsequent attendance. further information on overtime and til is available in the hours of work and flexibility policy. family care assistance 124) where an employee is required by the department to be away from home outside the employee’s standard day, and the employee incurs reasonable additional costs for family care arrangements, the employee will be reimbursed those reasonable additional costs. further information is available in the family care assistance policy. public holidays
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1205overtime120) employees required to perform overtime during the annual closedown will be recompensed with overtime calculated at time-and-a-half. non-continuous duty 121) where a period of overtime is not continuous with ordinary duty, the minimum overtime payment is four hours at the relevant rate. where the period of overtime is greater than four hours, payment will be made for the actual period worked at the relevant rate. continuous duty 122) overtime is considered to be continuous with ordinary duty when an employee does not have a break, other than a meal break, between the periods of ordinary duty and overtime. page 27 multiple attendance 123) where more than one attendance is required, the minimum overtime payment provision will not operate to increase an employee’s overtime payment beyond that which they would have received had they remained on duty from the commencing time of duty on one attendance, to the ceasing time of duty on a subsequent attendance. further information on overtime and til is available in the hours of work and flexibility policy. family care assistance 124) where an employee is required by the department to be away from home outside the employee’s standard day, and the employee incurs reasonable additional costs for family care arrangements, the employee will be reimbursed those reasonable additional costs. further information is available in the family care assistance policy. public holidays 125) public holidays will be observed in accordance with the national employment standards (nes) and the fw act.
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1206overtimerecompensed with overtime calculated at time-and-a-half. non-continuous duty 121) where a period of overtime is not continuous with ordinary duty, the minimum overtime payment is four hours at the relevant rate. where the period of overtime is greater than four hours, payment will be made for the actual period worked at the relevant rate. continuous duty 122) overtime is considered to be continuous with ordinary duty when an employee does not have a break, other than a meal break, between the periods of ordinary duty and overtime. page 27 multiple attendance 123) where more than one attendance is required, the minimum overtime payment provision will not operate to increase an employee’s overtime payment beyond that which they would have received had they remained on duty from the commencing time of duty on one attendance, to the ceasing time of duty on a subsequent attendance. further information on overtime and til is available in the hours of work and flexibility policy. family care assistance 124) where an employee is required by the department to be away from home outside the employee’s standard day, and the employee incurs reasonable additional costs for family care arrangements, the employee will be reimbursed those reasonable additional costs. further information is available in the family care assistance policy. public holidays 125) public holidays will be observed in accordance with the national employment standards (nes) and the fw act. 126)
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1208overtime121) where a period of overtime is not continuous with ordinary duty, the minimum overtime payment is four hours at the relevant rate. where the period of overtime is greater than four hours, payment will be made for the actual period worked at the relevant rate. continuous duty 122) overtime is considered to be continuous with ordinary duty when an employee does not have a break, other than a meal break, between the periods of ordinary duty and overtime. page 27 multiple attendance 123) where more than one attendance is required, the minimum overtime payment provision will not operate to increase an employee’s overtime payment beyond that which they would have received had they remained on duty from the commencing time of duty on one attendance, to the ceasing time of duty on a subsequent attendance. further information on overtime and til is available in the hours of work and flexibility policy. family care assistance 124) where an employee is required by the department to be away from home outside the employee’s standard day, and the employee incurs reasonable additional costs for family care arrangements, the employee will be reimbursed those reasonable additional costs. further information is available in the family care assistance policy. public holidays 125) public holidays will be observed in accordance with the national employment standards (nes) and the fw act. 126) the following days are public holidays under the nes:
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1209overtimeovertime payment is four hours at the relevant rate. where the period of overtime is greater than four hours, payment will be made for the actual period worked at the relevant rate. continuous duty 122) overtime is considered to be continuous with ordinary duty when an employee does not have a break, other than a meal break, between the periods of ordinary duty and overtime. page 27 multiple attendance 123) where more than one attendance is required, the minimum overtime payment provision will not operate to increase an employee’s overtime payment beyond that which they would have received had they remained on duty from the commencing time of duty on one attendance, to the ceasing time of duty on a subsequent attendance. further information on overtime and til is available in the hours of work and flexibility policy. family care assistance 124) where an employee is required by the department to be away from home outside the employee’s standard day, and the employee incurs reasonable additional costs for family care arrangements, the employee will be reimbursed those reasonable additional costs. further information is available in the family care assistance policy. public holidays 125) public holidays will be observed in accordance with the national employment standards (nes) and the fw act. 126) the following days are public holidays under the nes:
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1213overtime122) overtime is considered to be continuous with ordinary duty when an employee does not have a break, other than a meal break, between the periods of ordinary duty and overtime. page 27 multiple attendance 123) where more than one attendance is required, the minimum overtime payment provision will not operate to increase an employee’s overtime payment beyond that which they would have received had they remained on duty from the commencing time of duty on one attendance, to the ceasing time of duty on a subsequent attendance. further information on overtime and til is available in the hours of work and flexibility policy. family care assistance 124) where an employee is required by the department to be away from home outside the employee’s standard day, and the employee incurs reasonable additional costs for family care arrangements, the employee will be reimbursed those reasonable additional costs. further information is available in the family care assistance policy. public holidays 125) public holidays will be observed in accordance with the national employment standards (nes) and the fw act. 126) the following days are public holidays under the nes: a) 1 january (new year’s day) b) 26 january (australia day) c) good friday d) easter monday
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1215overtimeovertime. page 27 multiple attendance 123) where more than one attendance is required, the minimum overtime payment provision will not operate to increase an employee’s overtime payment beyond that which they would have received had they remained on duty from the commencing time of duty on one attendance, to the ceasing time of duty on a subsequent attendance. further information on overtime and til is available in the hours of work and flexibility policy. family care assistance 124) where an employee is required by the department to be away from home outside the employee’s standard day, and the employee incurs reasonable additional costs for family care arrangements, the employee will be reimbursed those reasonable additional costs. further information is available in the family care assistance policy. public holidays 125) public holidays will be observed in accordance with the national employment standards (nes) and the fw act. 126) the following days are public holidays under the nes: a) 1 january (new year’s day) b) 26 january (australia day) c) good friday d) easter monday e) 25 april (anzac day) f) queen’s birthday holiday (the day on which it is celebrated in a state or territory or
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1220overtime123) where more than one attendance is required, the minimum overtime payment provision will not operate to increase an employee’s overtime payment beyond that which they would have received had they remained on duty from the commencing time of duty on one attendance, to the ceasing time of duty on a subsequent attendance. further information on overtime and til is available in the hours of work and flexibility policy. family care assistance 124) where an employee is required by the department to be away from home outside the employee’s standard day, and the employee incurs reasonable additional costs for family care arrangements, the employee will be reimbursed those reasonable additional costs. further information is available in the family care assistance policy. public holidays 125) public holidays will be observed in accordance with the national employment standards (nes) and the fw act. 126) the following days are public holidays under the nes: a) 1 january (new year’s day) b) 26 january (australia day) c) good friday d) easter monday e) 25 april (anzac day) f) queen’s birthday holiday (the day on which it is celebrated in a state or territory or a region of a state or territory) g) 25 december (christmas day) h) 26 december (boxing day) i) any other day or part-day declared or prescribed by or under a law of a state or territory to be observed generally within the state or territory (or a region of the
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1221overtimeprovision will not operate to increase an employee’s overtime payment beyond that which they would have received had they remained on duty from the commencing time of duty on one attendance, to the ceasing time of duty on a subsequent attendance. further information on overtime and til is available in the hours of work and flexibility policy. family care assistance 124) where an employee is required by the department to be away from home outside the employee’s standard day, and the employee incurs reasonable additional costs for family care arrangements, the employee will be reimbursed those reasonable additional costs. further information is available in the family care assistance policy. public holidays 125) public holidays will be observed in accordance with the national employment standards (nes) and the fw act. 126) the following days are public holidays under the nes: a) 1 january (new year’s day) b) 26 january (australia day) c) good friday d) easter monday e) 25 april (anzac day) f) queen’s birthday holiday (the day on which it is celebrated in a state or territory or a region of a state or territory) g) 25 december (christmas day) h) 26 december (boxing day) i) any other day or part-day declared or prescribed by or under a law of a state or territory to be observed generally within the state or territory (or a region of the state or territory) as a public holiday.
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1224overtimefurther information on overtime and til is available in the hours of work and flexibility policy. family care assistance 124) where an employee is required by the department to be away from home outside the employee’s standard day, and the employee incurs reasonable additional costs for family care arrangements, the employee will be reimbursed those reasonable additional costs. further information is available in the family care assistance policy. public holidays 125) public holidays will be observed in accordance with the national employment standards (nes) and the fw act. 126) the following days are public holidays under the nes: a) 1 january (new year’s day) b) 26 january (australia day) c) good friday d) easter monday e) 25 april (anzac day) f) queen’s birthday holiday (the day on which it is celebrated in a state or territory or a region of a state or territory) g) 25 december (christmas day) h) 26 december (boxing day) i) any other day or part-day declared or prescribed by or under a law of a state or territory to be observed generally within the state or territory (or a region of the state or territory) as a public holiday. 127) the secretary and an employee may agree on the substitution of a day or part-day that would otherwise be a public holiday, having regard to operational requirements. 128) an employee, who is absent on a day or part-day that is a public holiday in the place
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1263long service leaveentitlement for that form of leave (e.g. if on long service leave on half pay, payment is on half pay). annual closedown and early stand down 130) the department will be closed for normal business and employees will not be required to perform normal duty on the working days between christmas day and new year’s day. eligible employees will be paid for closedown. pay eligibility for annual closedown will be treated in the same manner as public holidays in determining the appropriate rate of salary payment to apply on those days. 131) where an employee is absent on leave, payment for the christmas closedown provision will be in accordance with the entitlement for that form of leave (e.g. if on long service leave half-pay, payment is at half-pay). 132) there will be no deduction from annual or personal/carers leave credits for the annual closedown days. 133) the department will be closed for normal business and employees will not be required to perform duty from 3.00 pm on the working day prior to christmas and the working day prior to good friday. eligible employees will be paid for their ordinary hours. payment eligibility will be treated in the same manner as a normal working day. flexible work arrangements 134) access to flexible work arrangements will be in accordance with the nes and the fw act. 135) the secretary will make every reasonable effort to accommodate requests for an employee’s proposed part-time work hours when returning from maternity, adoption, fostering or parental leave for the period up until the child’s second birthday, or in the case of adoption and eligible fostering, the second anniversary of the placement. 136) reasons for non-approval of the employee’s proposed part-time work hours must be provided in writing to the employee, including reasons relating to operational requirements. part-time work hours of work for part-time 137) payment and conditions for part-time employees will be calculated on a pro-rata basis, apart from expense related allowances, where a part-time employee will receive the
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1280flexible work arrangementsflexible work arrangements 134) access to flexible work arrangements will be in accordance with the nes and the fw act. 135) the secretary will make every reasonable effort to accommodate requests for an employee’s proposed part-time work hours when returning from maternity, adoption, fostering or parental leave for the period up until the child’s second birthday, or in the case of adoption and eligible fostering, the second anniversary of the placement. 136) reasons for non-approval of the employee’s proposed part-time work hours must be provided in writing to the employee, including reasons relating to operational requirements. part-time work hours of work for part-time 137) payment and conditions for part-time employees will be calculated on a pro-rata basis, apart from expense related allowances, where a part-time employee will receive the same amount as a full-time employee. variation in hours for part-time 138) a part-time employee may not vary their hours for a period of one week or less. changes in hours for these periods should be accommodated using flextime or alternative arrangements as agreed with their manager. details of the operation of the flextime provisions for part-time employees are provided at clauses 95 to 101. further information on part-time work provisions is available in the hours of work and flexibility policy. page 29 working from home 139) the secretary may agree to a request by an employee to work from home on a regular, temporary or intermittent basis. further information is available in the working from home policy. review of workloads 140) where an employee or group of employees believe their workload to be unmanageable, they may request that an independent workload review be undertaken by
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1281flexible work arrangements134) access to flexible work arrangements will be in accordance with the nes and the fw act. 135) the secretary will make every reasonable effort to accommodate requests for an employee’s proposed part-time work hours when returning from maternity, adoption, fostering or parental leave for the period up until the child’s second birthday, or in the case of adoption and eligible fostering, the second anniversary of the placement. 136) reasons for non-approval of the employee’s proposed part-time work hours must be provided in writing to the employee, including reasons relating to operational requirements. part-time work hours of work for part-time 137) payment and conditions for part-time employees will be calculated on a pro-rata basis, apart from expense related allowances, where a part-time employee will receive the same amount as a full-time employee. variation in hours for part-time 138) a part-time employee may not vary their hours for a period of one week or less. changes in hours for these periods should be accommodated using flextime or alternative arrangements as agreed with their manager. details of the operation of the flextime provisions for part-time employees are provided at clauses 95 to 101. further information on part-time work provisions is available in the hours of work and flexibility policy. page 29 working from home 139) the secretary may agree to a request by an employee to work from home on a regular, temporary or intermittent basis. further information is available in the working from home policy. review of workloads 140) where an employee or group of employees believe their workload to be unmanageable, they may request that an independent workload review be undertaken by human resources.
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1285parental leavefostering or parental leave for the period up until the child’s second birthday, or in the case of adoption and eligible fostering, the second anniversary of the placement. 136) reasons for non-approval of the employee’s proposed part-time work hours must be provided in writing to the employee, including reasons relating to operational requirements. part-time work hours of work for part-time 137) payment and conditions for part-time employees will be calculated on a pro-rata basis, apart from expense related allowances, where a part-time employee will receive the same amount as a full-time employee. variation in hours for part-time 138) a part-time employee may not vary their hours for a period of one week or less. changes in hours for these periods should be accommodated using flextime or alternative arrangements as agreed with their manager. details of the operation of the flextime provisions for part-time employees are provided at clauses 95 to 101. further information on part-time work provisions is available in the hours of work and flexibility policy. page 29 working from home 139) the secretary may agree to a request by an employee to work from home on a regular, temporary or intermittent basis. further information is available in the working from home policy. review of workloads 140) where an employee or group of employees believe their workload to be unmanageable, they may request that an independent workload review be undertaken by human resources. further information on workload review is available in the workload review policy. individual flexibility arrangements 141) the secretary and an employee covered by this enterprise agreement may agree to make an individual flexibility arrangement (ifa) to vary the effect of terms of the agreement
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1296flextimechanges in hours for these periods should be accommodated using flextime or alternative arrangements as agreed with their manager. details of the operation of the flextime provisions for part-time employees are provided at clauses 95 to 101. further information on part-time work provisions is available in the hours of work and flexibility policy. page 29 working from home 139) the secretary may agree to a request by an employee to work from home on a regular, temporary or intermittent basis. further information is available in the working from home policy. review of workloads 140) where an employee or group of employees believe their workload to be unmanageable, they may request that an independent workload review be undertaken by human resources. further information on workload review is available in the workload review policy. individual flexibility arrangements 141) the secretary and an employee covered by this enterprise agreement may agree to make an individual flexibility arrangement (ifa) to vary the effect of terms of the agreement if: a) the ifa deals with one or more of the following matters: i. when work is performed, ii. overtime rates, iii. penalty rates, iv. allowances, v. remuneration, and/or vi. leave, and b) the ifa is genuinely agreed between the employee and the secretary 142)
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1297flextimearrangements as agreed with their manager. details of the operation of the flextime provisions for part-time employees are provided at clauses 95 to 101. further information on part-time work provisions is available in the hours of work and flexibility policy. page 29 working from home 139) the secretary may agree to a request by an employee to work from home on a regular, temporary or intermittent basis. further information is available in the working from home policy. review of workloads 140) where an employee or group of employees believe their workload to be unmanageable, they may request that an independent workload review be undertaken by human resources. further information on workload review is available in the workload review policy. individual flexibility arrangements 141) the secretary and an employee covered by this enterprise agreement may agree to make an individual flexibility arrangement (ifa) to vary the effect of terms of the agreement if: a) the ifa deals with one or more of the following matters: i. when work is performed, ii. overtime rates, iii. penalty rates, iv. allowances, v. remuneration, and/or vi. leave, and b) the ifa is genuinely agreed between the employee and the secretary 142) the secretary must ensure that the terms of the ifa:
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1318overtimeii. overtime rates, iii. penalty rates, iv. allowances, v. remuneration, and/or vi. leave, and b) the ifa is genuinely agreed between the employee and the secretary 142) the secretary must ensure that the terms of the ifa: a) are about permitted matters under section 172 of the fw act, and b) are not unlawful terms under section 194 of the fw act, and c) result in the employee being better off overall than the employee would be if no arrangement was made. 143) the secretary must ensure that the ifa: a) is in writing, and b) includes the name of the employer and employee, and c) is signed by the secretary and employee and if the employee is under 18 years of age, signed by a parent or guardian of the employee, and d) includes details of: i. the terms of ifa, and ii. how the ifa will vary the effect of the terms, and iii. how the employee will be better off overall in relation to the terms and conditions of their employment as a result of the ifa, and e) states the day on which the ifa commences and, where applicable, when the arrangement ceases. 144) the secretary must give the employee a copy of the ifa within 14 days of the
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1368long service leaveon annual leave or long service leave and who produce satisfactory evidence may apply for that leave. annual leave and long service leave will be re-credited to the extent of the period of alternative leave granted. public holidays during leave 148) payment for public holidays which fall during a period of leave will be paid in accordance with the nes and the fw act. donating blood 149) the department recognises the importance of and supports employees in donating blood. employees donating blood during working hours are not required to complete a leave application or to utilise flextime. recall to duty 150) where an employee is recalled from approved leave or that approved leave is cancelled, the secretary will approve reasonable reimbursement toward travel expenses which have been incurred, incidental expenses or family care costs not otherwise recoverable under insurance or from another source, provided that the employee took reasonable precautions, as determined by the secretary, to avoid such expenses. school holiday family care subsidy 151) where an employee with school children has leave refused, has approved leave cancelled or is required to return from leave early because of departmental business requirements during school holidays, the secretary will reimburse up to $22 per child per day of the amount paid by the employee for each school child attending approved or registered care. 152) in the circumstances described above, where the employee can demonstrate that they would otherwise have taken personal responsibility for caring for other family members during school holidays, the secretary may reimburse some, or all, of the amount paid by the employee for that family care. 153) the reimbursement will be net of any government subsidy available to the employee. further information on family care assistance and the school holiday family care subsidy is available in the family care assistance policy.
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1369long service leavethat leave. annual leave and long service leave will be re-credited to the extent of the period of alternative leave granted. public holidays during leave 148) payment for public holidays which fall during a period of leave will be paid in accordance with the nes and the fw act. donating blood 149) the department recognises the importance of and supports employees in donating blood. employees donating blood during working hours are not required to complete a leave application or to utilise flextime. recall to duty 150) where an employee is recalled from approved leave or that approved leave is cancelled, the secretary will approve reasonable reimbursement toward travel expenses which have been incurred, incidental expenses or family care costs not otherwise recoverable under insurance or from another source, provided that the employee took reasonable precautions, as determined by the secretary, to avoid such expenses. school holiday family care subsidy 151) where an employee with school children has leave refused, has approved leave cancelled or is required to return from leave early because of departmental business requirements during school holidays, the secretary will reimburse up to $22 per child per day of the amount paid by the employee for each school child attending approved or registered care. 152) in the circumstances described above, where the employee can demonstrate that they would otherwise have taken personal responsibility for caring for other family members during school holidays, the secretary may reimburse some, or all, of the amount paid by the employee for that family care. 153) the reimbursement will be net of any government subsidy available to the employee. further information on family care assistance and the school holiday family care subsidy is available in the family care assistance policy.
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1374donating blooddonating blood 149) the department recognises the importance of and supports employees in donating blood. employees donating blood during working hours are not required to complete a leave application or to utilise flextime. recall to duty 150) where an employee is recalled from approved leave or that approved leave is cancelled, the secretary will approve reasonable reimbursement toward travel expenses which have been incurred, incidental expenses or family care costs not otherwise recoverable under insurance or from another source, provided that the employee took reasonable precautions, as determined by the secretary, to avoid such expenses. school holiday family care subsidy 151) where an employee with school children has leave refused, has approved leave cancelled or is required to return from leave early because of departmental business requirements during school holidays, the secretary will reimburse up to $22 per child per day of the amount paid by the employee for each school child attending approved or registered care. 152) in the circumstances described above, where the employee can demonstrate that they would otherwise have taken personal responsibility for caring for other family members during school holidays, the secretary may reimburse some, or all, of the amount paid by the employee for that family care. 153) the reimbursement will be net of any government subsidy available to the employee. further information on family care assistance and the school holiday family care subsidy is available in the family care assistance policy. page 32 portability of leave 154) where an ongoing aps employee moves (including on promotion or for an agreed period) from another agency, the employee’s unused accrued annual leave and
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1376donating bloodblood. employees donating blood during working hours are not required to complete a leave application or to utilise flextime. recall to duty 150) where an employee is recalled from approved leave or that approved leave is cancelled, the secretary will approve reasonable reimbursement toward travel expenses which have been incurred, incidental expenses or family care costs not otherwise recoverable under insurance or from another source, provided that the employee took reasonable precautions, as determined by the secretary, to avoid such expenses. school holiday family care subsidy 151) where an employee with school children has leave refused, has approved leave cancelled or is required to return from leave early because of departmental business requirements during school holidays, the secretary will reimburse up to $22 per child per day of the amount paid by the employee for each school child attending approved or registered care. 152) in the circumstances described above, where the employee can demonstrate that they would otherwise have taken personal responsibility for caring for other family members during school holidays, the secretary may reimburse some, or all, of the amount paid by the employee for that family care. 153) the reimbursement will be net of any government subsidy available to the employee. further information on family care assistance and the school holiday family care subsidy is available in the family care assistance policy. page 32 portability of leave 154) where an ongoing aps employee moves (including on promotion or for an agreed period) from another agency, the employee’s unused accrued annual leave and personal/carers leave (however described) will be recognised, provided there is no break in continuity of service.
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1377flextimeleave application or to utilise flextime. recall to duty 150) where an employee is recalled from approved leave or that approved leave is cancelled, the secretary will approve reasonable reimbursement toward travel expenses which have been incurred, incidental expenses or family care costs not otherwise recoverable under insurance or from another source, provided that the employee took reasonable precautions, as determined by the secretary, to avoid such expenses. school holiday family care subsidy 151) where an employee with school children has leave refused, has approved leave cancelled or is required to return from leave early because of departmental business requirements during school holidays, the secretary will reimburse up to $22 per child per day of the amount paid by the employee for each school child attending approved or registered care. 152) in the circumstances described above, where the employee can demonstrate that they would otherwise have taken personal responsibility for caring for other family members during school holidays, the secretary may reimburse some, or all, of the amount paid by the employee for that family care. 153) the reimbursement will be net of any government subsidy available to the employee. further information on family care assistance and the school holiday family care subsidy is available in the family care assistance policy. page 32 portability of leave 154) where an ongoing aps employee moves (including on promotion or for an agreed period) from another agency, the employee’s unused accrued annual leave and personal/carers leave (however described) will be recognised, provided there is no break in continuity of service. 155) where an employee is engaged as either an ongoing or non-ongoing aps employee
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1380travelcancelled, the secretary will approve reasonable reimbursement toward travel expenses which have been incurred, incidental expenses or family care costs not otherwise recoverable under insurance or from another source, provided that the employee took reasonable precautions, as determined by the secretary, to avoid such expenses. school holiday family care subsidy 151) where an employee with school children has leave refused, has approved leave cancelled or is required to return from leave early because of departmental business requirements during school holidays, the secretary will reimburse up to $22 per child per day of the amount paid by the employee for each school child attending approved or registered care. 152) in the circumstances described above, where the employee can demonstrate that they would otherwise have taken personal responsibility for caring for other family members during school holidays, the secretary may reimburse some, or all, of the amount paid by the employee for that family care. 153) the reimbursement will be net of any government subsidy available to the employee. further information on family care assistance and the school holiday family care subsidy is available in the family care assistance policy. page 32 portability of leave 154) where an ongoing aps employee moves (including on promotion or for an agreed period) from another agency, the employee’s unused accrued annual leave and personal/carers leave (however described) will be recognised, provided there is no break in continuity of service. 155) where an employee is engaged as either an ongoing or non-ongoing aps employee immediately following a period of employment under the parliamentary service act 1999 or the act government service, the employee’s unused accrued annual leave and personal/carers leave (however described) will be transferred.
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1573parental leavean employee is unable to access personal/carers leave while on paid parental leave. payment on termination 184) unused personal/carers leave will not be paid out on termination of employment. further information on personal/carers leave is available in the personal/carers leave policy. miscellaneous leave 185) miscellaneous leave may be granted by the secretary, having regard to the operational needs of the department, including for purposes that the secretary considers to be in the interests of the department. page 36 186) leave may be granted: a) for the period requested or for another period, b) with or without pay, and c) subject to conditions. 187) where exceptional circumstances affect an employee, the secretary will consider granting paid leave. these circumstances may include, but are not limited to, emergency situations such as bushfires, floods, cyclones and earthquakes. further information is available in the miscellaneous leave policy. not to count as service 188) miscellaneous leave without pay will not count as service for any purpose, except as required by legislation, with the following exceptions: a) leave for personal and development training in the interests of the department, b) leave for non-aps employment in the interests of the department. for a) and b) to count as service, an employee must return to work in the aps at the completion of the miscellaneous leave without pay period.
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1603long service leaveservice for the purposes of long service leave is provided for by the long service leave (commonwealth employees) act 1976. 189) leave accrued while on miscellaneous leave without pay to count as service will be offset by any relevant leave entitlements received in non-aps employment. leave for aboriginal and torres strait islander employees 190) the department recognises the obligations placed on aboriginal and torres strait islander employees to participate in ceremonial activities and other cultural obligations. to allow employees to meet obligations and participate in activities, the following leave provisions are provided: a) two days leave with pay each year to participate in cultural or ceremonial events, including naidoc week activities, and b) three months unpaid leave each year to fulfil cultural obligations. this leave will not count as service for any purpose. unauthorised absences 191) periods of unauthorised absence do not count as service for any purpose. where an employee is absent from duty without approval, all pay and other benefits provided under the agreement (e.g. flextime) will cease to be available until the employee resumes duty or is granted leave. where flextime no longer applies, the employee will revert to the standard day. war service sick leave 192) eligible employees will generally be granted war service sick leave while unfit for duty because of a war-caused condition. a war-caused condition means an injury or disease of an employee that has been accepted by the department of veterans’ affairs to be warcaused or defence-caused within the meaning of relevant legislation. eligible employees will page 37 accrue a credit of nine weeks on commencement in the aps and an annual credit of three weeks for each year of aps service. unused credits will accumulate to a maximum of nine weeks. compassionate leave 193) employees, other than irregular/intermittent employees, will be granted two days
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1619flextimethe agreement (e.g. flextime) will cease to be available until the employee resumes duty or is granted leave. where flextime no longer applies, the employee will revert to the standard day. war service sick leave 192) eligible employees will generally be granted war service sick leave while unfit for duty because of a war-caused condition. a war-caused condition means an injury or disease of an employee that has been accepted by the department of veterans’ affairs to be warcaused or defence-caused within the meaning of relevant legislation. eligible employees will page 37 accrue a credit of nine weeks on commencement in the aps and an annual credit of three weeks for each year of aps service. unused credits will accumulate to a maximum of nine weeks. compassionate leave 193) employees, other than irregular/intermittent employees, will be granted two days paid compassionate leave on each occasion that a member of the employee’s family, or the employee’s household: a) contracts or develops a personal illness that poses a serious threat to life, or b) sustains a personal injury that poses a serious threat to life, or c) dies. 194) the employee may take the period of leave as a single period of two days or any separate period on which the employee’s manager and employee agree. 195) the employee’s manager may require the employee to provide evidence in support of the request for leave. 196) an irregular / intermittent employee is entitled to unpaid compassionate leave of up to two days per occurrence and is not eligible for paid bereavement leave under clause 197. further information on compassionate leave is available in the compassionate and bereavement leave policy. bereavement leave 197) the employee’s manager will grant three days leave with pay to an employee other than an irregular/intermittent employee on the occasion of the death of a member of the
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1620flextimeis granted leave. where flextime no longer applies, the employee will revert to the standard day. war service sick leave 192) eligible employees will generally be granted war service sick leave while unfit for duty because of a war-caused condition. a war-caused condition means an injury or disease of an employee that has been accepted by the department of veterans’ affairs to be warcaused or defence-caused within the meaning of relevant legislation. eligible employees will page 37 accrue a credit of nine weeks on commencement in the aps and an annual credit of three weeks for each year of aps service. unused credits will accumulate to a maximum of nine weeks. compassionate leave 193) employees, other than irregular/intermittent employees, will be granted two days paid compassionate leave on each occasion that a member of the employee’s family, or the employee’s household: a) contracts or develops a personal illness that poses a serious threat to life, or b) sustains a personal injury that poses a serious threat to life, or c) dies. 194) the employee may take the period of leave as a single period of two days or any separate period on which the employee’s manager and employee agree. 195) the employee’s manager may require the employee to provide evidence in support of the request for leave. 196) an irregular / intermittent employee is entitled to unpaid compassionate leave of up to two days per occurrence and is not eligible for paid bereavement leave under clause 197. further information on compassionate leave is available in the compassionate and bereavement leave policy. bereavement leave 197) the employee’s manager will grant three days leave with pay to an employee other than an irregular/intermittent employee on the occasion of the death of a member of the employee’s family or household, close friend, partner or a person who was clearly
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1670long service leavefurther information is available in the annual leave, long service leave, purchased leave and extended purchased leave policy. extended purchased leave 201) when an employee has accrued a period of three years of continuous employment with the department, they may apply for access to extended purchased leave. a period of up to twelve months absence on extended purchased leave will be available following a further two years of continuous employment with the department (during which time the employee will accrue the leave). not to count as service 202) extended purchased leave will not count as service for any purpose. further information is available in the annual leave, long service leave, purchased leave and extended purchased leave policy. leave for adf reserve and continuous full time service or cadet force obligations 203) an employee may be granted leave (with or without pay) to enable the employee to fulfil australian defence force (adf) reserve and continuous full time service (cfts) or cadet force obligations. 204) an employee is entitled to leave with pay, of up to four weeks during each financial year, and an additional two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling service in the adf reserve. 205) with the exception of the additional two weeks in the first year of service, leave can be accumulated and taken over a period of two years. 206) an employee who is an officer or instructor of cadets in a cadet force may be granted paid leave of up to three weeks each financial year to perform duties as an officer or instructor of cadets. for these purposes ‘cadet force’ means the australian navy cadets, australian army cadets, or the australian air force cadets. 207) defence reserve leave counts as service for all purposes, except for unpaid leave to undertake continuous full time service (cfts). unpaid leave for the purpose of cfts counts as service for all purposes except annual leave accrual. community service leave 208) an eligible community service activity includes:
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1680long service leavefurther information is available in the annual leave, long service leave, purchased leave and extended purchased leave policy. leave for adf reserve and continuous full time service or cadet force obligations 203) an employee may be granted leave (with or without pay) to enable the employee to fulfil australian defence force (adf) reserve and continuous full time service (cfts) or cadet force obligations. 204) an employee is entitled to leave with pay, of up to four weeks during each financial year, and an additional two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling service in the adf reserve. 205) with the exception of the additional two weeks in the first year of service, leave can be accumulated and taken over a period of two years. 206) an employee who is an officer or instructor of cadets in a cadet force may be granted paid leave of up to three weeks each financial year to perform duties as an officer or instructor of cadets. for these purposes ‘cadet force’ means the australian navy cadets, australian army cadets, or the australian air force cadets. 207) defence reserve leave counts as service for all purposes, except for unpaid leave to undertake continuous full time service (cfts). unpaid leave for the purpose of cfts counts as service for all purposes except annual leave accrual. community service leave 208) an eligible community service activity includes: a) jury service (including attendance for the purpose of jury selection) that is required by or under a law of the commonwealth or a state or territory, or b) carrying out a volunteer emergency management activity (within the meaning of section 109 (2) of the fw act). page 39 209) in relation to jury service, the secretary will approve paid community service volunteer leave to enable an employee to attend court appearances as a juror. in this event, the employee will continue to receive their normal salary subject to any payments of a
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1716travelii. reasonable travelling time associated with the activity, iii. reasonable rest time immediately following the activity, b) where the activity is emergency management, the absence is due to: i. regular training, ii. all emergency service responses, iii. reasonable rest time immediately following the activity, and iv. attendance at ceremonial duties. c) unless the activity is jury service – the employee’s absence is reasonable in all the circumstances. 211) the secretary may provide leave to an employee who is participating in a major international sporting event. further information on community service leave is available in the community service leave policy. long service leave 212) long service leave (lsl) will accrue and be available to eligible employees in accordance with the long service leave (commonwealth employees) act 1976. absences must be taken for a minimum of seven consecutive calendar days at full-pay or 14 consecutive calendar days at half-pay. the granting of such leave is subject to operational requirements. 213) lsl cannot be broken with any other leave, including absences on flex leave, christmas close down or public holidays except as provided for by the maternity leave (commonwealth employees) act 1973 and the personal/carers leave provisions of the agreement. parental leave maternity leave 214) eligible employees covered by this agreement will be entitled to maternity leave under the terms of the maternity leave (commonwealth employees) act 1973, including up to 12 weeks paid maternity leave for eligible employees. 215) at the employee’s request, the secretary will approve spreading the payment for the period of absence over a maximum period of 24 continuous weeks at a rate no less than half
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1729long service leavelong service leave 212) long service leave (lsl) will accrue and be available to eligible employees in accordance with the long service leave (commonwealth employees) act 1976. absences must be taken for a minimum of seven consecutive calendar days at full-pay or 14 consecutive calendar days at half-pay. the granting of such leave is subject to operational requirements. 213) lsl cannot be broken with any other leave, including absences on flex leave, christmas close down or public holidays except as provided for by the maternity leave (commonwealth employees) act 1973 and the personal/carers leave provisions of the agreement. parental leave maternity leave 214) eligible employees covered by this agreement will be entitled to maternity leave under the terms of the maternity leave (commonwealth employees) act 1973, including up to 12 weeks paid maternity leave for eligible employees. 215) at the employee’s request, the secretary will approve spreading the payment for the period of absence over a maximum period of 24 continuous weeks at a rate no less than half normal pay. the additional period of paid leave beyond the first 12 weeks of maternity leave page 40 as required by the maternity leave (commonwealth employees) act 1973 will not count as service for any purpose. additional leave 216) an eligible employee will also receive an additional two weeks paid leave to be taken immediately following the period of paid maternity leave provided for under the maternity leave (commonwealth employees) act 1973. the secretary will approve spreading the additional period over four weeks at a rate no less than half normal pay, however, leave that extends beyond two weeks does not count as service for any purpose. additional unpaid parental leave
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1730long service leave212) long service leave (lsl) will accrue and be available to eligible employees in accordance with the long service leave (commonwealth employees) act 1976. absences must be taken for a minimum of seven consecutive calendar days at full-pay or 14 consecutive calendar days at half-pay. the granting of such leave is subject to operational requirements. 213) lsl cannot be broken with any other leave, including absences on flex leave, christmas close down or public holidays except as provided for by the maternity leave (commonwealth employees) act 1973 and the personal/carers leave provisions of the agreement. parental leave maternity leave 214) eligible employees covered by this agreement will be entitled to maternity leave under the terms of the maternity leave (commonwealth employees) act 1973, including up to 12 weeks paid maternity leave for eligible employees. 215) at the employee’s request, the secretary will approve spreading the payment for the period of absence over a maximum period of 24 continuous weeks at a rate no less than half normal pay. the additional period of paid leave beyond the first 12 weeks of maternity leave page 40 as required by the maternity leave (commonwealth employees) act 1973 will not count as service for any purpose. additional leave 216) an eligible employee will also receive an additional two weeks paid leave to be taken immediately following the period of paid maternity leave provided for under the maternity leave (commonwealth employees) act 1973. the secretary will approve spreading the additional period over four weeks at a rate no less than half normal pay, however, leave that extends beyond two weeks does not count as service for any purpose. additional unpaid parental leave 217) an employee who has completed at least 12 months of continuous service with the
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1731long service leaveaccordance with the long service leave (commonwealth employees) act 1976. absences must be taken for a minimum of seven consecutive calendar days at full-pay or 14 consecutive calendar days at half-pay. the granting of such leave is subject to operational requirements. 213) lsl cannot be broken with any other leave, including absences on flex leave, christmas close down or public holidays except as provided for by the maternity leave (commonwealth employees) act 1973 and the personal/carers leave provisions of the agreement. parental leave maternity leave 214) eligible employees covered by this agreement will be entitled to maternity leave under the terms of the maternity leave (commonwealth employees) act 1973, including up to 12 weeks paid maternity leave for eligible employees. 215) at the employee’s request, the secretary will approve spreading the payment for the period of absence over a maximum period of 24 continuous weeks at a rate no less than half normal pay. the additional period of paid leave beyond the first 12 weeks of maternity leave page 40 as required by the maternity leave (commonwealth employees) act 1973 will not count as service for any purpose. additional leave 216) an eligible employee will also receive an additional two weeks paid leave to be taken immediately following the period of paid maternity leave provided for under the maternity leave (commonwealth employees) act 1973. the secretary will approve spreading the additional period over four weeks at a rate no less than half normal pay, however, leave that extends beyond two weeks does not count as service for any purpose. additional unpaid parental leave 217) an employee who has completed at least 12 months of continuous service with the aps immediately before making an application for twelve months unpaid parental leave (the
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1736maternity leavechristmas close down or public holidays except as provided for by the maternity leave (commonwealth employees) act 1973 and the personal/carers leave provisions of the agreement. parental leave maternity leave 214) eligible employees covered by this agreement will be entitled to maternity leave under the terms of the maternity leave (commonwealth employees) act 1973, including up to 12 weeks paid maternity leave for eligible employees. 215) at the employee’s request, the secretary will approve spreading the payment for the period of absence over a maximum period of 24 continuous weeks at a rate no less than half normal pay. the additional period of paid leave beyond the first 12 weeks of maternity leave page 40 as required by the maternity leave (commonwealth employees) act 1973 will not count as service for any purpose. additional leave 216) an eligible employee will also receive an additional two weeks paid leave to be taken immediately following the period of paid maternity leave provided for under the maternity leave (commonwealth employees) act 1973. the secretary will approve spreading the additional period over four weeks at a rate no less than half normal pay, however, leave that extends beyond two weeks does not count as service for any purpose. additional unpaid parental leave 217) an employee who has completed at least 12 months of continuous service with the aps immediately before making an application for twelve months unpaid parental leave (the first period) to care for a new born or newly adopted or foster child may request, at the completion of the first period, an additional period of unpaid parental leave of up to 12 months in accordance with the fw act. 218) taking unpaid parental leave does not prevent an eligible employee from accessing other types of paid leave (other than paid personal/carers leave, compassionate,
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1739parental leaveparental leave maternity leave 214) eligible employees covered by this agreement will be entitled to maternity leave under the terms of the maternity leave (commonwealth employees) act 1973, including up to 12 weeks paid maternity leave for eligible employees. 215) at the employee’s request, the secretary will approve spreading the payment for the period of absence over a maximum period of 24 continuous weeks at a rate no less than half normal pay. the additional period of paid leave beyond the first 12 weeks of maternity leave page 40 as required by the maternity leave (commonwealth employees) act 1973 will not count as service for any purpose. additional leave 216) an eligible employee will also receive an additional two weeks paid leave to be taken immediately following the period of paid maternity leave provided for under the maternity leave (commonwealth employees) act 1973. the secretary will approve spreading the additional period over four weeks at a rate no less than half normal pay, however, leave that extends beyond two weeks does not count as service for any purpose. additional unpaid parental leave 217) an employee who has completed at least 12 months of continuous service with the aps immediately before making an application for twelve months unpaid parental leave (the first period) to care for a new born or newly adopted or foster child may request, at the completion of the first period, an additional period of unpaid parental leave of up to 12 months in accordance with the fw act. 218) taking unpaid parental leave does not prevent an eligible employee from accessing other types of paid leave (other than paid personal/carers leave, compassionate, bereavement leave, and community service leave) in accordance with the fw act. if the employee does so, the taking of the other paid leave does not break the continuity of the period of unpaid parental leave.
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1740maternity leavematernity leave 214) eligible employees covered by this agreement will be entitled to maternity leave under the terms of the maternity leave (commonwealth employees) act 1973, including up to 12 weeks paid maternity leave for eligible employees. 215) at the employee’s request, the secretary will approve spreading the payment for the period of absence over a maximum period of 24 continuous weeks at a rate no less than half normal pay. the additional period of paid leave beyond the first 12 weeks of maternity leave page 40 as required by the maternity leave (commonwealth employees) act 1973 will not count as service for any purpose. additional leave 216) an eligible employee will also receive an additional two weeks paid leave to be taken immediately following the period of paid maternity leave provided for under the maternity leave (commonwealth employees) act 1973. the secretary will approve spreading the additional period over four weeks at a rate no less than half normal pay, however, leave that extends beyond two weeks does not count as service for any purpose. additional unpaid parental leave 217) an employee who has completed at least 12 months of continuous service with the aps immediately before making an application for twelve months unpaid parental leave (the first period) to care for a new born or newly adopted or foster child may request, at the completion of the first period, an additional period of unpaid parental leave of up to 12 months in accordance with the fw act. 218) taking unpaid parental leave does not prevent an eligible employee from accessing other types of paid leave (other than paid personal/carers leave, compassionate, bereavement leave, and community service leave) in accordance with the fw act. if the employee does so, the taking of the other paid leave does not break the continuity of the period of unpaid parental leave. 219)
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1741maternity leave214) eligible employees covered by this agreement will be entitled to maternity leave under the terms of the maternity leave (commonwealth employees) act 1973, including up to 12 weeks paid maternity leave for eligible employees. 215) at the employee’s request, the secretary will approve spreading the payment for the period of absence over a maximum period of 24 continuous weeks at a rate no less than half normal pay. the additional period of paid leave beyond the first 12 weeks of maternity leave page 40 as required by the maternity leave (commonwealth employees) act 1973 will not count as service for any purpose. additional leave 216) an eligible employee will also receive an additional two weeks paid leave to be taken immediately following the period of paid maternity leave provided for under the maternity leave (commonwealth employees) act 1973. the secretary will approve spreading the additional period over four weeks at a rate no less than half normal pay, however, leave that extends beyond two weeks does not count as service for any purpose. additional unpaid parental leave 217) an employee who has completed at least 12 months of continuous service with the aps immediately before making an application for twelve months unpaid parental leave (the first period) to care for a new born or newly adopted or foster child may request, at the completion of the first period, an additional period of unpaid parental leave of up to 12 months in accordance with the fw act. 218) taking unpaid parental leave does not prevent an eligible employee from accessing other types of paid leave (other than paid personal/carers leave, compassionate, bereavement leave, and community service leave) in accordance with the fw act. if the employee does so, the taking of the other paid leave does not break the continuity of the period of unpaid parental leave. 219)
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1742maternity leaveunder the terms of the maternity leave (commonwealth employees) act 1973, including up to 12 weeks paid maternity leave for eligible employees. 215) at the employee’s request, the secretary will approve spreading the payment for the period of absence over a maximum period of 24 continuous weeks at a rate no less than half normal pay. the additional period of paid leave beyond the first 12 weeks of maternity leave page 40 as required by the maternity leave (commonwealth employees) act 1973 will not count as service for any purpose. additional leave 216) an eligible employee will also receive an additional two weeks paid leave to be taken immediately following the period of paid maternity leave provided for under the maternity leave (commonwealth employees) act 1973. the secretary will approve spreading the additional period over four weeks at a rate no less than half normal pay, however, leave that extends beyond two weeks does not count as service for any purpose. additional unpaid parental leave 217) an employee who has completed at least 12 months of continuous service with the aps immediately before making an application for twelve months unpaid parental leave (the first period) to care for a new born or newly adopted or foster child may request, at the completion of the first period, an additional period of unpaid parental leave of up to 12 months in accordance with the fw act. 218) taking unpaid parental leave does not prevent an eligible employee from accessing other types of paid leave (other than paid personal/carers leave, compassionate, bereavement leave, and community service leave) in accordance with the fw act. if the employee does so, the taking of the other paid leave does not break the continuity of the period of unpaid parental leave. 219) unpaid parental leave does not count as service for any purpose.
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1743maternity leaveto 12 weeks paid maternity leave for eligible employees. 215) at the employee’s request, the secretary will approve spreading the payment for the period of absence over a maximum period of 24 continuous weeks at a rate no less than half normal pay. the additional period of paid leave beyond the first 12 weeks of maternity leave page 40 as required by the maternity leave (commonwealth employees) act 1973 will not count as service for any purpose. additional leave 216) an eligible employee will also receive an additional two weeks paid leave to be taken immediately following the period of paid maternity leave provided for under the maternity leave (commonwealth employees) act 1973. the secretary will approve spreading the additional period over four weeks at a rate no less than half normal pay, however, leave that extends beyond two weeks does not count as service for any purpose. additional unpaid parental leave 217) an employee who has completed at least 12 months of continuous service with the aps immediately before making an application for twelve months unpaid parental leave (the first period) to care for a new born or newly adopted or foster child may request, at the completion of the first period, an additional period of unpaid parental leave of up to 12 months in accordance with the fw act. 218) taking unpaid parental leave does not prevent an eligible employee from accessing other types of paid leave (other than paid personal/carers leave, compassionate, bereavement leave, and community service leave) in accordance with the fw act. if the employee does so, the taking of the other paid leave does not break the continuity of the period of unpaid parental leave. 219) unpaid parental leave does not count as service for any purpose.
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1746maternity leavenormal pay. the additional period of paid leave beyond the first 12 weeks of maternity leave page 40 as required by the maternity leave (commonwealth employees) act 1973 will not count as service for any purpose. additional leave 216) an eligible employee will also receive an additional two weeks paid leave to be taken immediately following the period of paid maternity leave provided for under the maternity leave (commonwealth employees) act 1973. the secretary will approve spreading the additional period over four weeks at a rate no less than half normal pay, however, leave that extends beyond two weeks does not count as service for any purpose. additional unpaid parental leave 217) an employee who has completed at least 12 months of continuous service with the aps immediately before making an application for twelve months unpaid parental leave (the first period) to care for a new born or newly adopted or foster child may request, at the completion of the first period, an additional period of unpaid parental leave of up to 12 months in accordance with the fw act. 218) taking unpaid parental leave does not prevent an eligible employee from accessing other types of paid leave (other than paid personal/carers leave, compassionate, bereavement leave, and community service leave) in accordance with the fw act. if the employee does so, the taking of the other paid leave does not break the continuity of the period of unpaid parental leave. 219) unpaid parental leave does not count as service for any purpose. further information on parental leave is available in the parental leave policy. special maternity leave 220) where an employee who has at least 12 months continuous service with the aps
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1750maternity leaveas required by the maternity leave (commonwealth employees) act 1973 will not count as service for any purpose. additional leave 216) an eligible employee will also receive an additional two weeks paid leave to be taken immediately following the period of paid maternity leave provided for under the maternity leave (commonwealth employees) act 1973. the secretary will approve spreading the additional period over four weeks at a rate no less than half normal pay, however, leave that extends beyond two weeks does not count as service for any purpose. additional unpaid parental leave 217) an employee who has completed at least 12 months of continuous service with the aps immediately before making an application for twelve months unpaid parental leave (the first period) to care for a new born or newly adopted or foster child may request, at the completion of the first period, an additional period of unpaid parental leave of up to 12 months in accordance with the fw act. 218) taking unpaid parental leave does not prevent an eligible employee from accessing other types of paid leave (other than paid personal/carers leave, compassionate, bereavement leave, and community service leave) in accordance with the fw act. if the employee does so, the taking of the other paid leave does not break the continuity of the period of unpaid parental leave. 219) unpaid parental leave does not count as service for any purpose. further information on parental leave is available in the parental leave policy. special maternity leave 220) where an employee who has at least 12 months continuous service with the aps experiences a pregnancy-related illness, or if the pregnancy ends within 28 weeks of the expected birth, the employee will be granted paid personal leave for any period of leave supported by a medical certificate. if personal leave credits are exhausted, the remainder of leave will be unpaid in accordance with section 80 of the fw act. unpaid special maternity
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1754maternity leaveimmediately following the period of paid maternity leave provided for under the maternity leave (commonwealth employees) act 1973. the secretary will approve spreading the additional period over four weeks at a rate no less than half normal pay, however, leave that extends beyond two weeks does not count as service for any purpose. additional unpaid parental leave 217) an employee who has completed at least 12 months of continuous service with the aps immediately before making an application for twelve months unpaid parental leave (the first period) to care for a new born or newly adopted or foster child may request, at the completion of the first period, an additional period of unpaid parental leave of up to 12 months in accordance with the fw act. 218) taking unpaid parental leave does not prevent an eligible employee from accessing other types of paid leave (other than paid personal/carers leave, compassionate, bereavement leave, and community service leave) in accordance with the fw act. if the employee does so, the taking of the other paid leave does not break the continuity of the period of unpaid parental leave. 219) unpaid parental leave does not count as service for any purpose. further information on parental leave is available in the parental leave policy. special maternity leave 220) where an employee who has at least 12 months continuous service with the aps experiences a pregnancy-related illness, or if the pregnancy ends within 28 weeks of the expected birth, the employee will be granted paid personal leave for any period of leave supported by a medical certificate. if personal leave credits are exhausted, the remainder of leave will be unpaid in accordance with section 80 of the fw act. unpaid special maternity leave will count as service for all purposes. 221) special maternity leave will operate in conjunction with entitlements under the maternity leave (commonwealth employees) act 1973. parental (partner) leave
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1758parental leaveadditional unpaid parental leave 217) an employee who has completed at least 12 months of continuous service with the aps immediately before making an application for twelve months unpaid parental leave (the first period) to care for a new born or newly adopted or foster child may request, at the completion of the first period, an additional period of unpaid parental leave of up to 12 months in accordance with the fw act. 218) taking unpaid parental leave does not prevent an eligible employee from accessing other types of paid leave (other than paid personal/carers leave, compassionate, bereavement leave, and community service leave) in accordance with the fw act. if the employee does so, the taking of the other paid leave does not break the continuity of the period of unpaid parental leave. 219) unpaid parental leave does not count as service for any purpose. further information on parental leave is available in the parental leave policy. special maternity leave 220) where an employee who has at least 12 months continuous service with the aps experiences a pregnancy-related illness, or if the pregnancy ends within 28 weeks of the expected birth, the employee will be granted paid personal leave for any period of leave supported by a medical certificate. if personal leave credits are exhausted, the remainder of leave will be unpaid in accordance with section 80 of the fw act. unpaid special maternity leave will count as service for all purposes. 221) special maternity leave will operate in conjunction with entitlements under the maternity leave (commonwealth employees) act 1973. parental (partner) leave 222) within 12 months of the birth, fostering or adoption of a child, an employee who is the child’s non-primary care giver and stands in a domestic or household relationship with the child is entitled to be granted four weeks paid parental leave, and unpaid parental leave up to a total absence of 52 weeks.
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1760parental leaveaps immediately before making an application for twelve months unpaid parental leave (the first period) to care for a new born or newly adopted or foster child may request, at the completion of the first period, an additional period of unpaid parental leave of up to 12 months in accordance with the fw act. 218) taking unpaid parental leave does not prevent an eligible employee from accessing other types of paid leave (other than paid personal/carers leave, compassionate, bereavement leave, and community service leave) in accordance with the fw act. if the employee does so, the taking of the other paid leave does not break the continuity of the period of unpaid parental leave. 219) unpaid parental leave does not count as service for any purpose. further information on parental leave is available in the parental leave policy. special maternity leave 220) where an employee who has at least 12 months continuous service with the aps experiences a pregnancy-related illness, or if the pregnancy ends within 28 weeks of the expected birth, the employee will be granted paid personal leave for any period of leave supported by a medical certificate. if personal leave credits are exhausted, the remainder of leave will be unpaid in accordance with section 80 of the fw act. unpaid special maternity leave will count as service for all purposes. 221) special maternity leave will operate in conjunction with entitlements under the maternity leave (commonwealth employees) act 1973. parental (partner) leave 222) within 12 months of the birth, fostering or adoption of a child, an employee who is the child’s non-primary care giver and stands in a domestic or household relationship with the child is entitled to be granted four weeks paid parental leave, and unpaid parental leave up to a total absence of 52 weeks. 223) the secretary may approve leave for a non-primary care giver not residing with the child.
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1762parental leavecompletion of the first period, an additional period of unpaid parental leave of up to 12 months in accordance with the fw act. 218) taking unpaid parental leave does not prevent an eligible employee from accessing other types of paid leave (other than paid personal/carers leave, compassionate, bereavement leave, and community service leave) in accordance with the fw act. if the employee does so, the taking of the other paid leave does not break the continuity of the period of unpaid parental leave. 219) unpaid parental leave does not count as service for any purpose. further information on parental leave is available in the parental leave policy. special maternity leave 220) where an employee who has at least 12 months continuous service with the aps experiences a pregnancy-related illness, or if the pregnancy ends within 28 weeks of the expected birth, the employee will be granted paid personal leave for any period of leave supported by a medical certificate. if personal leave credits are exhausted, the remainder of leave will be unpaid in accordance with section 80 of the fw act. unpaid special maternity leave will count as service for all purposes. 221) special maternity leave will operate in conjunction with entitlements under the maternity leave (commonwealth employees) act 1973. parental (partner) leave 222) within 12 months of the birth, fostering or adoption of a child, an employee who is the child’s non-primary care giver and stands in a domestic or household relationship with the child is entitled to be granted four weeks paid parental leave, and unpaid parental leave up to a total absence of 52 weeks. 223) the secretary may approve leave for a non-primary care giver not residing with the child. page 41
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1764parental leave218) taking unpaid parental leave does not prevent an eligible employee from accessing other types of paid leave (other than paid personal/carers leave, compassionate, bereavement leave, and community service leave) in accordance with the fw act. if the employee does so, the taking of the other paid leave does not break the continuity of the period of unpaid parental leave. 219) unpaid parental leave does not count as service for any purpose. further information on parental leave is available in the parental leave policy. special maternity leave 220) where an employee who has at least 12 months continuous service with the aps experiences a pregnancy-related illness, or if the pregnancy ends within 28 weeks of the expected birth, the employee will be granted paid personal leave for any period of leave supported by a medical certificate. if personal leave credits are exhausted, the remainder of leave will be unpaid in accordance with section 80 of the fw act. unpaid special maternity leave will count as service for all purposes. 221) special maternity leave will operate in conjunction with entitlements under the maternity leave (commonwealth employees) act 1973. parental (partner) leave 222) within 12 months of the birth, fostering or adoption of a child, an employee who is the child’s non-primary care giver and stands in a domestic or household relationship with the child is entitled to be granted four weeks paid parental leave, and unpaid parental leave up to a total absence of 52 weeks. 223) the secretary may approve leave for a non-primary care giver not residing with the child. page 41 224) the secretary may approve spreading the period of paid leave over a maximum
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1768parental leaveperiod of unpaid parental leave. 219) unpaid parental leave does not count as service for any purpose. further information on parental leave is available in the parental leave policy. special maternity leave 220) where an employee who has at least 12 months continuous service with the aps experiences a pregnancy-related illness, or if the pregnancy ends within 28 weeks of the expected birth, the employee will be granted paid personal leave for any period of leave supported by a medical certificate. if personal leave credits are exhausted, the remainder of leave will be unpaid in accordance with section 80 of the fw act. unpaid special maternity leave will count as service for all purposes. 221) special maternity leave will operate in conjunction with entitlements under the maternity leave (commonwealth employees) act 1973. parental (partner) leave 222) within 12 months of the birth, fostering or adoption of a child, an employee who is the child’s non-primary care giver and stands in a domestic or household relationship with the child is entitled to be granted four weeks paid parental leave, and unpaid parental leave up to a total absence of 52 weeks. 223) the secretary may approve leave for a non-primary care giver not residing with the child. page 41 224) the secretary may approve spreading the period of paid leave over a maximum period of eight continuous weeks at a rate no less than half normal pay. leave that extends beyond four weeks does not count as service for any purpose. return to work after parental leave 225) on ending parental, maternity, adoption or foster leave, an employee is entitled to
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1771parental leaveunpaid parental leave does not count as service for any purpose. further information on parental leave is available in the parental leave policy. special maternity leave 220) where an employee who has at least 12 months continuous service with the aps experiences a pregnancy-related illness, or if the pregnancy ends within 28 weeks of the expected birth, the employee will be granted paid personal leave for any period of leave supported by a medical certificate. if personal leave credits are exhausted, the remainder of leave will be unpaid in accordance with section 80 of the fw act. unpaid special maternity leave will count as service for all purposes. 221) special maternity leave will operate in conjunction with entitlements under the maternity leave (commonwealth employees) act 1973. parental (partner) leave 222) within 12 months of the birth, fostering or adoption of a child, an employee who is the child’s non-primary care giver and stands in a domestic or household relationship with the child is entitled to be granted four weeks paid parental leave, and unpaid parental leave up to a total absence of 52 weeks. 223) the secretary may approve leave for a non-primary care giver not residing with the child. page 41 224) the secretary may approve spreading the period of paid leave over a maximum period of eight continuous weeks at a rate no less than half normal pay. leave that extends beyond four weeks does not count as service for any purpose. return to work after parental leave 225) on ending parental, maternity, adoption or foster leave, an employee is entitled to recommence the employee’s previous duties in accordance with the relevant provisions of the fw act. adoption or foster leave
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1773parental leavefurther information on parental leave is available in the parental leave policy. special maternity leave 220) where an employee who has at least 12 months continuous service with the aps experiences a pregnancy-related illness, or if the pregnancy ends within 28 weeks of the expected birth, the employee will be granted paid personal leave for any period of leave supported by a medical certificate. if personal leave credits are exhausted, the remainder of leave will be unpaid in accordance with section 80 of the fw act. unpaid special maternity leave will count as service for all purposes. 221) special maternity leave will operate in conjunction with entitlements under the maternity leave (commonwealth employees) act 1973. parental (partner) leave 222) within 12 months of the birth, fostering or adoption of a child, an employee who is the child’s non-primary care giver and stands in a domestic or household relationship with the child is entitled to be granted four weeks paid parental leave, and unpaid parental leave up to a total absence of 52 weeks. 223) the secretary may approve leave for a non-primary care giver not residing with the child. page 41 224) the secretary may approve spreading the period of paid leave over a maximum period of eight continuous weeks at a rate no less than half normal pay. leave that extends beyond four weeks does not count as service for any purpose. return to work after parental leave 225) on ending parental, maternity, adoption or foster leave, an employee is entitled to recommence the employee’s previous duties in accordance with the relevant provisions of the fw act. adoption or foster leave 226) within 12 months of the adoption or fostering of a child by an employee with 12 months or more continuous service in the aps, who will be the primary care giver, is entitled
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1774maternity leavespecial maternity leave 220) where an employee who has at least 12 months continuous service with the aps experiences a pregnancy-related illness, or if the pregnancy ends within 28 weeks of the expected birth, the employee will be granted paid personal leave for any period of leave supported by a medical certificate. if personal leave credits are exhausted, the remainder of leave will be unpaid in accordance with section 80 of the fw act. unpaid special maternity leave will count as service for all purposes. 221) special maternity leave will operate in conjunction with entitlements under the maternity leave (commonwealth employees) act 1973. parental (partner) leave 222) within 12 months of the birth, fostering or adoption of a child, an employee who is the child’s non-primary care giver and stands in a domestic or household relationship with the child is entitled to be granted four weeks paid parental leave, and unpaid parental leave up to a total absence of 52 weeks. 223) the secretary may approve leave for a non-primary care giver not residing with the child. page 41 224) the secretary may approve spreading the period of paid leave over a maximum period of eight continuous weeks at a rate no less than half normal pay. leave that extends beyond four weeks does not count as service for any purpose. return to work after parental leave 225) on ending parental, maternity, adoption or foster leave, an employee is entitled to recommence the employee’s previous duties in accordance with the relevant provisions of the fw act. adoption or foster leave 226) within 12 months of the adoption or fostering of a child by an employee with 12 months or more continuous service in the aps, who will be the primary care giver, is entitled to up to 14 weeks at full-pay for the purpose of adopting or a long-term and full-time foster
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1781maternity leave221) special maternity leave will operate in conjunction with entitlements under the maternity leave (commonwealth employees) act 1973. parental (partner) leave 222) within 12 months of the birth, fostering or adoption of a child, an employee who is the child’s non-primary care giver and stands in a domestic or household relationship with the child is entitled to be granted four weeks paid parental leave, and unpaid parental leave up to a total absence of 52 weeks. 223) the secretary may approve leave for a non-primary care giver not residing with the child. page 41 224) the secretary may approve spreading the period of paid leave over a maximum period of eight continuous weeks at a rate no less than half normal pay. leave that extends beyond four weeks does not count as service for any purpose. return to work after parental leave 225) on ending parental, maternity, adoption or foster leave, an employee is entitled to recommence the employee’s previous duties in accordance with the relevant provisions of the fw act. adoption or foster leave 226) within 12 months of the adoption or fostering of a child by an employee with 12 months or more continuous service in the aps, who will be the primary care giver, is entitled to up to 14 weeks at full-pay for the purpose of adopting or a long-term and full-time foster care of a child up to the age of 16, and unpaid leave up to a total period of 52 weeks. the paid leave may commence up to two weeks prior to assuming responsibility for the child. 227) the adopted or foster child must not be a child or step-child of the employee or the employee’s partner unless that child had not been in the custody and care of the employee or the employee’s partner for a significant period. 228)
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1782maternity leavematernity leave (commonwealth employees) act 1973. parental (partner) leave 222) within 12 months of the birth, fostering or adoption of a child, an employee who is the child’s non-primary care giver and stands in a domestic or household relationship with the child is entitled to be granted four weeks paid parental leave, and unpaid parental leave up to a total absence of 52 weeks. 223) the secretary may approve leave for a non-primary care giver not residing with the child. page 41 224) the secretary may approve spreading the period of paid leave over a maximum period of eight continuous weeks at a rate no less than half normal pay. leave that extends beyond four weeks does not count as service for any purpose. return to work after parental leave 225) on ending parental, maternity, adoption or foster leave, an employee is entitled to recommence the employee’s previous duties in accordance with the relevant provisions of the fw act. adoption or foster leave 226) within 12 months of the adoption or fostering of a child by an employee with 12 months or more continuous service in the aps, who will be the primary care giver, is entitled to up to 14 weeks at full-pay for the purpose of adopting or a long-term and full-time foster care of a child up to the age of 16, and unpaid leave up to a total period of 52 weeks. the paid leave may commence up to two weeks prior to assuming responsibility for the child. 227) the adopted or foster child must not be a child or step-child of the employee or the employee’s partner unless that child had not been in the custody and care of the employee or the employee’s partner for a significant period. 228) an employee is not entitled to both adoption and fostering leave for the same child.
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1786parental leavethe child is entitled to be granted four weeks paid parental leave, and unpaid parental leave up to a total absence of 52 weeks. 223) the secretary may approve leave for a non-primary care giver not residing with the child. page 41 224) the secretary may approve spreading the period of paid leave over a maximum period of eight continuous weeks at a rate no less than half normal pay. leave that extends beyond four weeks does not count as service for any purpose. return to work after parental leave 225) on ending parental, maternity, adoption or foster leave, an employee is entitled to recommence the employee’s previous duties in accordance with the relevant provisions of the fw act. adoption or foster leave 226) within 12 months of the adoption or fostering of a child by an employee with 12 months or more continuous service in the aps, who will be the primary care giver, is entitled to up to 14 weeks at full-pay for the purpose of adopting or a long-term and full-time foster care of a child up to the age of 16, and unpaid leave up to a total period of 52 weeks. the paid leave may commence up to two weeks prior to assuming responsibility for the child. 227) the adopted or foster child must not be a child or step-child of the employee or the employee’s partner unless that child had not been in the custody and care of the employee or the employee’s partner for a significant period. 228) an employee is not entitled to both adoption and fostering leave for the same child. 229) the secretary may approve spreading the period of paid leave over a maximum period of 28 continuous weeks at a rate no less than half normal pay. 230) where an employee elects to take paid adoption or fostering leave at half-pay, a
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1796parental leavereturn to work after parental leave 225) on ending parental, maternity, adoption or foster leave, an employee is entitled to recommence the employee’s previous duties in accordance with the relevant provisions of the fw act. adoption or foster leave 226) within 12 months of the adoption or fostering of a child by an employee with 12 months or more continuous service in the aps, who will be the primary care giver, is entitled to up to 14 weeks at full-pay for the purpose of adopting or a long-term and full-time foster care of a child up to the age of 16, and unpaid leave up to a total period of 52 weeks. the paid leave may commence up to two weeks prior to assuming responsibility for the child. 227) the adopted or foster child must not be a child or step-child of the employee or the employee’s partner unless that child had not been in the custody and care of the employee or the employee’s partner for a significant period. 228) an employee is not entitled to both adoption and fostering leave for the same child. 229) the secretary may approve spreading the period of paid leave over a maximum period of 28 continuous weeks at a rate no less than half normal pay. 230) where an employee elects to take paid adoption or fostering leave at half-pay, a maximum of 14 weeks counts as service for all purposes. 231) the provisions of clauses 222 to 230 also apply to a child who is subject to a permanent care order made by an australian court or under australian legislation. 232) for the purposes of this clause, ‘continuous service’ has the same meaning as eligible service recognised under the maternity leave (commonwealth employees) act 1973. pre-adoption leave 233) employees in the process of adopting or fostering of a child may take up to two days paid leave to attend any interviews or examinations required to obtain adoption or foster care approval. family care rooms
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1820maternity leaveservice recognised under the maternity leave (commonwealth employees) act 1973. pre-adoption leave 233) employees in the process of adopting or fostering of a child may take up to two days paid leave to attend any interviews or examinations required to obtain adoption or foster care approval. family care rooms 234) the secretary will provide ad hoc access to family care facilities to provide a resource for employees to carry out aspects of their normal duties while caring for dependants, as an alternative to taking leave. facilities for breastfeeding 235) the secretary will provide appropriate facilities for mothers to undertake breastfeeding, lactation and associated activities in the workplace. page 42 further information is available in the lactation breaks, family care rooms and breastfeeding facilities policy. family and domestic violence 236) the department is committed to supporting employees experiencing family and domestic violence. employees are encouraged to discuss which avenues of support are available to them with their manager or human resources. 237) leave is available to employees experiencing family and domestic violence, or to provide support to a member of their family who is experiencing family and domestic violence. for the purposes of clauses 236 to 241, family and domestic violence has the same meaning as ‘family violence’ in the family law act 1975. employees can apply for paid or unpaid miscellaneous leave or utilise personal/carers leave to cover absences for the purpose of, but not limited to: a) illness or injury resulting from family and domestic violence; b) providing care or support to a family or household member who is ill or injured as a result of family and domestic violence;
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1913salary advancementhigher position. the increment point attained through salary advancement in previous periods of hda at that classification level will be at least maintained. payment for partial performance 248) where the full duties of the position are not being undertaken, the employee and the secretary may agree to payment at a point in a classification below that of the higher duties position. public holidays or leave 249) an employee on hda who is granted paid leave or who observes a public holiday will continue to receive hda payment, having regard to the provisions of this section, during the employee’s absence. hda will not be paid beyond the date on which the employee would have ceased the period of acting had the employee not been absent. where the period of leave is paid at less than full-pay, payment of hda will be made on a pro-rata basis. page 45 further information on temporary reassignment of duties and hda is available in the temporary reassignment of duties (higher duties and temporary transfer) policy. right of review 250) the sole and exhaustive rights and remedies of an employee in relation to termination of employment are those that the employee has under: l) parts 3-1 and 3-2 of the fw act, m) other commonwealth laws, and n) common law. 251) termination of, or a decision to terminate, employment cannot be reviewed under the review of actions framework or dispute resolution procedure outlined in this agreement. 252) nothing in the agreement prevents the secretary from terminating the employment of an employee for serious misconduct, without further notice or payment in lieu, in accordance with the fw act subject to compliance with the procedures established by the secretary for determining whether an employee has breached the code of conduct under
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt1952long service leaveor retirement. long service leave credits will be paid out in accordance with the long service leave act (commonwealth employees) 1976. page 46 part h - redeployment, reduction & retrenchment (rrr) excess employees definition 255) an employee is ‘excess’ when: a) they are included in a group of employees in the department, comprising a greater number than is necessary for the efficient and economical working of the department, b) due to technological or other changes in the work methods of the department, or structural or other changes in the nature, extent or organisation of the functions of the department, the services of the employee cannot be effectively used, or c) the duties usually performed by the employee are to be performed at a different locality and the employee is not willing to perform those duties at the new locality, and the secretary has determined that the provisions of this clause may apply to that employee. eligible employee 256) the provisions of this part do not apply to non-ongoing employees, employees who are on probation or employees who are still within the minimum employment period as defined in the fw act. secretary’s powers 257) the powers of the secretary with regard to excess employees allow the secretary to: a) reassign duties to an employee within the department and determine the place at which the duties are performed, b) consider options for redeployment of the employee to another aps agency, c) reduce the classification level of an employee on the grounds that the employee
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt2066long service leaveb) government service as defined in section 10 of the long service leave (commonwealth employees) act 1976, c) service with the commonwealth (other than service with a joint commonwealth/state body or a body corporate in which the commonwealth does not have a controlling interest) which is recognised for long service leave purposes, d) service with the australian defence forces, e) aps service immediately preceding deemed resignation under the then section 49 (as repealed in 1966) of the repealed public service act 1922, if the service has not previously been recognised for redundancy pay purposes, and f) service in another organisation where an employee was transferred from the aps to that organisation with a transfer of function or an employee engaged by that organisation on work within a function is appointed as a result of the transfer of that function to the aps and such service is recognised for long service leave purposes. service not to count 273) having regard to clause 272, any period of service which ceased: a) through termination on the following grounds, or on a ground equivalent to any of the following grounds: i. the employee lacks, or has lost, an essential qualification for performing the employee’s duties, or ii. non-performance, or unsatisfactory performance, of duties, or iii. inability to perform duties because of physical or mental incapacity, or iv. failure to satisfactorily complete an entry level training course, or v. failure to meet a condition imposed under subsection 22(6) of the ps act or page 49 vi. a breach of the code of conduct, or b) on a ground equivalent to a ground listed in subparagraph (a) above under the repealed public service act 1922, or
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt2070long service leavedoes not have a controlling interest) which is recognised for long service leave purposes, d) service with the australian defence forces, e) aps service immediately preceding deemed resignation under the then section 49 (as repealed in 1966) of the repealed public service act 1922, if the service has not previously been recognised for redundancy pay purposes, and f) service in another organisation where an employee was transferred from the aps to that organisation with a transfer of function or an employee engaged by that organisation on work within a function is appointed as a result of the transfer of that function to the aps and such service is recognised for long service leave purposes. service not to count 273) having regard to clause 272, any period of service which ceased: a) through termination on the following grounds, or on a ground equivalent to any of the following grounds: i. the employee lacks, or has lost, an essential qualification for performing the employee’s duties, or ii. non-performance, or unsatisfactory performance, of duties, or iii. inability to perform duties because of physical or mental incapacity, or iv. failure to satisfactorily complete an entry level training course, or v. failure to meet a condition imposed under subsection 22(6) of the ps act or page 49 vi. a breach of the code of conduct, or b) on a ground equivalent to a ground listed in subparagraph (a) above under the repealed public service act 1922, or c) through voluntary retrenchment at or above the minimum retiring age applicable to the employee, or d) with the payment of a redundancy benefit or similar payment or an employerfinanced retirement benefit, will not count as service for severance benefit purposes.
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt2079long service leavethat function to the aps and such service is recognised for long service leave purposes. service not to count 273) having regard to clause 272, any period of service which ceased: a) through termination on the following grounds, or on a ground equivalent to any of the following grounds: i. the employee lacks, or has lost, an essential qualification for performing the employee’s duties, or ii. non-performance, or unsatisfactory performance, of duties, or iii. inability to perform duties because of physical or mental incapacity, or iv. failure to satisfactorily complete an entry level training course, or v. failure to meet a condition imposed under subsection 22(6) of the ps act or page 49 vi. a breach of the code of conduct, or b) on a ground equivalent to a ground listed in subparagraph (a) above under the repealed public service act 1922, or c) through voluntary retrenchment at or above the minimum retiring age applicable to the employee, or d) with the payment of a redundancy benefit or similar payment or an employerfinanced retirement benefit, will not count as service for severance benefit purposes. 274) absences from work which do not count as service for any purpose will not count as service for severance benefit purposes. part-time service 275) the severance benefit will be calculated on a pro-rata basis for any period where an employee has worked part-time hours during the employee’s period of service and the employee has less than 24 years full-time service. severance benefit - rate of payment 276) for the purpose of calculating any payment under this clause, salary will include: a) the employee's salary, or
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt2143traveltravel expenses incurred 282) the excess employee may request assistance in meeting reasonable travel and incidental expenses incurred in seeking alternative employment where these expenses are not met by a prospective employer. retirement during retention period 283) where the secretary believes there is insufficient productive work available for an excess employee during the retention period, the secretary may terminate the employee’s employment under section 29 of the ps act, and pay a lump sum comprising: a) the balance of the retention period (as shortened for the nes) under clauses 277 and 278 and this payment will be taken to include the payment in lieu of notice of termination of employment, plus b) the employee’s nes entitlement to redundancy pay. must receive offer of voluntary retrenchment 284) an excess employee will not be retrenched involuntarily where the employee: a) has not been invited to elect to be voluntarily retrenched or b) has elected to be voluntarily retrenched but the secretary has refused to approve it. notice period 285) an excess employee will be given four weeks’ notice (or five weeks’ notice for an employee over 45 years of age with at least five years of continuous service) where it is proposed that the employee will be involuntarily terminated under section 29 of the ps act. reduction in classification 286) during a retention period, the secretary: a) will continue to take reasonable steps to find alternative employment for the excess employee and/or b) may, with four weeks’ notice, reduce the excess employee's classification as a means of securing alternative employment for the excess employee. income maintenance as a result of reduction in classification 287) where an excess employee is reduced in classification before the end of the appropriate retention period, the employee will continue to be paid at the employee’s
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt2144travel282) the excess employee may request assistance in meeting reasonable travel and incidental expenses incurred in seeking alternative employment where these expenses are not met by a prospective employer. retirement during retention period 283) where the secretary believes there is insufficient productive work available for an excess employee during the retention period, the secretary may terminate the employee’s employment under section 29 of the ps act, and pay a lump sum comprising: a) the balance of the retention period (as shortened for the nes) under clauses 277 and 278 and this payment will be taken to include the payment in lieu of notice of termination of employment, plus b) the employee’s nes entitlement to redundancy pay. must receive offer of voluntary retrenchment 284) an excess employee will not be retrenched involuntarily where the employee: a) has not been invited to elect to be voluntarily retrenched or b) has elected to be voluntarily retrenched but the secretary has refused to approve it. notice period 285) an excess employee will be given four weeks’ notice (or five weeks’ notice for an employee over 45 years of age with at least five years of continuous service) where it is proposed that the employee will be involuntarily terminated under section 29 of the ps act. reduction in classification 286) during a retention period, the secretary: a) will continue to take reasonable steps to find alternative employment for the excess employee and/or b) may, with four weeks’ notice, reduce the excess employee's classification as a means of securing alternative employment for the excess employee. income maintenance as a result of reduction in classification 287) where an excess employee is reduced in classification before the end of the appropriate retention period, the employee will continue to be paid at the employee’s previous level for the balance of the retention period with the exception of reductions in
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt2183salary advancement289) the pds provides the basis for individual salary advancement through salary ranges for the employee’s current classification. 290) the principles of the pds include: a) employees and managers have a joint responsibility to actively participate in, and contribute to, the pds development and assessment process, b) all stages of the pds process should be discussed and agreed by the employee and their manager, c) the pds will operate in accordance with the department’s workplace diversity programmes, and d) there should be no surprises for employees in regard to a manager’s performance expectations or appraisal of their performance, with feedback regarding an employee’s performance part of ongoing activities, including the opportunity for informal upwards feedback. four week improvement period 291) an employee will be provided a minimum of four weeks, prior to the end of cycle assessment, to improve the employee’s performance where it is below the performance standards. formal assessment points 292) the pds has two formal assessment points: a) one at the mid-cycle in february, and b) one at the end of the cycle in july. further information on the pds is available in the performance development scheme policy. managing underperformance performance standards 293) employees are expected, as a minimum, to maintain a satisfactory performance standard under the pds. principles 294) in addressing underperformance the policy is designed to: a) be timely and effective, b) restore performance of the employee to the required standard,
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt2228professional developmentcontinuing professional development professional appointments with mandatory qualifications 296) the department will provide to an employee who the department requires to hold mandatory qualifications: a) access to relevant training, or b) on application, meet the reasonable costs of continuing professional development. 297) where an employee has received a professional development allowance (pda), that pda must be used entirely before an application under clause 296 b) is made. commonwealth nursing officers (cnos) 298) to assist with maintaining professional registration standards and undertaking their professional roles, cnos will receive a pda of $2226 per annum paid fortnightly. treatment of this allowance for particular purposes is at attachment b. medical officers – professional development 299) medical officers are eligible to receive a pda of $5035 each financial year on a reimbursement basis, to assist in attaining and maintaining work-relevant agreed skills and knowledge. 300) part-time medical officers will have access to the full amount of pda. the allowance will be available pro-rata for medical officers commencing service part way through a financial year. 301) the allowance rate may be increased by the secretary in circumstances where it is agreed that the standard amount is insufficient to meet relevant and approved professional development. 302) as part of the pds process, medical officers will identify their learning and development needs as agreed with their manager. where medical officers attend training or courses identified on their individual development plan, they will be considered to be on duty and no leave application is required. 303) in addition, attendance at conferences and seminars may be granted by the secretary where it is directly relevant to the medical officer’s current role, and having regard to any necessary medical registration or medical college requirements and
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt2235professional development297) where an employee has received a professional development allowance (pda), that pda must be used entirely before an application under clause 296 b) is made. commonwealth nursing officers (cnos) 298) to assist with maintaining professional registration standards and undertaking their professional roles, cnos will receive a pda of $2226 per annum paid fortnightly. treatment of this allowance for particular purposes is at attachment b. medical officers – professional development 299) medical officers are eligible to receive a pda of $5035 each financial year on a reimbursement basis, to assist in attaining and maintaining work-relevant agreed skills and knowledge. 300) part-time medical officers will have access to the full amount of pda. the allowance will be available pro-rata for medical officers commencing service part way through a financial year. 301) the allowance rate may be increased by the secretary in circumstances where it is agreed that the standard amount is insufficient to meet relevant and approved professional development. 302) as part of the pds process, medical officers will identify their learning and development needs as agreed with their manager. where medical officers attend training or courses identified on their individual development plan, they will be considered to be on duty and no leave application is required. 303) in addition, attendance at conferences and seminars may be granted by the secretary where it is directly relevant to the medical officer’s current role, and having regard to any necessary medical registration or medical college requirements and page 53 operational requirements. in these circumstances, the absence will be treated the same as for attendance at approved training or courses. right to medical practice through outside employment 304) where approved, medical officers may engage in outside medical practice to a maximum of half-a-day per week (averaged over a 12 month period) during normal working
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt2241professional developmentmedical officers – professional development 299) medical officers are eligible to receive a pda of $5035 each financial year on a reimbursement basis, to assist in attaining and maintaining work-relevant agreed skills and knowledge. 300) part-time medical officers will have access to the full amount of pda. the allowance will be available pro-rata for medical officers commencing service part way through a financial year. 301) the allowance rate may be increased by the secretary in circumstances where it is agreed that the standard amount is insufficient to meet relevant and approved professional development. 302) as part of the pds process, medical officers will identify their learning and development needs as agreed with their manager. where medical officers attend training or courses identified on their individual development plan, they will be considered to be on duty and no leave application is required. 303) in addition, attendance at conferences and seminars may be granted by the secretary where it is directly relevant to the medical officer’s current role, and having regard to any necessary medical registration or medical college requirements and page 53 operational requirements. in these circumstances, the absence will be treated the same as for attendance at approved training or courses. right to medical practice through outside employment 304) where approved, medical officers may engage in outside medical practice to a maximum of half-a-day per week (averaged over a 12 month period) during normal working hours, with no adjustment to salary. 305) medical officers may access up to an additional four half-days per month during normal working hours for outside medical practice subject to operational requirements and the agreement of the manager and the chief medical officer or principal medical advisor of the therapeutic goods authority (tga) (as appropriate). this additional time will be taken as leave without pay or ‘made up’ at another time.
enterprise-agreement-ea-department-of-health-enterprise-agreement-2019-to-2022_0.txt3462overtimecalculation of overtime salary higher duties allowance included in income maintenance for excess employees included in salary for calculation of retrenchment severance payments included in salary for payment in lieu of notice of termination of employment payment in lieu of long service leave counts as salary for superannuation purposes (css and pssdb only. members of other superannuation funds refer to clauses 32 to 34) attachment b – recognition of allowances for particular purposes
NEMA non-SES Employment Determination 2022.txt147long service leavelong service leave (commonwealth employees) act 1976; • maternity leave (commonwealth employees) act 1973; • military rehabilitation and compensation act 2014; • parliamentary service act 1999; • public employment (consequential and transitional) amendment act 1999; • safety, rehabilitation and compensation act 1988; • social security act 1991; • superannuation act 1976;
NEMA non-SES Employment Determination 2022.txt151maternity leavematernity leave (commonwealth employees) act 1973; • military rehabilitation and compensation act 2014; • parliamentary service act 1999; • public employment (consequential and transitional) amendment act 1999; • safety, rehabilitation and compensation act 1988; • social security act 1991; • superannuation act 1976; • superannuation act 1990;
NEMA non-SES Employment Determination 2022.txt557study leavepaid study leave of up to six (6) hours per week. 6 section 4 – hours of work and flexible working arrangements flexible working arrangements 37. employees may request flexible working arrangements such as compressed hours, working from home, part-time, or job sharing to enable them to balance their work and personal lives. 38. the agency is committed to supporting and promoting flexible working arrangements. the agency head will consider requests for flexible working arrangements in the context of the employee's personal circumstances, operational requirements, providing fair workloads, and with the understanding that the employee's performance should be assessed on the outcomes that are achieved not how many hours are worked or where. 39. without limiting an employee’s ability to request flexible working arrangements under clauses 37 and 38, where certain circumstances outlined in the national employment standards apply to an employee, that employee can formally request flexible working arrangements because of those circumstances. more details are available in division 4 of part 2-2 of the fair work act 2009. 40. where the agency head approves an employee to work from home, or other flexible work arrangement, the agency will meet reasonable costs of supplying and maintaining the agreed necessary equipment and materials. hours of work – non-shift workers 41. full-time employees are required to work 7 hours and 36 minutes per day, being a total of 38 hours per week and 152 hours per four week settlement period. this time is made up of: a. ordinary hours of work of 7 hours and 21 minutes per day, being a total of 36 hours and 45 minutes per week and 147 hours per four week settlement period; and b.
NEMA non-SES Employment Determination 2022.txt590overtimepayment for this additional time, including any overtime payable under the aps award. the additional time is treated as part of an employee's ordinary hours for all purposes under this determination. 42. the default span of hours (bandwidth) during which an employee may work their ordinary hours is 8.00 am to 6.00 pm, monday to friday. 43. if the agency head agrees that an employee can perform part of their ordinary hours between 7.00 am and 8.00 am or 6.00 pm and 7.00 pm on a day, the employee's salary rate includes payment for the performance of work during those periods, including any overtime or shift penalties payable under the aps award. the time worked in that period will be treated as part of the employee's ordinary hours of work for all purposes under the determination. 44. an employee’s ordinary hours are those hours and time, within the agreed bandwidth, that the employee works on a regular basis, as agreed by the employee’s manager. 45. standard attendance hours for full-time employees are 7 hours and 36 minutes from 8.30 am to 12.30 pm and 1.30 pm to 5.06 pm, monday to friday. standard attendance hours will apply: • if an employee and their manager cannot agree on a pattern of hours; or • if an employee’s manager reasonably considers that the employee’s attendance is unsatisfactory. 7 hours of work – shift workers 46. shift workers are required to work ordinary hours of 7 hours and 36 minutes per day, being a total of 38 hours per week and 152 hours per four week settlement period averaged over a period of up to 28 days or the employee's roster cycle (whichever is longer). the ordinary hours must be worked continuously except for breaks.
NEMA non-SES Employment Determination 2022.txt594bandwidth42. the default span of hours (bandwidth) during which an employee may work their ordinary hours is 8.00 am to 6.00 pm, monday to friday. 43. if the agency head agrees that an employee can perform part of their ordinary hours between 7.00 am and 8.00 am or 6.00 pm and 7.00 pm on a day, the employee's salary rate includes payment for the performance of work during those periods, including any overtime or shift penalties payable under the aps award. the time worked in that period will be treated as part of the employee's ordinary hours of work for all purposes under the determination. 44. an employee’s ordinary hours are those hours and time, within the agreed bandwidth, that the employee works on a regular basis, as agreed by the employee’s manager. 45. standard attendance hours for full-time employees are 7 hours and 36 minutes from 8.30 am to 12.30 pm and 1.30 pm to 5.06 pm, monday to friday. standard attendance hours will apply: • if an employee and their manager cannot agree on a pattern of hours; or • if an employee’s manager reasonably considers that the employee’s attendance is unsatisfactory. 7 hours of work – shift workers 46. shift workers are required to work ordinary hours of 7 hours and 36 minutes per day, being a total of 38 hours per week and 152 hours per four week settlement period averaged over a period of up to 28 days or the employee's roster cycle (whichever is longer). the ordinary hours must be worked continuously except for breaks. 47. except at regular changeover of shifts, an employee must not be required to work more than one shift in each 24 hours. 48. shift rosters must specify the commencing and finishing times of ordinary working hours of the respective shifts.
NEMA non-SES Employment Determination 2022.txt598overtimepayment for the performance of work during those periods, including any overtime or shift penalties payable under the aps award. the time worked in that period will be treated as part of the employee's ordinary hours of work for all purposes under the determination. 44. an employee’s ordinary hours are those hours and time, within the agreed bandwidth, that the employee works on a regular basis, as agreed by the employee’s manager. 45. standard attendance hours for full-time employees are 7 hours and 36 minutes from 8.30 am to 12.30 pm and 1.30 pm to 5.06 pm, monday to friday. standard attendance hours will apply: • if an employee and their manager cannot agree on a pattern of hours; or • if an employee’s manager reasonably considers that the employee’s attendance is unsatisfactory. 7 hours of work – shift workers 46. shift workers are required to work ordinary hours of 7 hours and 36 minutes per day, being a total of 38 hours per week and 152 hours per four week settlement period averaged over a period of up to 28 days or the employee's roster cycle (whichever is longer). the ordinary hours must be worked continuously except for breaks. 47. except at regular changeover of shifts, an employee must not be required to work more than one shift in each 24 hours. 48. shift rosters must specify the commencing and finishing times of ordinary working hours of the respective shifts. 49. shift workers can exchange shifts or rostered days off by mutual agreement, with the consent of the agency head, and provided that the arrangement does not give any employee an entitlement to an overtime payment. 50. subject to the provisions of clause 13 to 18, changes to rostered hours of duty can be by mutual
NEMA non-SES Employment Determination 2022.txt601bandwidth44. an employee’s ordinary hours are those hours and time, within the agreed bandwidth, that the employee works on a regular basis, as agreed by the employee’s manager. 45. standard attendance hours for full-time employees are 7 hours and 36 minutes from 8.30 am to 12.30 pm and 1.30 pm to 5.06 pm, monday to friday. standard attendance hours will apply: • if an employee and their manager cannot agree on a pattern of hours; or • if an employee’s manager reasonably considers that the employee’s attendance is unsatisfactory. 7 hours of work – shift workers 46. shift workers are required to work ordinary hours of 7 hours and 36 minutes per day, being a total of 38 hours per week and 152 hours per four week settlement period averaged over a period of up to 28 days or the employee's roster cycle (whichever is longer). the ordinary hours must be worked continuously except for breaks. 47. except at regular changeover of shifts, an employee must not be required to work more than one shift in each 24 hours. 48. shift rosters must specify the commencing and finishing times of ordinary working hours of the respective shifts. 49. shift workers can exchange shifts or rostered days off by mutual agreement, with the consent of the agency head, and provided that the arrangement does not give any employee an entitlement to an overtime payment. 50. subject to the provisions of clause 13 to 18, changes to rostered hours of duty can be by mutual consent at any time or by amendment of the roster on seven days’ notice. 51. in the absence of consent or seven days’ notice, employees will be paid the appropriate overtime penalty rates for work outside the previously rostered hours of duty. payment of penalty rates
NEMA non-SES Employment Determination 2022.txt626overtimeentitlement to an overtime payment. 50. subject to the provisions of clause 13 to 18, changes to rostered hours of duty can be by mutual consent at any time or by amendment of the roster on seven days’ notice. 51. in the absence of consent or seven days’ notice, employees will be paid the appropriate overtime penalty rates for work outside the previously rostered hours of duty. payment of penalty rates on this basis will be continued for each changed shift until employees have received seven days’ notice of shift change. 52. the penalty rates in clause 69 are not payable where an agency is unable to give seven days’ notice because of the sickness or unanticipated absence of another employee. 53. where employees are entitled to a rostered day off, an employee and their manager may agree to alternative rostered days (including taking the time off as part days). general provisions 54. an employee at or below the aps 6 level or equivalent must record their attendance in the agency’s timekeeping system. 55. employees will not be required to work for more than ten (10) ordinary hours on any one (1) day, subject to arrangements being made for shift workers to work more than 10 hours per day in a manner consistent with the aps award. 56. employees will not be required to work more than five (5) consecutive hours without taking a break of at least 30 minutes. 57. the agency head will arrange for the provision of a meal or reimburse the employee for the cost of a meal where no meal is provided in the following instances: a. where an employee who is entitled to receive overtime payments and who works overtime after the end of ordinary work for the day, to the completion of or beyond a meal period, without a break for a meal; b. where an employee is required, after the completion of their ordinary hours of work
NEMA non-SES Employment Determination 2022.txt629overtime51. in the absence of consent or seven days’ notice, employees will be paid the appropriate overtime penalty rates for work outside the previously rostered hours of duty. payment of penalty rates on this basis will be continued for each changed shift until employees have received seven days’ notice of shift change. 52. the penalty rates in clause 69 are not payable where an agency is unable to give seven days’ notice because of the sickness or unanticipated absence of another employee. 53. where employees are entitled to a rostered day off, an employee and their manager may agree to alternative rostered days (including taking the time off as part days). general provisions 54. an employee at or below the aps 6 level or equivalent must record their attendance in the agency’s timekeeping system. 55. employees will not be required to work for more than ten (10) ordinary hours on any one (1) day, subject to arrangements being made for shift workers to work more than 10 hours per day in a manner consistent with the aps award. 56. employees will not be required to work more than five (5) consecutive hours without taking a break of at least 30 minutes. 57. the agency head will arrange for the provision of a meal or reimburse the employee for the cost of a meal where no meal is provided in the following instances: a. where an employee who is entitled to receive overtime payments and who works overtime after the end of ordinary work for the day, to the completion of or beyond a meal period, without a break for a meal; b. where an employee is required, after the completion of their ordinary hours of work for the day, to perform duty after a break for a meal which occurs after that completion and is not entitled to payment for that break;
NEMA non-SES Employment Determination 2022.txt649overtimewhere an employee who is entitled to receive overtime payments and who works overtime after the end of ordinary work for the day, to the completion of or beyond a meal period, without a break for a meal; b. where an employee is required, after the completion of their ordinary hours of work for the day, to perform duty after a break for a meal which occurs after that completion and is not entitled to payment for that break; c. where an employee is required to perform duty before the commencement of ordinary hours of work, who breaks for a meal and is not entitled to payment for that break; or 8 d. where an employee is required to perform work on a saturday, sunday or public holiday, in addition to the employee’s normal weekly hours of work, extending beyond a meal break and is not entitled to payment for that meal break. 58. employees will be entitled to an eight (8) hour break plus reasonable travelling time before commencing work again. where the agency head directs an employee to work outside their agreed bandwidth hours, and if the eight (8) hour break occurs during standard working hours, the employee will receive their normal salary during that period. where the agency head directs an employee to work outside their agreed bandwidth hours and an eight (8) hour break is not possible due to operational requirements, the employee will be paid for subsequent periods of work at the overtime rate of double time until the employee has taken an eight (8) hour break.
NEMA non-SES Employment Determination 2022.txt650overtimeovertime after the end of ordinary work for the day, to the completion of or beyond a meal period, without a break for a meal; b. where an employee is required, after the completion of their ordinary hours of work for the day, to perform duty after a break for a meal which occurs after that completion and is not entitled to payment for that break; c. where an employee is required to perform duty before the commencement of ordinary hours of work, who breaks for a meal and is not entitled to payment for that break; or 8 d. where an employee is required to perform work on a saturday, sunday or public holiday, in addition to the employee’s normal weekly hours of work, extending beyond a meal break and is not entitled to payment for that meal break. 58. employees will be entitled to an eight (8) hour break plus reasonable travelling time before commencing work again. where the agency head directs an employee to work outside their agreed bandwidth hours, and if the eight (8) hour break occurs during standard working hours, the employee will receive their normal salary during that period. where the agency head directs an employee to work outside their agreed bandwidth hours and an eight (8) hour break is not possible due to operational requirements, the employee will be paid for subsequent periods of work at the overtime rate of double time until the employee has taken an eight (8) hour break. aps level employees – flex time – non-shift workers
NEMA non-SES Employment Determination 2022.txt672travel58. employees will be entitled to an eight (8) hour break plus reasonable travelling time before commencing work again. where the agency head directs an employee to work outside their agreed bandwidth hours, and if the eight (8) hour break occurs during standard working hours, the employee will receive their normal salary during that period. where the agency head directs an employee to work outside their agreed bandwidth hours and an eight (8) hour break is not possible due to operational requirements, the employee will be paid for subsequent periods of work at the overtime rate of double time until the employee has taken an eight (8) hour break. aps level employees – flex time – non-shift workers 59. employees at or below the aps 6 level or equivalent, including part-time employees, can access flex time. 60. when an employee works more than their standard hours within the bandwidth, they will accumulate a flex credit, and when an employee works less than their standard hours within the bandwidth, they will incur a flex debit. 61. flex will be credited or debited on a one-for-one basis (i.e. one (1) hour worked in addition to the employee’s ordinary hours will result in one (1) hour of flex credit). 62. an employee may carry a maximum flex debit of one day and a maximum flex credit of three days (based on the employee's ordinary hours of work) into the next settlement period. a settlement period is a four (4) week period. 63. an aps level employee who is required at the request of the agency head to undertake duties outside of the bandwidth will be eligible to receive overtime in accordance with clauses 64 to 77. overtime 64. an employee may be called for duty at any time subject to the hours being considered to be reasonable in accordance with section 62 of the fair work act 2009. in accordance with section 62 of the fair work act 2009, an employee may refuse to work additional hours if they are unreasonable. overtime is to be worked by prior direction or, if circumstances do not permit prior direction, subsequent approval in writing. overtime – non shift workers 65. a full-time aps level employee will be entitled to overtime if the employee is directed to perform work: a.
NEMA non-SES Employment Determination 2022.txt674bandwidthagreed bandwidth hours, and if the eight (8) hour break occurs during standard working hours, the employee will receive their normal salary during that period. where the agency head directs an employee to work outside their agreed bandwidth hours and an eight (8) hour break is not possible due to operational requirements, the employee will be paid for subsequent periods of work at the overtime rate of double time until the employee has taken an eight (8) hour break. aps level employees – flex time – non-shift workers 59. employees at or below the aps 6 level or equivalent, including part-time employees, can access flex time. 60. when an employee works more than their standard hours within the bandwidth, they will accumulate a flex credit, and when an employee works less than their standard hours within the bandwidth, they will incur a flex debit. 61. flex will be credited or debited on a one-for-one basis (i.e. one (1) hour worked in addition to the employee’s ordinary hours will result in one (1) hour of flex credit). 62. an employee may carry a maximum flex debit of one day and a maximum flex credit of three days (based on the employee's ordinary hours of work) into the next settlement period. a settlement period is a four (4) week period. 63. an aps level employee who is required at the request of the agency head to undertake duties outside of the bandwidth will be eligible to receive overtime in accordance with clauses 64 to 77. overtime 64. an employee may be called for duty at any time subject to the hours being considered to be reasonable in accordance with section 62 of the fair work act 2009. in accordance with section 62 of the fair work act 2009, an employee may refuse to work additional hours if they are unreasonable. overtime is to be worked by prior direction or, if circumstances do not permit prior direction, subsequent approval in writing. overtime – non shift workers 65. a full-time aps level employee will be entitled to overtime if the employee is directed to perform work: a. monday to friday, outside the bandwidth;
NEMA non-SES Employment Determination 2022.txt676bandwidthan employee to work outside their agreed bandwidth hours and an eight (8) hour break is not possible due to operational requirements, the employee will be paid for subsequent periods of work at the overtime rate of double time until the employee has taken an eight (8) hour break. aps level employees – flex time – non-shift workers 59. employees at or below the aps 6 level or equivalent, including part-time employees, can access flex time. 60. when an employee works more than their standard hours within the bandwidth, they will accumulate a flex credit, and when an employee works less than their standard hours within the bandwidth, they will incur a flex debit. 61. flex will be credited or debited on a one-for-one basis (i.e. one (1) hour worked in addition to the employee’s ordinary hours will result in one (1) hour of flex credit). 62. an employee may carry a maximum flex debit of one day and a maximum flex credit of three days (based on the employee's ordinary hours of work) into the next settlement period. a settlement period is a four (4) week period. 63. an aps level employee who is required at the request of the agency head to undertake duties outside of the bandwidth will be eligible to receive overtime in accordance with clauses 64 to 77. overtime 64. an employee may be called for duty at any time subject to the hours being considered to be reasonable in accordance with section 62 of the fair work act 2009. in accordance with section 62 of the fair work act 2009, an employee may refuse to work additional hours if they are unreasonable. overtime is to be worked by prior direction or, if circumstances do not permit prior direction, subsequent approval in writing. overtime – non shift workers 65. a full-time aps level employee will be entitled to overtime if the employee is directed to perform work: a. monday to friday, outside the bandwidth; b.
NEMA non-SES Employment Determination 2022.txt678overtimework at the overtime rate of double time until the employee has taken an eight (8) hour break. aps level employees – flex time – non-shift workers 59. employees at or below the aps 6 level or equivalent, including part-time employees, can access flex time. 60. when an employee works more than their standard hours within the bandwidth, they will accumulate a flex credit, and when an employee works less than their standard hours within the bandwidth, they will incur a flex debit. 61. flex will be credited or debited on a one-for-one basis (i.e. one (1) hour worked in addition to the employee’s ordinary hours will result in one (1) hour of flex credit). 62. an employee may carry a maximum flex debit of one day and a maximum flex credit of three days (based on the employee's ordinary hours of work) into the next settlement period. a settlement period is a four (4) week period. 63. an aps level employee who is required at the request of the agency head to undertake duties outside of the bandwidth will be eligible to receive overtime in accordance with clauses 64 to 77. overtime 64. an employee may be called for duty at any time subject to the hours being considered to be reasonable in accordance with section 62 of the fair work act 2009. in accordance with section 62 of the fair work act 2009, an employee may refuse to work additional hours if they are unreasonable. overtime is to be worked by prior direction or, if circumstances do not permit prior direction, subsequent approval in writing. overtime – non shift workers 65. a full-time aps level employee will be entitled to overtime if the employee is directed to perform work: a. monday to friday, outside the bandwidth; b. monday to friday, during the bandwidth but beyond the length of time the employee
NEMA non-SES Employment Determination 2022.txt682bandwidth60. when an employee works more than their standard hours within the bandwidth, they will accumulate a flex credit, and when an employee works less than their standard hours within the bandwidth, they will incur a flex debit. 61. flex will be credited or debited on a one-for-one basis (i.e. one (1) hour worked in addition to the employee’s ordinary hours will result in one (1) hour of flex credit). 62. an employee may carry a maximum flex debit of one day and a maximum flex credit of three days (based on the employee's ordinary hours of work) into the next settlement period. a settlement period is a four (4) week period. 63. an aps level employee who is required at the request of the agency head to undertake duties outside of the bandwidth will be eligible to receive overtime in accordance with clauses 64 to 77. overtime 64. an employee may be called for duty at any time subject to the hours being considered to be reasonable in accordance with section 62 of the fair work act 2009. in accordance with section 62 of the fair work act 2009, an employee may refuse to work additional hours if they are unreasonable. overtime is to be worked by prior direction or, if circumstances do not permit prior direction, subsequent approval in writing. overtime – non shift workers 65. a full-time aps level employee will be entitled to overtime if the employee is directed to perform work: a. monday to friday, outside the bandwidth; b. monday to friday, during the bandwidth but beyond the length of time the employee is ordinarily required to work on the day concerned; or c.
NEMA non-SES Employment Determination 2022.txt684bandwidthbandwidth, they will incur a flex debit. 61. flex will be credited or debited on a one-for-one basis (i.e. one (1) hour worked in addition to the employee’s ordinary hours will result in one (1) hour of flex credit). 62. an employee may carry a maximum flex debit of one day and a maximum flex credit of three days (based on the employee's ordinary hours of work) into the next settlement period. a settlement period is a four (4) week period. 63. an aps level employee who is required at the request of the agency head to undertake duties outside of the bandwidth will be eligible to receive overtime in accordance with clauses 64 to 77. overtime 64. an employee may be called for duty at any time subject to the hours being considered to be reasonable in accordance with section 62 of the fair work act 2009. in accordance with section 62 of the fair work act 2009, an employee may refuse to work additional hours if they are unreasonable. overtime is to be worked by prior direction or, if circumstances do not permit prior direction, subsequent approval in writing. overtime – non shift workers 65. a full-time aps level employee will be entitled to overtime if the employee is directed to perform work: a. monday to friday, outside the bandwidth; b. monday to friday, during the bandwidth but beyond the length of time the employee is ordinarily required to work on the day concerned; or c. on a saturday, sunday or a holiday.
NEMA non-SES Employment Determination 2022.txt691overtimeoutside of the bandwidth will be eligible to receive overtime in accordance with clauses 64 to 77. overtime 64. an employee may be called for duty at any time subject to the hours being considered to be reasonable in accordance with section 62 of the fair work act 2009. in accordance with section 62 of the fair work act 2009, an employee may refuse to work additional hours if they are unreasonable. overtime is to be worked by prior direction or, if circumstances do not permit prior direction, subsequent approval in writing. overtime – non shift workers 65. a full-time aps level employee will be entitled to overtime if the employee is directed to perform work: a. monday to friday, outside the bandwidth; b. monday to friday, during the bandwidth but beyond the length of time the employee is ordinarily required to work on the day concerned; or c. on a saturday, sunday or a holiday. 66. a part-time aps level employee will be entitled to overtime if the employee is directed to perform work: a. which is not continuous with the employee's ordinary hours of work; 9
NEMA non-SES Employment Determination 2022.txt691bandwidthoutside of the bandwidth will be eligible to receive overtime in accordance with clauses 64 to 77. overtime 64. an employee may be called for duty at any time subject to the hours being considered to be reasonable in accordance with section 62 of the fair work act 2009. in accordance with section 62 of the fair work act 2009, an employee may refuse to work additional hours if they are unreasonable. overtime is to be worked by prior direction or, if circumstances do not permit prior direction, subsequent approval in writing. overtime – non shift workers 65. a full-time aps level employee will be entitled to overtime if the employee is directed to perform work: a. monday to friday, outside the bandwidth; b. monday to friday, during the bandwidth but beyond the length of time the employee is ordinarily required to work on the day concerned; or c. on a saturday, sunday or a holiday. 66. a part-time aps level employee will be entitled to overtime if the employee is directed to perform work: a. which is not continuous with the employee's ordinary hours of work; 9
NEMA non-SES Employment Determination 2022.txt692overtimeovertime 64. an employee may be called for duty at any time subject to the hours being considered to be reasonable in accordance with section 62 of the fair work act 2009. in accordance with section 62 of the fair work act 2009, an employee may refuse to work additional hours if they are unreasonable. overtime is to be worked by prior direction or, if circumstances do not permit prior direction, subsequent approval in writing. overtime – non shift workers 65. a full-time aps level employee will be entitled to overtime if the employee is directed to perform work: a. monday to friday, outside the bandwidth; b. monday to friday, during the bandwidth but beyond the length of time the employee is ordinarily required to work on the day concerned; or c. on a saturday, sunday or a holiday. 66. a part-time aps level employee will be entitled to overtime if the employee is directed to perform work: a. which is not continuous with the employee's ordinary hours of work; 9
NEMA non-SES Employment Determination 2022.txt696overtimeunreasonable. overtime is to be worked by prior direction or, if circumstances do not permit prior direction, subsequent approval in writing. overtime – non shift workers 65. a full-time aps level employee will be entitled to overtime if the employee is directed to perform work: a. monday to friday, outside the bandwidth; b. monday to friday, during the bandwidth but beyond the length of time the employee is ordinarily required to work on the day concerned; or c. on a saturday, sunday or a holiday. 66. a part-time aps level employee will be entitled to overtime if the employee is directed to perform work: a. which is not continuous with the employee's ordinary hours of work; 9 b. which is continuous with an employee's ordinary hours of work, and in whole or in part, falls outside the period 6.00 pm to 8.00 pm, where the employee also
NEMA non-SES Employment Determination 2022.txt698overtimeovertime – non shift workers 65. a full-time aps level employee will be entitled to overtime if the employee is directed to perform work: a. monday to friday, outside the bandwidth; b. monday to friday, during the bandwidth but beyond the length of time the employee is ordinarily required to work on the day concerned; or c. on a saturday, sunday or a holiday. 66. a part-time aps level employee will be entitled to overtime if the employee is directed to perform work: a. which is not continuous with the employee's ordinary hours of work; 9 b. which is continuous with an employee's ordinary hours of work, and in whole or in part, falls outside the period 6.00 pm to 8.00 pm, where the employee also completes the ordinary hours of duty on that day;
NEMA non-SES Employment Determination 2022.txt699overtime65. a full-time aps level employee will be entitled to overtime if the employee is directed to perform work: a. monday to friday, outside the bandwidth; b. monday to friday, during the bandwidth but beyond the length of time the employee is ordinarily required to work on the day concerned; or c. on a saturday, sunday or a holiday. 66. a part-time aps level employee will be entitled to overtime if the employee is directed to perform work: a. which is not continuous with the employee's ordinary hours of work; 9 b. which is continuous with an employee's ordinary hours of work, and in whole or in part, falls outside the period 6.00 pm to 8.00 pm, where the employee also completes the ordinary hours of duty on that day; c.
NEMA non-SES Employment Determination 2022.txt703bandwidthmonday to friday, outside the bandwidth; b. monday to friday, during the bandwidth but beyond the length of time the employee is ordinarily required to work on the day concerned; or c. on a saturday, sunday or a holiday. 66. a part-time aps level employee will be entitled to overtime if the employee is directed to perform work: a. which is not continuous with the employee's ordinary hours of work; 9 b. which is continuous with an employee's ordinary hours of work, and in whole or in part, falls outside the period 6.00 pm to 8.00 pm, where the employee also completes the ordinary hours of duty on that day; c. which is continuous with an employee's ordinary hours of work, and falls wholly within the period 6.00 pm to 8.00 am and exceeds, in any one week, that employee's prescribed weekly ordinary hours of work.
NEMA non-SES Employment Determination 2022.txt707bandwidthmonday to friday, during the bandwidth but beyond the length of time the employee is ordinarily required to work on the day concerned; or c. on a saturday, sunday or a holiday. 66. a part-time aps level employee will be entitled to overtime if the employee is directed to perform work: a. which is not continuous with the employee's ordinary hours of work; 9 b. which is continuous with an employee's ordinary hours of work, and in whole or in part, falls outside the period 6.00 pm to 8.00 pm, where the employee also completes the ordinary hours of duty on that day; c. which is continuous with an employee's ordinary hours of work, and falls wholly within the period 6.00 pm to 8.00 am and exceeds, in any one week, that employee's prescribed weekly ordinary hours of work. 67. a casual aps level employee will be entitled to overtime, but not casual loading, if the casual employee is directed to perform work: a.
NEMA non-SES Employment Determination 2022.txt714overtime66. a part-time aps level employee will be entitled to overtime if the employee is directed to perform work: a. which is not continuous with the employee's ordinary hours of work; 9 b. which is continuous with an employee's ordinary hours of work, and in whole or in part, falls outside the period 6.00 pm to 8.00 pm, where the employee also completes the ordinary hours of duty on that day; c. which is continuous with an employee's ordinary hours of work, and falls wholly within the period 6.00 pm to 8.00 am and exceeds, in any one week, that employee's prescribed weekly ordinary hours of work. 67. a casual aps level employee will be entitled to overtime, but not casual loading, if the casual employee is directed to perform work: a. on monday to friday, outside the bandwidth; b. on a saturday, sunday or a public holiday; or
NEMA non-SES Employment Determination 2022.txt734overtime67. a casual aps level employee will be entitled to overtime, but not casual loading, if the casual employee is directed to perform work: a. on monday to friday, outside the bandwidth; b. on a saturday, sunday or a public holiday; or c. in excess of 36.75 hours in a week. 68. overtime will include payment for reasonable travelling time to and from work where the overtime is not continuous with an employee’s ordinary duty. overtime is not paid for other periods of travel, including official travel for business purposes. 69. overtime will be paid on the following basis: for overtime worked on overtime rate monday to saturday – first 3 hours 150% monday to saturday – after 3 hours 200%
NEMA non-SES Employment Determination 2022.txt738bandwidthon monday to friday, outside the bandwidth; b. on a saturday, sunday or a public holiday; or c. in excess of 36.75 hours in a week. 68. overtime will include payment for reasonable travelling time to and from work where the overtime is not continuous with an employee’s ordinary duty. overtime is not paid for other periods of travel, including official travel for business purposes. 69. overtime will be paid on the following basis: for overtime worked on overtime rate monday to saturday – first 3 hours 150% monday to saturday – after 3 hours 200% sunday – all day 200%
NEMA non-SES Employment Determination 2022.txt748travel68. overtime will include payment for reasonable travelling time to and from work where the overtime is not continuous with an employee’s ordinary duty. overtime is not paid for other periods of travel, including official travel for business purposes. 69. overtime will be paid on the following basis: for overtime worked on overtime rate monday to saturday – first 3 hours 150% monday to saturday – after 3 hours 200% sunday – all day 200% public holiday or additional holiday – all day 250% overtime – shift workers 70. full time aps level shift workers will be entitled to overtime when their work: a. is performed on any day which is outside the normal rostered ordinary hours of duty
NEMA non-SES Employment Determination 2022.txt748overtime68. overtime will include payment for reasonable travelling time to and from work where the overtime is not continuous with an employee’s ordinary duty. overtime is not paid for other periods of travel, including official travel for business purposes. 69. overtime will be paid on the following basis: for overtime worked on overtime rate monday to saturday – first 3 hours 150% monday to saturday – after 3 hours 200% sunday – all day 200% public holiday or additional holiday – all day 250% overtime – shift workers 70. full time aps level shift workers will be entitled to overtime when their work: a. is performed on any day which is outside the normal rostered ordinary hours of duty
NEMA non-SES Employment Determination 2022.txt749overtimeovertime is not continuous with an employee’s ordinary duty. overtime is not paid for other periods of travel, including official travel for business purposes. 69. overtime will be paid on the following basis: for overtime worked on overtime rate monday to saturday – first 3 hours 150% monday to saturday – after 3 hours 200% sunday – all day 200% public holiday or additional holiday – all day 250% overtime – shift workers 70. full time aps level shift workers will be entitled to overtime when their work: a. is performed on any day which is outside the normal rostered ordinary hours of duty on that day; or
NEMA non-SES Employment Determination 2022.txt750travelperiods of travel, including official travel for business purposes. 69. overtime will be paid on the following basis: for overtime worked on overtime rate monday to saturday – first 3 hours 150% monday to saturday – after 3 hours 200% sunday – all day 200% public holiday or additional holiday – all day 250% overtime – shift workers 70. full time aps level shift workers will be entitled to overtime when their work: a. is performed on any day which is outside the normal rostered ordinary hours of duty on that day; or
NEMA non-SES Employment Determination 2022.txt751overtime69. overtime will be paid on the following basis: for overtime worked on overtime rate monday to saturday – first 3 hours 150% monday to saturday – after 3 hours 200% sunday – all day 200% public holiday or additional holiday – all day 250% overtime – shift workers 70. full time aps level shift workers will be entitled to overtime when their work: a. is performed on any day which is outside the normal rostered ordinary hours of duty on that day; or b.
NEMA non-SES Employment Determination 2022.txt752overtimefor overtime worked on overtime rate monday to saturday – first 3 hours 150% monday to saturday – after 3 hours 200% sunday – all day 200% public holiday or additional holiday – all day 250% overtime – shift workers 70. full time aps level shift workers will be entitled to overtime when their work: a. is performed on any day which is outside the normal rostered ordinary hours of duty on that day; or b.
NEMA non-SES Employment Determination 2022.txt754overtimeovertime rate monday to saturday – first 3 hours 150% monday to saturday – after 3 hours 200% sunday – all day 200% public holiday or additional holiday – all day 250% overtime – shift workers 70. full time aps level shift workers will be entitled to overtime when their work: a. is performed on any day which is outside the normal rostered ordinary hours of duty on that day; or b. is performed in excess of the weekly hours of ordinary duty, or an average of the weekly hours of ordinary duty over a cycle of shifts.
NEMA non-SES Employment Determination 2022.txt773overtimeovertime – shift workers 70. full time aps level shift workers will be entitled to overtime when their work: a. is performed on any day which is outside the normal rostered ordinary hours of duty on that day; or b. is performed in excess of the weekly hours of ordinary duty, or an average of the weekly hours of ordinary duty over a cycle of shifts. 71. part time aps level shift workers will be entitled to overtime when their work: a. is performed on any day beyond the normal rostered hours of duty on that day; and b. is performed in excess of the employee's prescribed weekly ordinary hours. 72. casual aps level shift worker will be entitled to overtime where their work is performed: a. on any day beyond the normal rostered hours of duty on that day; or 10 b.
NEMA non-SES Employment Determination 2022.txt774overtime70. full time aps level shift workers will be entitled to overtime when their work: a. is performed on any day which is outside the normal rostered ordinary hours of duty on that day; or b. is performed in excess of the weekly hours of ordinary duty, or an average of the weekly hours of ordinary duty over a cycle of shifts. 71. part time aps level shift workers will be entitled to overtime when their work: a. is performed on any day beyond the normal rostered hours of duty on that day; and b. is performed in excess of the employee's prescribed weekly ordinary hours. 72. casual aps level shift worker will be entitled to overtime where their work is performed: a. on any day beyond the normal rostered hours of duty on that day; or 10 b. in excess of 38 hours in a week or an average of 38 hours per week over a cycle of
NEMA non-SES Employment Determination 2022.txt785overtime71. part time aps level shift workers will be entitled to overtime when their work: a. is performed on any day beyond the normal rostered hours of duty on that day; and b. is performed in excess of the employee's prescribed weekly ordinary hours. 72. casual aps level shift worker will be entitled to overtime where their work is performed: a. on any day beyond the normal rostered hours of duty on that day; or 10 b. in excess of 38 hours in a week or an average of 38 hours per week over a cycle of shifts. 73. where a shift worker works overtime, they are entitled to the following overtime rates: for overtime worked on overtime rate monday to friday – first 3 hours 150%
NEMA non-SES Employment Determination 2022.txt794overtime72. casual aps level shift worker will be entitled to overtime where their work is performed: a. on any day beyond the normal rostered hours of duty on that day; or 10 b. in excess of 38 hours in a week or an average of 38 hours per week over a cycle of shifts. 73. where a shift worker works overtime, they are entitled to the following overtime rates: for overtime worked on overtime rate monday to friday – first 3 hours 150% monday to friday – after 3 hours 200% saturday and sunday – all day 200% public holiday or additional holiday – all
NEMA non-SES Employment Determination 2022.txt806overtime73. where a shift worker works overtime, they are entitled to the following overtime rates: for overtime worked on overtime rate monday to friday – first 3 hours 150% monday to friday – after 3 hours 200% saturday and sunday – all day 200% public holiday or additional holiday – all day 250% 74. where an casual shift worker employee works overtime the agency must pay to the employee the higher of: a. the overtime rate outlined at clause 73. b.
NEMA non-SES Employment Determination 2022.txt807overtimefor overtime worked on overtime rate monday to friday – first 3 hours 150% monday to friday – after 3 hours 200% saturday and sunday – all day 200% public holiday or additional holiday – all day 250% 74. where an casual shift worker employee works overtime the agency must pay to the employee the higher of: a. the overtime rate outlined at clause 73. b. the irregular or intermittent penalty rate outlined at clause 94.
NEMA non-SES Employment Determination 2022.txt809overtimeovertime rate monday to friday – first 3 hours 150% monday to friday – after 3 hours 200% saturday and sunday – all day 200% public holiday or additional holiday – all day 250% 74. where an casual shift worker employee works overtime the agency must pay to the employee the higher of: a. the overtime rate outlined at clause 73. b. the irregular or intermittent penalty rate outlined at clause 94. 75. the emergency duty provisions outlined in this determination will not apply to shift worker
NEMA non-SES Employment Determination 2022.txt828overtime74. where an casual shift worker employee works overtime the agency must pay to the employee the higher of: a. the overtime rate outlined at clause 73. b. the irregular or intermittent penalty rate outlined at clause 94. 75. the emergency duty provisions outlined in this determination will not apply to shift worker employees whose work for the day is varied by alteration of the commencement of the schedules shift to meet an emergency. 76. overtime will include payment for reasonable travelling time to and from work where the overtime is not continuous with an employee’s ordinary duty. overtime is not paid for other periods of travel, including official travel for business purposes. minimum overpayment payments 77. for the purposes of the overtime provisions: a. subject to clauses 77b and 77c, where an eligible employee works less than one hour of overtime a minimum payment of one hour will be made. after the first hour, if less than a whole hour is worked, payment will be calculated at the nearest hour; b. a minimum payment of four (4) hours will apply when the employee is required to return to work after leaving their place of work; c.
NEMA non-SES Employment Determination 2022.txt832overtimethe overtime rate outlined at clause 73. b. the irregular or intermittent penalty rate outlined at clause 94. 75. the emergency duty provisions outlined in this determination will not apply to shift worker employees whose work for the day is varied by alteration of the commencement of the schedules shift to meet an emergency. 76. overtime will include payment for reasonable travelling time to and from work where the overtime is not continuous with an employee’s ordinary duty. overtime is not paid for other periods of travel, including official travel for business purposes. minimum overpayment payments 77. for the purposes of the overtime provisions: a. subject to clauses 77b and 77c, where an eligible employee works less than one hour of overtime a minimum payment of one hour will be made. after the first hour, if less than a whole hour is worked, payment will be calculated at the nearest hour; b. a minimum payment of four (4) hours will apply when the employee is required to return to work after leaving their place of work; c. if employees are undertaking an emergency duty or a restriction duty, then they are entitled to the minimum payments set out in clauses 98 and 108;
NEMA non-SES Employment Determination 2022.txt841travel76. overtime will include payment for reasonable travelling time to and from work where the overtime is not continuous with an employee’s ordinary duty. overtime is not paid for other periods of travel, including official travel for business purposes. minimum overpayment payments 77. for the purposes of the overtime provisions: a. subject to clauses 77b and 77c, where an eligible employee works less than one hour of overtime a minimum payment of one hour will be made. after the first hour, if less than a whole hour is worked, payment will be calculated at the nearest hour; b. a minimum payment of four (4) hours will apply when the employee is required to return to work after leaving their place of work; c. if employees are undertaking an emergency duty or a restriction duty, then they are entitled to the minimum payments set out in clauses 98 and 108; d. where more than one attendance is involved, the minimum overtime payment provision will not operate to increase an employee’s overtime remuneration beyond the amount which would have been received had the employee remained on duty from the commencing time of duty on one attendance to the ceasing time of duty on a following attendance; and e.
NEMA non-SES Employment Determination 2022.txt841overtime76. overtime will include payment for reasonable travelling time to and from work where the overtime is not continuous with an employee’s ordinary duty. overtime is not paid for other periods of travel, including official travel for business purposes. minimum overpayment payments 77. for the purposes of the overtime provisions: a. subject to clauses 77b and 77c, where an eligible employee works less than one hour of overtime a minimum payment of one hour will be made. after the first hour, if less than a whole hour is worked, payment will be calculated at the nearest hour; b. a minimum payment of four (4) hours will apply when the employee is required to return to work after leaving their place of work; c. if employees are undertaking an emergency duty or a restriction duty, then they are entitled to the minimum payments set out in clauses 98 and 108; d. where more than one attendance is involved, the minimum overtime payment provision will not operate to increase an employee’s overtime remuneration beyond the amount which would have been received had the employee remained on duty from the commencing time of duty on one attendance to the ceasing time of duty on a following attendance; and e.
NEMA non-SES Employment Determination 2022.txt842overtimeovertime is not continuous with an employee’s ordinary duty. overtime is not paid for other periods of travel, including official travel for business purposes. minimum overpayment payments 77. for the purposes of the overtime provisions: a. subject to clauses 77b and 77c, where an eligible employee works less than one hour of overtime a minimum payment of one hour will be made. after the first hour, if less than a whole hour is worked, payment will be calculated at the nearest hour; b. a minimum payment of four (4) hours will apply when the employee is required to return to work after leaving their place of work; c. if employees are undertaking an emergency duty or a restriction duty, then they are entitled to the minimum payments set out in clauses 98 and 108; d. where more than one attendance is involved, the minimum overtime payment provision will not operate to increase an employee’s overtime remuneration beyond the amount which would have been received had the employee remained on duty from the commencing time of duty on one attendance to the ceasing time of duty on a following attendance; and e.
NEMA non-SES Employment Determination 2022.txt843travelperiods of travel, including official travel for business purposes. minimum overpayment payments 77. for the purposes of the overtime provisions: a. subject to clauses 77b and 77c, where an eligible employee works less than one hour of overtime a minimum payment of one hour will be made. after the first hour, if less than a whole hour is worked, payment will be calculated at the nearest hour; b. a minimum payment of four (4) hours will apply when the employee is required to return to work after leaving their place of work; c. if employees are undertaking an emergency duty or a restriction duty, then they are entitled to the minimum payments set out in clauses 98 and 108; d. where more than one attendance is involved, the minimum overtime payment provision will not operate to increase an employee’s overtime remuneration beyond the amount which would have been received had the employee remained on duty from the commencing time of duty on one attendance to the ceasing time of duty on a following attendance; and e. where an overtime attendance, not continuous with ordinary hours of work, involves
NEMA non-SES Employment Determination 2022.txt845overtime77. for the purposes of the overtime provisions: a. subject to clauses 77b and 77c, where an eligible employee works less than one hour of overtime a minimum payment of one hour will be made. after the first hour, if less than a whole hour is worked, payment will be calculated at the nearest hour; b. a minimum payment of four (4) hours will apply when the employee is required to return to work after leaving their place of work; c. if employees are undertaking an emergency duty or a restriction duty, then they are entitled to the minimum payments set out in clauses 98 and 108; d. where more than one attendance is involved, the minimum overtime payment provision will not operate to increase an employee’s overtime remuneration beyond the amount which would have been received had the employee remained on duty from the commencing time of duty on one attendance to the ceasing time of duty on a following attendance; and e. where an overtime attendance, not continuous with ordinary hours of work, involves duty both before and after midnight, the minimum payment provisions of this subclause will be satisfied when the total payment for the whole of the attendance
NEMA non-SES Employment Determination 2022.txt849overtimehour of overtime a minimum payment of one hour will be made. after the first hour, if less than a whole hour is worked, payment will be calculated at the nearest hour; b. a minimum payment of four (4) hours will apply when the employee is required to return to work after leaving their place of work; c. if employees are undertaking an emergency duty or a restriction duty, then they are entitled to the minimum payments set out in clauses 98 and 108; d. where more than one attendance is involved, the minimum overtime payment provision will not operate to increase an employee’s overtime remuneration beyond the amount which would have been received had the employee remained on duty from the commencing time of duty on one attendance to the ceasing time of duty on a following attendance; and e. where an overtime attendance, not continuous with ordinary hours of work, involves duty both before and after midnight, the minimum payment provisions of this subclause will be satisfied when the total payment for the whole of the attendance equals or exceeds the minimum payment applicable to one day. where a higher 11 overtime rate applies on one of the days, the minimum payment will be calculated
NEMA non-SES Employment Determination 2022.txt864overtimewhere more than one attendance is involved, the minimum overtime payment provision will not operate to increase an employee’s overtime remuneration beyond the amount which would have been received had the employee remained on duty from the commencing time of duty on one attendance to the ceasing time of duty on a following attendance; and e. where an overtime attendance, not continuous with ordinary hours of work, involves duty both before and after midnight, the minimum payment provisions of this subclause will be satisfied when the total payment for the whole of the attendance equals or exceeds the minimum payment applicable to one day. where a higher 11 overtime rate applies on one of the days, the minimum payment will be calculated at the higher rate. absence from duty instead of overtime 78. an employee may also reach an agreement with the agency head to be granted time off-in lieu instead of receiving an overtime payment. 79. where time off in lieu of a payment has been agreed, and the employee has not been granted that time off within four weeks, or another agreed period, due to operational requirements, payment of the original entitlement will be made. 80. where an employee performs a full day’s duty on sunday, in addition to their prescribed ordinary hours of work for the week, the employee will, wherever practicable, be granted a day off during the following week. where this occurs, an employee who is eligible for the payment of overtime will be paid an additional one day’s pay in lieu of overtime. executive level employees: time off in lieu (toil), flexible hours and overtime 81. executive level employees are able to work flexible hours. this means that variations in attendance times and short-term absences including full days may be agreed in advance with the agency head.
NEMA non-SES Employment Determination 2022.txt865overtimeprovision will not operate to increase an employee’s overtime remuneration beyond the amount which would have been received had the employee remained on duty from the commencing time of duty on one attendance to the ceasing time of duty on a following attendance; and e. where an overtime attendance, not continuous with ordinary hours of work, involves duty both before and after midnight, the minimum payment provisions of this subclause will be satisfied when the total payment for the whole of the attendance equals or exceeds the minimum payment applicable to one day. where a higher 11 overtime rate applies on one of the days, the minimum payment will be calculated at the higher rate. absence from duty instead of overtime 78. an employee may also reach an agreement with the agency head to be granted time off-in lieu instead of receiving an overtime payment. 79. where time off in lieu of a payment has been agreed, and the employee has not been granted that time off within four weeks, or another agreed period, due to operational requirements, payment of the original entitlement will be made. 80. where an employee performs a full day’s duty on sunday, in addition to their prescribed ordinary hours of work for the week, the employee will, wherever practicable, be granted a day off during the following week. where this occurs, an employee who is eligible for the payment of overtime will be paid an additional one day’s pay in lieu of overtime. executive level employees: time off in lieu (toil), flexible hours and overtime 81. executive level employees are able to work flexible hours. this means that variations in attendance times and short-term absences including full days may be agreed in advance with the agency head. 82. to ensure that unreasonable hours are not being worked, the agency head should have regular
NEMA non-SES Employment Determination 2022.txt872overtimewhere an overtime attendance, not continuous with ordinary hours of work, involves duty both before and after midnight, the minimum payment provisions of this subclause will be satisfied when the total payment for the whole of the attendance equals or exceeds the minimum payment applicable to one day. where a higher 11 overtime rate applies on one of the days, the minimum payment will be calculated at the higher rate. absence from duty instead of overtime 78. an employee may also reach an agreement with the agency head to be granted time off-in lieu instead of receiving an overtime payment. 79. where time off in lieu of a payment has been agreed, and the employee has not been granted that time off within four weeks, or another agreed period, due to operational requirements, payment of the original entitlement will be made. 80. where an employee performs a full day’s duty on sunday, in addition to their prescribed ordinary hours of work for the week, the employee will, wherever practicable, be granted a day off during the following week. where this occurs, an employee who is eligible for the payment of overtime will be paid an additional one day’s pay in lieu of overtime. executive level employees: time off in lieu (toil), flexible hours and overtime 81. executive level employees are able to work flexible hours. this means that variations in attendance times and short-term absences including full days may be agreed in advance with the agency head. 82. to ensure that unreasonable hours are not being worked, the agency head should have regular discussions with executive level employees about workload requirements, working hours and work/life balance. 83. where an executive level employee undertakes significant additional productive effort which involves working in excess of ordinary hours (which includes working in the office, from home or travel), the agency head and employee may agree arrangements for fair and reasonable time off in lieu (toil) to recognise the additional effort. toil should be taken as soon as practicable after the additional hours are worked, subject to operational requirements. executive level
NEMA non-SES Employment Determination 2022.txt878overtimeovertime rate applies on one of the days, the minimum payment will be calculated at the higher rate. absence from duty instead of overtime 78. an employee may also reach an agreement with the agency head to be granted time off-in lieu instead of receiving an overtime payment. 79. where time off in lieu of a payment has been agreed, and the employee has not been granted that time off within four weeks, or another agreed period, due to operational requirements, payment of the original entitlement will be made. 80. where an employee performs a full day’s duty on sunday, in addition to their prescribed ordinary hours of work for the week, the employee will, wherever practicable, be granted a day off during the following week. where this occurs, an employee who is eligible for the payment of overtime will be paid an additional one day’s pay in lieu of overtime. executive level employees: time off in lieu (toil), flexible hours and overtime 81. executive level employees are able to work flexible hours. this means that variations in attendance times and short-term absences including full days may be agreed in advance with the agency head. 82. to ensure that unreasonable hours are not being worked, the agency head should have regular discussions with executive level employees about workload requirements, working hours and work/life balance. 83. where an executive level employee undertakes significant additional productive effort which involves working in excess of ordinary hours (which includes working in the office, from home or travel), the agency head and employee may agree arrangements for fair and reasonable time off in lieu (toil) to recognise the additional effort. toil should be taken as soon as practicable after the additional hours are worked, subject to operational requirements. executive level employees are not eligible for overtime payments except in exceptional circumstances as determined by the agency head. 84. as a general rule, time off in lieu should be discussed between a manager and executive level employee where an employee is required to sustain a working pattern of greater than 8.5 hours during the normal working week, or works on a weekend, public holiday or closedown, at the request of the manager.
NEMA non-SES Employment Determination 2022.txt880overtimeabsence from duty instead of overtime 78. an employee may also reach an agreement with the agency head to be granted time off-in lieu instead of receiving an overtime payment. 79. where time off in lieu of a payment has been agreed, and the employee has not been granted that time off within four weeks, or another agreed period, due to operational requirements, payment of the original entitlement will be made. 80. where an employee performs a full day’s duty on sunday, in addition to their prescribed ordinary hours of work for the week, the employee will, wherever practicable, be granted a day off during the following week. where this occurs, an employee who is eligible for the payment of overtime will be paid an additional one day’s pay in lieu of overtime. executive level employees: time off in lieu (toil), flexible hours and overtime 81. executive level employees are able to work flexible hours. this means that variations in attendance times and short-term absences including full days may be agreed in advance with the agency head. 82. to ensure that unreasonable hours are not being worked, the agency head should have regular discussions with executive level employees about workload requirements, working hours and work/life balance. 83. where an executive level employee undertakes significant additional productive effort which involves working in excess of ordinary hours (which includes working in the office, from home or travel), the agency head and employee may agree arrangements for fair and reasonable time off in lieu (toil) to recognise the additional effort. toil should be taken as soon as practicable after the additional hours are worked, subject to operational requirements. executive level employees are not eligible for overtime payments except in exceptional circumstances as determined by the agency head. 84. as a general rule, time off in lieu should be discussed between a manager and executive level employee where an employee is required to sustain a working pattern of greater than 8.5 hours during the normal working week, or works on a weekend, public holiday or closedown, at the request of the manager. part-time employment and job sharing 85. a part-time employee is someone whose ordinary hours of work are fewer than a full-time
NEMA non-SES Employment Determination 2022.txt882overtimeinstead of receiving an overtime payment. 79. where time off in lieu of a payment has been agreed, and the employee has not been granted that time off within four weeks, or another agreed period, due to operational requirements, payment of the original entitlement will be made. 80. where an employee performs a full day’s duty on sunday, in addition to their prescribed ordinary hours of work for the week, the employee will, wherever practicable, be granted a day off during the following week. where this occurs, an employee who is eligible for the payment of overtime will be paid an additional one day’s pay in lieu of overtime. executive level employees: time off in lieu (toil), flexible hours and overtime 81. executive level employees are able to work flexible hours. this means that variations in attendance times and short-term absences including full days may be agreed in advance with the agency head. 82. to ensure that unreasonable hours are not being worked, the agency head should have regular discussions with executive level employees about workload requirements, working hours and work/life balance. 83. where an executive level employee undertakes significant additional productive effort which involves working in excess of ordinary hours (which includes working in the office, from home or travel), the agency head and employee may agree arrangements for fair and reasonable time off in lieu (toil) to recognise the additional effort. toil should be taken as soon as practicable after the additional hours are worked, subject to operational requirements. executive level employees are not eligible for overtime payments except in exceptional circumstances as determined by the agency head. 84. as a general rule, time off in lieu should be discussed between a manager and executive level employee where an employee is required to sustain a working pattern of greater than 8.5 hours during the normal working week, or works on a weekend, public holiday or closedown, at the request of the manager. part-time employment and job sharing 85. a part-time employee is someone whose ordinary hours of work are fewer than a full-time employee's ordinary hours of work. employees who job share will be classed as part-time. all part-time and job share working arrangements will be subject to agreement by the employee(s)
NEMA non-SES Employment Determination 2022.txt888overtimethe following week. where this occurs, an employee who is eligible for the payment of overtime will be paid an additional one day’s pay in lieu of overtime. executive level employees: time off in lieu (toil), flexible hours and overtime 81. executive level employees are able to work flexible hours. this means that variations in attendance times and short-term absences including full days may be agreed in advance with the agency head. 82. to ensure that unreasonable hours are not being worked, the agency head should have regular discussions with executive level employees about workload requirements, working hours and work/life balance. 83. where an executive level employee undertakes significant additional productive effort which involves working in excess of ordinary hours (which includes working in the office, from home or travel), the agency head and employee may agree arrangements for fair and reasonable time off in lieu (toil) to recognise the additional effort. toil should be taken as soon as practicable after the additional hours are worked, subject to operational requirements. executive level employees are not eligible for overtime payments except in exceptional circumstances as determined by the agency head. 84. as a general rule, time off in lieu should be discussed between a manager and executive level employee where an employee is required to sustain a working pattern of greater than 8.5 hours during the normal working week, or works on a weekend, public holiday or closedown, at the request of the manager. part-time employment and job sharing 85. a part-time employee is someone whose ordinary hours of work are fewer than a full-time employee's ordinary hours of work. employees who job share will be classed as part-time. all part-time and job share working arrangements will be subject to agreement by the employee(s) and the agency head. a formal review to determine the suitability of continuing the part-time arrangement will be conducted on an annual basis between the employee and the agency head. 86. remuneration and other employment conditions are calculated on a pro-rata basis for part-time employees. for reimbursable allowances/expenses, part-time employees receive the same amount as full-time employees. 87. all requests for part-time and job share arrangements will be considered on a case-by-case basis
NEMA non-SES Employment Determination 2022.txt889overtimewill be paid an additional one day’s pay in lieu of overtime. executive level employees: time off in lieu (toil), flexible hours and overtime 81. executive level employees are able to work flexible hours. this means that variations in attendance times and short-term absences including full days may be agreed in advance with the agency head. 82. to ensure that unreasonable hours are not being worked, the agency head should have regular discussions with executive level employees about workload requirements, working hours and work/life balance. 83. where an executive level employee undertakes significant additional productive effort which involves working in excess of ordinary hours (which includes working in the office, from home or travel), the agency head and employee may agree arrangements for fair and reasonable time off in lieu (toil) to recognise the additional effort. toil should be taken as soon as practicable after the additional hours are worked, subject to operational requirements. executive level employees are not eligible for overtime payments except in exceptional circumstances as determined by the agency head. 84. as a general rule, time off in lieu should be discussed between a manager and executive level employee where an employee is required to sustain a working pattern of greater than 8.5 hours during the normal working week, or works on a weekend, public holiday or closedown, at the request of the manager. part-time employment and job sharing 85. a part-time employee is someone whose ordinary hours of work are fewer than a full-time employee's ordinary hours of work. employees who job share will be classed as part-time. all part-time and job share working arrangements will be subject to agreement by the employee(s) and the agency head. a formal review to determine the suitability of continuing the part-time arrangement will be conducted on an annual basis between the employee and the agency head. 86. remuneration and other employment conditions are calculated on a pro-rata basis for part-time employees. for reimbursable allowances/expenses, part-time employees receive the same amount as full-time employees. 87. all requests for part-time and job share arrangements will be considered on a case-by-case basis and in light of operational requirements.
NEMA non-SES Employment Determination 2022.txt890overtimeexecutive level employees: time off in lieu (toil), flexible hours and overtime 81. executive level employees are able to work flexible hours. this means that variations in attendance times and short-term absences including full days may be agreed in advance with the agency head. 82. to ensure that unreasonable hours are not being worked, the agency head should have regular discussions with executive level employees about workload requirements, working hours and work/life balance. 83. where an executive level employee undertakes significant additional productive effort which involves working in excess of ordinary hours (which includes working in the office, from home or travel), the agency head and employee may agree arrangements for fair and reasonable time off in lieu (toil) to recognise the additional effort. toil should be taken as soon as practicable after the additional hours are worked, subject to operational requirements. executive level employees are not eligible for overtime payments except in exceptional circumstances as determined by the agency head. 84. as a general rule, time off in lieu should be discussed between a manager and executive level employee where an employee is required to sustain a working pattern of greater than 8.5 hours during the normal working week, or works on a weekend, public holiday or closedown, at the request of the manager. part-time employment and job sharing 85. a part-time employee is someone whose ordinary hours of work are fewer than a full-time employee's ordinary hours of work. employees who job share will be classed as part-time. all part-time and job share working arrangements will be subject to agreement by the employee(s) and the agency head. a formal review to determine the suitability of continuing the part-time arrangement will be conducted on an annual basis between the employee and the agency head. 86. remuneration and other employment conditions are calculated on a pro-rata basis for part-time employees. for reimbursable allowances/expenses, part-time employees receive the same amount as full-time employees. 87. all requests for part-time and job share arrangements will be considered on a case-by-case basis and in light of operational requirements.
NEMA non-SES Employment Determination 2022.txt899travelor travel), the agency head and employee may agree arrangements for fair and reasonable time off in lieu (toil) to recognise the additional effort. toil should be taken as soon as practicable after the additional hours are worked, subject to operational requirements. executive level employees are not eligible for overtime payments except in exceptional circumstances as determined by the agency head. 84. as a general rule, time off in lieu should be discussed between a manager and executive level employee where an employee is required to sustain a working pattern of greater than 8.5 hours during the normal working week, or works on a weekend, public holiday or closedown, at the request of the manager. part-time employment and job sharing 85. a part-time employee is someone whose ordinary hours of work are fewer than a full-time employee's ordinary hours of work. employees who job share will be classed as part-time. all part-time and job share working arrangements will be subject to agreement by the employee(s) and the agency head. a formal review to determine the suitability of continuing the part-time arrangement will be conducted on an annual basis between the employee and the agency head. 86. remuneration and other employment conditions are calculated on a pro-rata basis for part-time employees. for reimbursable allowances/expenses, part-time employees receive the same amount as full-time employees. 87. all requests for part-time and job share arrangements will be considered on a case-by-case basis and in light of operational requirements. 12 88. a part-time employee will normally be required to work at least three hours on their nominated workdays, unless an alternative period is agreed between the agency head and the employee, and will be continuous on any day. 89. before part-time duty commences, the agency head will issue a notice in writing to the employee which will specify: a.
NEMA non-SES Employment Determination 2022.txt902overtimeemployees are not eligible for overtime payments except in exceptional circumstances as determined by the agency head. 84. as a general rule, time off in lieu should be discussed between a manager and executive level employee where an employee is required to sustain a working pattern of greater than 8.5 hours during the normal working week, or works on a weekend, public holiday or closedown, at the request of the manager. part-time employment and job sharing 85. a part-time employee is someone whose ordinary hours of work are fewer than a full-time employee's ordinary hours of work. employees who job share will be classed as part-time. all part-time and job share working arrangements will be subject to agreement by the employee(s) and the agency head. a formal review to determine the suitability of continuing the part-time arrangement will be conducted on an annual basis between the employee and the agency head. 86. remuneration and other employment conditions are calculated on a pro-rata basis for part-time employees. for reimbursable allowances/expenses, part-time employees receive the same amount as full-time employees. 87. all requests for part-time and job share arrangements will be considered on a case-by-case basis and in light of operational requirements. 12 88. a part-time employee will normally be required to work at least three hours on their nominated workdays, unless an alternative period is agreed between the agency head and the employee, and will be continuous on any day. 89. before part-time duty commences, the agency head will issue a notice in writing to the employee which will specify: a. the prescribed weekly hours of duty; and b.
NEMA non-SES Employment Determination 2022.txt935bandwidthfriday, within the bandwidth. 90. any variations to the arrangements will be agreed in writing. 91. a part-time employee will revert to full-time employment at the end of the agreed period, unless the employee renews the part-time arrangement with the approval of the agency head. 92. a part-time employee may revert to full-time at any time if the agency head agrees and fulltime work is available. penalty rates for shift workers 93. shift penalty payments will not be taken into account when calculating overtime or in calculating any allowance based on salary. additionally, in the calculation of penalty rates, an employee's ordinary salary will be considered to include any higher duties allowances for the shift. 94. a shift worker will be entitled to be paid the following penalty rates for all ordinary hours worked by the shift worker during the below periods: ordinary hours worked penalty rate irregular or intermittent penalty payment see clause 46 ordinary hourly rate (100%) ordinary hourly rate plus irregular or intermittent loading
NEMA non-SES Employment Determination 2022.txt942overtime93. shift penalty payments will not be taken into account when calculating overtime or in calculating any allowance based on salary. additionally, in the calculation of penalty rates, an employee's ordinary salary will be considered to include any higher duties allowances for the shift. 94. a shift worker will be entitled to be paid the following penalty rates for all ordinary hours worked by the shift worker during the below periods: ordinary hours worked penalty rate irregular or intermittent penalty payment see clause 46 ordinary hourly rate (100%) ordinary hourly rate plus irregular or intermittent loading (120%) night where any part of the shift falls between 6:00 pm
NEMA non-SES Employment Determination 2022.txt1054travelnecessarily spent in travelling to and from duty. the minimum payment will be two hours at double time. 99. clause 98 does not apply to shift workers whose duty for the day is varied by alteration of the commencement of the scheduled shift to meet an emergency. restriction duty 100. an employee may be directed to be contactable and to be available to perform extra duty outside of the employee's ordinary hours of work, subject to payment under this clause. 101. payment will be subject to the following conditions: a. except with the approval of the agency head, an el level employee will not be eligible to receive payment; b. the restriction situation will be imposed by the prior written direction of the agency head or will be subsequently approved in writing by the agency head where the circumstances did not permit prior direction; and c. the provisions regarding emergency duty will not apply where an employee is recalled to duty while restricted. 14 102. subject to the requirements in clause 101 being met, an employee who is required to remain contactable and available to perform extra duty outside an employee's ordinary hours of duty must be paid an allowance at the following rates: a.
NEMA non-SES Employment Determination 2022.txt1107overtimeto be recalled to work, overtime payment will be made, subject to a one hour minimum payment. 108. where an employee who has been restricted outside the employee’s ordinary hours of work is recalled to duty at a place of work, payment in accordance with the relevant overtime provisions will be made subject to a three hour minimum payment. 109. notwithstanding these provisions, where an employee is placed in a restriction situation outside of the employee’s ordinary hours of duty, the employee may be paid at an alternative rate having regard to the circumstances of the restriction situation. 15 section 5 – leave transfer of accrued leave (portability) 110. if an employee joins the agency (including on promotion or for an agreed period) from an employer staffed under the public service act 1999, the parliamentary service act 1999 or from the act government service, accrued annual leave and personal/carer’s leave credits will be transferred, based on hours and minutes, provided there is no break in continuity of service greater than 30 calendar days. this clause also applies to employees transferred to the agency as a result of a machinery of government change. 111. any recognised leave excludes any accrued leave paid out on separation from the previous employer. 112. use of these accrued leave credits and future entitlements is in accordance with this determination. leave at half pay 113. when a paid leave entitlement is accessed at half pay (as applicable), half the amount of leave actually taken at half pay will be deducted from the employee’s leave balance. annual leave 114. a full-time employee is entitled to four weeks' paid annual leave for each year of service. annual leave: •
NEMA non-SES Employment Determination 2022.txt1110overtimerecalled to duty at a place of work, payment in accordance with the relevant overtime provisions will be made subject to a three hour minimum payment. 109. notwithstanding these provisions, where an employee is placed in a restriction situation outside of the employee’s ordinary hours of duty, the employee may be paid at an alternative rate having regard to the circumstances of the restriction situation. 15 section 5 – leave transfer of accrued leave (portability) 110. if an employee joins the agency (including on promotion or for an agreed period) from an employer staffed under the public service act 1999, the parliamentary service act 1999 or from the act government service, accrued annual leave and personal/carer’s leave credits will be transferred, based on hours and minutes, provided there is no break in continuity of service greater than 30 calendar days. this clause also applies to employees transferred to the agency as a result of a machinery of government change. 111. any recognised leave excludes any accrued leave paid out on separation from the previous employer. 112. use of these accrued leave credits and future entitlements is in accordance with this determination. leave at half pay 113. when a paid leave entitlement is accessed at half pay (as applicable), half the amount of leave actually taken at half pay will be deducted from the employee’s leave balance. annual leave 114. a full-time employee is entitled to four weeks' paid annual leave for each year of service. annual leave: • accrues daily;
NEMA non-SES Employment Determination 2022.txt1150overtimerostered overtime shift of three (3) hours or more which commences or ceases on a sunday will count in the calculation. 116. part-time shift workers are also entitled to an additional half a day paid annual leave where the employee has a shift pattern involving the regular performance of rostered duty on sundays and public holidays and involving not less than five shifts per week or an average of not less than the number of shifts per week of an equivalent full-time employee. 117. an employee may, with approval from the agency head (delegate), take some or all of their annual leave at half pay. payment of accrued leave 118. an employee on annual leave will, for the period of the annual leave, be paid at the employee's ordinary hourly rate. 119. a shift worker on approved annual leave will, for the period of the annual leave, receive shift penalty payments in relation to any shifts the employee would have worked if the employee was not on approved annual leave. 16 120. where employment ceases, the employee will be entitled to payment in lieu of accrued annual leave. payment in lieu will be calculated using the employee’s final rate of salary, including allowances that would have been included during annual leave. 121. where an employee dies, or the agency head has directed that an employee will be presumed to have died on a particular date, payment may be made to the dependants or partner or the legal personal representative of the former employee of an amount that would have been paid if the employee had otherwise ceased employment. purchased leave 122. employees may apply to purchase up to eight (8) weeks’ (40 days) additional leave within a 12 month period. christmas closedown 123. the agency ceases normal operations from the close of business on the last working day before christmas day, recommencing on the first working day after new year’s day.
NEMA non-SES Employment Determination 2022.txt1184overtimeday and new year’s day will receive payment at the applicable overtime rate for all hours worked on that day. an executive level employee will receive an equivalent period of time off in lieu. 126. where, in a cycle of shifts on a regular roster, a shift worker is required to perform rostered work on each of the days of the week, that employee will, in respect of a holiday which occurs on a day on which the employee is rostered off work, be granted, if practicable, within one month after the holiday, a day’s leave in lieu of that holiday. volunteer leave 127. employees may access paid volunteer leave. the agency's policy on volunteer leave provides further details. additional matters regarding volunteer leave are set out in clause 154. public holidays 128. where an employee does not work on a day or part-day identified as a public holiday under section 115 of the fair work act 2009 they will be entitled to their base rate of pay for the hours they would have ordinarily worked. 129. an employee’s base location for work purposes is the employee’s normal work location. where an employee has been required to work from a different location, the new location will be the employee’s base location for work purposes. 130. if under a state or territory law, a day or part day is substituted for one (1) of the public holidays referred to in clause 128, then the substituted day or part day is the public holiday. 131. an employee and the agency head may agree to substitute any public holiday referred to in clause 128 for a cultural or religious day of significance to the employee. 132. where an employee works both christmas day and a substituted holiday, one day will attract payment at the public holiday rate and the other day will be paid at the non-holiday saturday or sunday rate as appropriate. 17 133. an employee may refuse, on reasonable grounds, a request to work on a public holiday. 134. where an employee is on paid personal/carer’s leave or annual leave at full or half pay on both sides of the public holiday, payment for the public holiday will be made at the employee’s full rate of pay.
NEMA non-SES Employment Determination 2022.txt1214long service leave135. where a public holiday falls during a period when an employee is absent on long service leave or parental leave there is no entitlement to receive payment as a public holiday. payment for that day will be in accordance with the entitlement for that form of leave (e.g. if on long service leave at half pay, payment is on half pay). 136. where an employee works on a public holiday or substituted public holiday the minimum payment payable is four hours. long service leave 137. employees are entitled to long service leave in accordance with the long service leave (commonwealth employees) act 1976. the agency head will consider applications for long service leave in light of operational requirements. the agency head may approve for an employee to access a period of long service leave at half pay. 138. the minimum period of absence for which long service leave will be granted is seven (7) calendar days at full pay or 14 calendar days at half pay. long service leave may not be broken by other forms of leave unless otherwise required by legislation. personal/carer's leave 139. ongoing and non-ongoing employees are entitled to 18 days paid personal/carer's leave for each year of service with the agency. 140. personal/carer’s leave accrues daily and is accrued on a pro-rata basis for part-time employees. 141. an employee is entitled to take personal/carer’s leave where the employee is: • ill or injured; or • required to provide care or support for members of the employee’s family or household because of a personal illness or injury of the member or an unexpected emergency affecting the member. 142. an employee’s accrual of personal/carer’s leave will be reduced proportionately where a period
NEMA non-SES Employment Determination 2022.txt1215parental leaveor parental leave there is no entitlement to receive payment as a public holiday. payment for that day will be in accordance with the entitlement for that form of leave (e.g. if on long service leave at half pay, payment is on half pay). 136. where an employee works on a public holiday or substituted public holiday the minimum payment payable is four hours. long service leave 137. employees are entitled to long service leave in accordance with the long service leave (commonwealth employees) act 1976. the agency head will consider applications for long service leave in light of operational requirements. the agency head may approve for an employee to access a period of long service leave at half pay. 138. the minimum period of absence for which long service leave will be granted is seven (7) calendar days at full pay or 14 calendar days at half pay. long service leave may not be broken by other forms of leave unless otherwise required by legislation. personal/carer's leave 139. ongoing and non-ongoing employees are entitled to 18 days paid personal/carer's leave for each year of service with the agency. 140. personal/carer’s leave accrues daily and is accrued on a pro-rata basis for part-time employees. 141. an employee is entitled to take personal/carer’s leave where the employee is: • ill or injured; or • required to provide care or support for members of the employee’s family or household because of a personal illness or injury of the member or an unexpected emergency affecting the member. 142. an employee’s accrual of personal/carer’s leave will be reduced proportionately where a period or cumulative periods of leave without pay that does not count as service exceeds 30 days
NEMA non-SES Employment Determination 2022.txt1220long service leavelong service leave 137. employees are entitled to long service leave in accordance with the long service leave (commonwealth employees) act 1976. the agency head will consider applications for long service leave in light of operational requirements. the agency head may approve for an employee to access a period of long service leave at half pay. 138. the minimum period of absence for which long service leave will be granted is seven (7) calendar days at full pay or 14 calendar days at half pay. long service leave may not be broken by other forms of leave unless otherwise required by legislation. personal/carer's leave 139. ongoing and non-ongoing employees are entitled to 18 days paid personal/carer's leave for each year of service with the agency. 140. personal/carer’s leave accrues daily and is accrued on a pro-rata basis for part-time employees. 141. an employee is entitled to take personal/carer’s leave where the employee is: • ill or injured; or • required to provide care or support for members of the employee’s family or household because of a personal illness or injury of the member or an unexpected emergency affecting the member. 142. an employee’s accrual of personal/carer’s leave will be reduced proportionately where a period or cumulative periods of leave without pay that does not count as service exceeds 30 days within a 12 month period. 143. an employee will provide a medical certificate or, where it is not practical to provide a medical certificate, a statutory declaration or other supporting evidence acceptable to the agency head in the following circumstances: •
NEMA non-SES Employment Determination 2022.txt1221long service leave137. employees are entitled to long service leave in accordance with the long service leave (commonwealth employees) act 1976. the agency head will consider applications for long service leave in light of operational requirements. the agency head may approve for an employee to access a period of long service leave at half pay. 138. the minimum period of absence for which long service leave will be granted is seven (7) calendar days at full pay or 14 calendar days at half pay. long service leave may not be broken by other forms of leave unless otherwise required by legislation. personal/carer's leave 139. ongoing and non-ongoing employees are entitled to 18 days paid personal/carer's leave for each year of service with the agency. 140. personal/carer’s leave accrues daily and is accrued on a pro-rata basis for part-time employees. 141. an employee is entitled to take personal/carer’s leave where the employee is: • ill or injured; or • required to provide care or support for members of the employee’s family or household because of a personal illness or injury of the member or an unexpected emergency affecting the member. 142. an employee’s accrual of personal/carer’s leave will be reduced proportionately where a period or cumulative periods of leave without pay that does not count as service exceeds 30 days within a 12 month period. 143. an employee will provide a medical certificate or, where it is not practical to provide a medical certificate, a statutory declaration or other supporting evidence acceptable to the agency head in the following circumstances: •
NEMA non-SES Employment Determination 2022.txt1224long service leaveemployee to access a period of long service leave at half pay. 138. the minimum period of absence for which long service leave will be granted is seven (7) calendar days at full pay or 14 calendar days at half pay. long service leave may not be broken by other forms of leave unless otherwise required by legislation. personal/carer's leave 139. ongoing and non-ongoing employees are entitled to 18 days paid personal/carer's leave for each year of service with the agency. 140. personal/carer’s leave accrues daily and is accrued on a pro-rata basis for part-time employees. 141. an employee is entitled to take personal/carer’s leave where the employee is: • ill or injured; or • required to provide care or support for members of the employee’s family or household because of a personal illness or injury of the member or an unexpected emergency affecting the member. 142. an employee’s accrual of personal/carer’s leave will be reduced proportionately where a period or cumulative periods of leave without pay that does not count as service exceeds 30 days within a 12 month period. 143. an employee will provide a medical certificate or, where it is not practical to provide a medical certificate, a statutory declaration or other supporting evidence acceptable to the agency head in the following circumstances: • where the employee is or will be absent on personal/carer’s leave for three (3) or more consecutive working days, unless the agency head informs the employee that such evidence will not be required;
NEMA non-SES Employment Determination 2022.txt1225long service leave138. the minimum period of absence for which long service leave will be granted is seven (7) calendar days at full pay or 14 calendar days at half pay. long service leave may not be broken by other forms of leave unless otherwise required by legislation. personal/carer's leave 139. ongoing and non-ongoing employees are entitled to 18 days paid personal/carer's leave for each year of service with the agency. 140. personal/carer’s leave accrues daily and is accrued on a pro-rata basis for part-time employees. 141. an employee is entitled to take personal/carer’s leave where the employee is: • ill or injured; or • required to provide care or support for members of the employee’s family or household because of a personal illness or injury of the member or an unexpected emergency affecting the member. 142. an employee’s accrual of personal/carer’s leave will be reduced proportionately where a period or cumulative periods of leave without pay that does not count as service exceeds 30 days within a 12 month period. 143. an employee will provide a medical certificate or, where it is not practical to provide a medical certificate, a statutory declaration or other supporting evidence acceptable to the agency head in the following circumstances: • where the employee is or will be absent on personal/carer’s leave for three (3) or more consecutive working days, unless the agency head informs the employee that such evidence will not be required;
NEMA non-SES Employment Determination 2022.txt1226long service leavecalendar days at full pay or 14 calendar days at half pay. long service leave may not be broken by other forms of leave unless otherwise required by legislation. personal/carer's leave 139. ongoing and non-ongoing employees are entitled to 18 days paid personal/carer's leave for each year of service with the agency. 140. personal/carer’s leave accrues daily and is accrued on a pro-rata basis for part-time employees. 141. an employee is entitled to take personal/carer’s leave where the employee is: • ill or injured; or • required to provide care or support for members of the employee’s family or household because of a personal illness or injury of the member or an unexpected emergency affecting the member. 142. an employee’s accrual of personal/carer’s leave will be reduced proportionately where a period or cumulative periods of leave without pay that does not count as service exceeds 30 days within a 12 month period. 143. an employee will provide a medical certificate or, where it is not practical to provide a medical certificate, a statutory declaration or other supporting evidence acceptable to the agency head in the following circumstances: • where the employee is or will be absent on personal/carer’s leave for three (3) or more consecutive working days, unless the agency head informs the employee that such evidence will not be required; •
NEMA non-SES Employment Determination 2022.txt1309long service leaveexcept for the purpose of long service leave accruals, a period or cumulative periods of miscellaneous leave without pay which exceed 30 days within a 12 month period will not count as service for any purpose unless required by legislation; and • any periods of miscellaneous leave without pay will count (or not count) as service for the purposes of long service leave accruals in accordance with the long service leave (commonwealth employees) act 1976. 19 152. applications for miscellaneous leave are considered subject to the operational requirements of the agency and on a case by case basis. appropriate supporting evidence, relevant to the request, is to be provided with the application. 153. unless the agency head determines otherwise, miscellaneous leave without pay will not be granted until all forms of appropriate paid leave are exhausted. 154. the agency head may grant an employee one day of miscellaneous leave with pay and a reasonable amount of leave without pay to undertake volunteer or community service work. community service leave 155. an employee who engages in eligible community service activity is entitled to a period of leave in accordance with sections 108 and 109 of the fair work act 2009. 156. community service leave may be approved for community service personnel for emergency services duties and encompasses leave for regular training, all emergency services responses, reasonable recovery time and ceremonial duties. 157. an employee (except casual employees) will be reimbursed reasonable expenses incurred by the employee in excess of the nes entitlement while attending court to serve as a juror. defence reserve leave 158. the agency head may grant an employee leave, with or without pay, to enable the employee to fulfil australian defence force (adf), reserve and continuous full-time service (cfts) or
NEMA non-SES Employment Determination 2022.txt1317long service leavefor the purposes of long service leave accruals in accordance with the long service leave (commonwealth employees) act 1976. 19 152. applications for miscellaneous leave are considered subject to the operational requirements of the agency and on a case by case basis. appropriate supporting evidence, relevant to the request, is to be provided with the application. 153. unless the agency head determines otherwise, miscellaneous leave without pay will not be granted until all forms of appropriate paid leave are exhausted. 154. the agency head may grant an employee one day of miscellaneous leave with pay and a reasonable amount of leave without pay to undertake volunteer or community service work. community service leave 155. an employee who engages in eligible community service activity is entitled to a period of leave in accordance with sections 108 and 109 of the fair work act 2009. 156. community service leave may be approved for community service personnel for emergency services duties and encompasses leave for regular training, all emergency services responses, reasonable recovery time and ceremonial duties. 157. an employee (except casual employees) will be reimbursed reasonable expenses incurred by the employee in excess of the nes entitlement while attending court to serve as a juror. defence reserve leave 158. the agency head may grant an employee leave, with or without pay, to enable the employee to fulfil australian defence force (adf), reserve and continuous full-time service (cfts) or cadet force obligations. 159. an employee is entitled to adf reserve leave with pay, for up to four (4) weeks during each financial year for the purpose of fulfilling service in the adf reserve. these purposes include training and operational duty as required. 160. during the employee’s first year of adf reserve service, a further two (2) weeks’ paid leave may be granted to facilitate participation in additional adf reserve training, including induction requirements. 161. with the exception of the additional two (2) weeks in the first year of service, leave can be
NEMA non-SES Employment Determination 2022.txt1387parental leaveparental leave 170. an employee is entitled to an initial period of unpaid parental leave of up to 12 months from the date of the birth or placement of a dependent child, as applicable. 171. on return from an initial period up to 12 months’ parental leave, an employee is entitled to return to: • the employee’s pre-parental leave position on the same employment and attendance basis prior to the leave; or • if the position no longer exists – an available position for which the employee is qualified and suited nearest in employment status and pay to the pre-parental leave position. 172. upon request from the employee, the agency head will agree to an extension of unpaid parental leave for a further period of up to 12 months, immediately following the end of the initial 12 month period. 173. an employee returning from parental leave who has care of a child who is of school age or younger may apply, in writing, for flexible working arrangements (including working parttime). approval will be granted unless the flexible work arrangements cannot be accommodated under any circumstances. maternity leave 174. an employee is entitled to up to 52 weeks’ unpaid maternity leave in accordance with the maternity leave (commonwealth employees) act 1973 and/or division 5 of part 2-2 of the fair work act 2009. the period of 52 weeks will be reduced by any period of leave taken under clause 175. 21 175. an employee who is entitled to up to 12 weeks’ paid leave under the maternity leave
NEMA non-SES Employment Determination 2022.txt1388parental leave170. an employee is entitled to an initial period of unpaid parental leave of up to 12 months from the date of the birth or placement of a dependent child, as applicable. 171. on return from an initial period up to 12 months’ parental leave, an employee is entitled to return to: • the employee’s pre-parental leave position on the same employment and attendance basis prior to the leave; or • if the position no longer exists – an available position for which the employee is qualified and suited nearest in employment status and pay to the pre-parental leave position. 172. upon request from the employee, the agency head will agree to an extension of unpaid parental leave for a further period of up to 12 months, immediately following the end of the initial 12 month period. 173. an employee returning from parental leave who has care of a child who is of school age or younger may apply, in writing, for flexible working arrangements (including working parttime). approval will be granted unless the flexible work arrangements cannot be accommodated under any circumstances. maternity leave 174. an employee is entitled to up to 52 weeks’ unpaid maternity leave in accordance with the maternity leave (commonwealth employees) act 1973 and/or division 5 of part 2-2 of the fair work act 2009. the period of 52 weeks will be reduced by any period of leave taken under clause 175. 21 175. an employee who is entitled to up to 12 weeks’ paid leave under the maternity leave (commonwealth employees) act 1973 is entitled to an additional two (2) weeks’ paid
NEMA non-SES Employment Determination 2022.txt1390parental leave171. on return from an initial period up to 12 months’ parental leave, an employee is entitled to return to: • the employee’s pre-parental leave position on the same employment and attendance basis prior to the leave; or • if the position no longer exists – an available position for which the employee is qualified and suited nearest in employment status and pay to the pre-parental leave position. 172. upon request from the employee, the agency head will agree to an extension of unpaid parental leave for a further period of up to 12 months, immediately following the end of the initial 12 month period. 173. an employee returning from parental leave who has care of a child who is of school age or younger may apply, in writing, for flexible working arrangements (including working parttime). approval will be granted unless the flexible work arrangements cannot be accommodated under any circumstances. maternity leave 174. an employee is entitled to up to 52 weeks’ unpaid maternity leave in accordance with the maternity leave (commonwealth employees) act 1973 and/or division 5 of part 2-2 of the fair work act 2009. the period of 52 weeks will be reduced by any period of leave taken under clause 175. 21 175. an employee who is entitled to up to 12 weeks’ paid leave under the maternity leave (commonwealth employees) act 1973 is entitled to an additional two (2) weeks’ paid maternity leave under this determination. where an employee elects to have the payment for this leave spread over a maximum of 28 weeks at a rate no less than half normal salary, a
NEMA non-SES Employment Determination 2022.txt1394parental leavethe employee’s pre-parental leave position on the same employment and attendance basis prior to the leave; or • if the position no longer exists – an available position for which the employee is qualified and suited nearest in employment status and pay to the pre-parental leave position. 172. upon request from the employee, the agency head will agree to an extension of unpaid parental leave for a further period of up to 12 months, immediately following the end of the initial 12 month period. 173. an employee returning from parental leave who has care of a child who is of school age or younger may apply, in writing, for flexible working arrangements (including working parttime). approval will be granted unless the flexible work arrangements cannot be accommodated under any circumstances. maternity leave 174. an employee is entitled to up to 52 weeks’ unpaid maternity leave in accordance with the maternity leave (commonwealth employees) act 1973 and/or division 5 of part 2-2 of the fair work act 2009. the period of 52 weeks will be reduced by any period of leave taken under clause 175. 21 175. an employee who is entitled to up to 12 weeks’ paid leave under the maternity leave (commonwealth employees) act 1973 is entitled to an additional two (2) weeks’ paid maternity leave under this determination. where an employee elects to have the payment for this leave spread over a maximum of 28 weeks at a rate no less than half normal salary, a maximum of 14 weeks of the leave will count as service. leave for supporting partners 176. an employee who is not the primary caregiver to a dependent child is entitled to be absent from the workplace with pay within the first 12 months following the birth or placement of the
NEMA non-SES Employment Determination 2022.txt1404parental leaveparental leave for a further period of up to 12 months, immediately following the end of the initial 12 month period. 173. an employee returning from parental leave who has care of a child who is of school age or younger may apply, in writing, for flexible working arrangements (including working parttime). approval will be granted unless the flexible work arrangements cannot be accommodated under any circumstances. maternity leave 174. an employee is entitled to up to 52 weeks’ unpaid maternity leave in accordance with the maternity leave (commonwealth employees) act 1973 and/or division 5 of part 2-2 of the fair work act 2009. the period of 52 weeks will be reduced by any period of leave taken under clause 175. 21 175. an employee who is entitled to up to 12 weeks’ paid leave under the maternity leave (commonwealth employees) act 1973 is entitled to an additional two (2) weeks’ paid maternity leave under this determination. where an employee elects to have the payment for this leave spread over a maximum of 28 weeks at a rate no less than half normal salary, a maximum of 14 weeks of the leave will count as service. leave for supporting partners 176. an employee who is not the primary caregiver to a dependent child is entitled to be absent from the workplace with pay within the first 12 months following the birth or placement of the dependent child for two weeks (10 days). where an employee elects to take this leave at half pay, only the first half of the leave will count as service. 177. an employee eligible for leave under clause 176 may access up to three (3) weeks of additional leave from their personal/carer’s leave credits, subject to retaining sufficient balance to allow the employee to use 10 days’ paid personal/carer’s leave in any year of service for purposes under section 97 of the fair work act 2009. where an employee elects to take this leave at half pay, only the first half of the leave will count as service. 178. an employee with 12 months’ continuous service in the aps, following a period of supporting partners leave, is entitled to a maximum of 12 months’ unpaid parental leave (not to count as service) from the date of the birth or placement of the dependent child, as applicable.
NEMA non-SES Employment Determination 2022.txt1406parental leave173. an employee returning from parental leave who has care of a child who is of school age or younger may apply, in writing, for flexible working arrangements (including working parttime). approval will be granted unless the flexible work arrangements cannot be accommodated under any circumstances. maternity leave 174. an employee is entitled to up to 52 weeks’ unpaid maternity leave in accordance with the maternity leave (commonwealth employees) act 1973 and/or division 5 of part 2-2 of the fair work act 2009. the period of 52 weeks will be reduced by any period of leave taken under clause 175. 21 175. an employee who is entitled to up to 12 weeks’ paid leave under the maternity leave (commonwealth employees) act 1973 is entitled to an additional two (2) weeks’ paid maternity leave under this determination. where an employee elects to have the payment for this leave spread over a maximum of 28 weeks at a rate no less than half normal salary, a maximum of 14 weeks of the leave will count as service. leave for supporting partners 176. an employee who is not the primary caregiver to a dependent child is entitled to be absent from the workplace with pay within the first 12 months following the birth or placement of the dependent child for two weeks (10 days). where an employee elects to take this leave at half pay, only the first half of the leave will count as service. 177. an employee eligible for leave under clause 176 may access up to three (3) weeks of additional leave from their personal/carer’s leave credits, subject to retaining sufficient balance to allow the employee to use 10 days’ paid personal/carer’s leave in any year of service for purposes under section 97 of the fair work act 2009. where an employee elects to take this leave at half pay, only the first half of the leave will count as service. 178. an employee with 12 months’ continuous service in the aps, following a period of supporting partners leave, is entitled to a maximum of 12 months’ unpaid parental leave (not to count as service) from the date of the birth or placement of the dependent child, as applicable. 179. the maximum period of 12 months is reduced by any period of leave taken under clauses 176 and 177.
NEMA non-SES Employment Determination 2022.txt1407flexible work arrangementsyounger may apply, in writing, for flexible working arrangements (including working parttime). approval will be granted unless the flexible work arrangements cannot be accommodated under any circumstances. maternity leave 174. an employee is entitled to up to 52 weeks’ unpaid maternity leave in accordance with the maternity leave (commonwealth employees) act 1973 and/or division 5 of part 2-2 of the fair work act 2009. the period of 52 weeks will be reduced by any period of leave taken under clause 175. 21 175. an employee who is entitled to up to 12 weeks’ paid leave under the maternity leave (commonwealth employees) act 1973 is entitled to an additional two (2) weeks’ paid maternity leave under this determination. where an employee elects to have the payment for this leave spread over a maximum of 28 weeks at a rate no less than half normal salary, a maximum of 14 weeks of the leave will count as service. leave for supporting partners 176. an employee who is not the primary caregiver to a dependent child is entitled to be absent from the workplace with pay within the first 12 months following the birth or placement of the dependent child for two weeks (10 days). where an employee elects to take this leave at half pay, only the first half of the leave will count as service. 177. an employee eligible for leave under clause 176 may access up to three (3) weeks of additional leave from their personal/carer’s leave credits, subject to retaining sufficient balance to allow the employee to use 10 days’ paid personal/carer’s leave in any year of service for purposes under section 97 of the fair work act 2009. where an employee elects to take this leave at half pay, only the first half of the leave will count as service. 178. an employee with 12 months’ continuous service in the aps, following a period of supporting partners leave, is entitled to a maximum of 12 months’ unpaid parental leave (not to count as service) from the date of the birth or placement of the dependent child, as applicable. 179. the maximum period of 12 months is reduced by any period of leave taken under clauses 176 and 177. adoption leave
NEMA non-SES Employment Determination 2022.txt1409maternity leavematernity leave 174. an employee is entitled to up to 52 weeks’ unpaid maternity leave in accordance with the maternity leave (commonwealth employees) act 1973 and/or division 5 of part 2-2 of the fair work act 2009. the period of 52 weeks will be reduced by any period of leave taken under clause 175. 21 175. an employee who is entitled to up to 12 weeks’ paid leave under the maternity leave (commonwealth employees) act 1973 is entitled to an additional two (2) weeks’ paid maternity leave under this determination. where an employee elects to have the payment for this leave spread over a maximum of 28 weeks at a rate no less than half normal salary, a maximum of 14 weeks of the leave will count as service. leave for supporting partners 176. an employee who is not the primary caregiver to a dependent child is entitled to be absent from the workplace with pay within the first 12 months following the birth or placement of the dependent child for two weeks (10 days). where an employee elects to take this leave at half pay, only the first half of the leave will count as service. 177. an employee eligible for leave under clause 176 may access up to three (3) weeks of additional leave from their personal/carer’s leave credits, subject to retaining sufficient balance to allow the employee to use 10 days’ paid personal/carer’s leave in any year of service for purposes under section 97 of the fair work act 2009. where an employee elects to take this leave at half pay, only the first half of the leave will count as service. 178. an employee with 12 months’ continuous service in the aps, following a period of supporting partners leave, is entitled to a maximum of 12 months’ unpaid parental leave (not to count as service) from the date of the birth or placement of the dependent child, as applicable. 179. the maximum period of 12 months is reduced by any period of leave taken under clauses 176 and 177. adoption leave 180. an employee who is the adoptive parent of a newly-adopted child under 16 years at the date of placement, is entitled to:
NEMA non-SES Employment Determination 2022.txt1410maternity leave174. an employee is entitled to up to 52 weeks’ unpaid maternity leave in accordance with the maternity leave (commonwealth employees) act 1973 and/or division 5 of part 2-2 of the fair work act 2009. the period of 52 weeks will be reduced by any period of leave taken under clause 175. 21 175. an employee who is entitled to up to 12 weeks’ paid leave under the maternity leave (commonwealth employees) act 1973 is entitled to an additional two (2) weeks’ paid maternity leave under this determination. where an employee elects to have the payment for this leave spread over a maximum of 28 weeks at a rate no less than half normal salary, a maximum of 14 weeks of the leave will count as service. leave for supporting partners 176. an employee who is not the primary caregiver to a dependent child is entitled to be absent from the workplace with pay within the first 12 months following the birth or placement of the dependent child for two weeks (10 days). where an employee elects to take this leave at half pay, only the first half of the leave will count as service. 177. an employee eligible for leave under clause 176 may access up to three (3) weeks of additional leave from their personal/carer’s leave credits, subject to retaining sufficient balance to allow the employee to use 10 days’ paid personal/carer’s leave in any year of service for purposes under section 97 of the fair work act 2009. where an employee elects to take this leave at half pay, only the first half of the leave will count as service. 178. an employee with 12 months’ continuous service in the aps, following a period of supporting partners leave, is entitled to a maximum of 12 months’ unpaid parental leave (not to count as service) from the date of the birth or placement of the dependent child, as applicable. 179. the maximum period of 12 months is reduced by any period of leave taken under clauses 176 and 177. adoption leave 180. an employee who is the adoptive parent of a newly-adopted child under 16 years at the date of placement, is entitled to: a.
NEMA non-SES Employment Determination 2022.txt1411maternity leavematernity leave (commonwealth employees) act 1973 and/or division 5 of part 2-2 of the fair work act 2009. the period of 52 weeks will be reduced by any period of leave taken under clause 175. 21 175. an employee who is entitled to up to 12 weeks’ paid leave under the maternity leave (commonwealth employees) act 1973 is entitled to an additional two (2) weeks’ paid maternity leave under this determination. where an employee elects to have the payment for this leave spread over a maximum of 28 weeks at a rate no less than half normal salary, a maximum of 14 weeks of the leave will count as service. leave for supporting partners 176. an employee who is not the primary caregiver to a dependent child is entitled to be absent from the workplace with pay within the first 12 months following the birth or placement of the dependent child for two weeks (10 days). where an employee elects to take this leave at half pay, only the first half of the leave will count as service. 177. an employee eligible for leave under clause 176 may access up to three (3) weeks of additional leave from their personal/carer’s leave credits, subject to retaining sufficient balance to allow the employee to use 10 days’ paid personal/carer’s leave in any year of service for purposes under section 97 of the fair work act 2009. where an employee elects to take this leave at half pay, only the first half of the leave will count as service. 178. an employee with 12 months’ continuous service in the aps, following a period of supporting partners leave, is entitled to a maximum of 12 months’ unpaid parental leave (not to count as service) from the date of the birth or placement of the dependent child, as applicable. 179. the maximum period of 12 months is reduced by any period of leave taken under clauses 176 and 177. adoption leave 180. an employee who is the adoptive parent of a newly-adopted child under 16 years at the date of placement, is entitled to: a.
NEMA non-SES Employment Determination 2022.txt1416maternity leave175. an employee who is entitled to up to 12 weeks’ paid leave under the maternity leave (commonwealth employees) act 1973 is entitled to an additional two (2) weeks’ paid maternity leave under this determination. where an employee elects to have the payment for this leave spread over a maximum of 28 weeks at a rate no less than half normal salary, a maximum of 14 weeks of the leave will count as service. leave for supporting partners 176. an employee who is not the primary caregiver to a dependent child is entitled to be absent from the workplace with pay within the first 12 months following the birth or placement of the dependent child for two weeks (10 days). where an employee elects to take this leave at half pay, only the first half of the leave will count as service. 177. an employee eligible for leave under clause 176 may access up to three (3) weeks of additional leave from their personal/carer’s leave credits, subject to retaining sufficient balance to allow the employee to use 10 days’ paid personal/carer’s leave in any year of service for purposes under section 97 of the fair work act 2009. where an employee elects to take this leave at half pay, only the first half of the leave will count as service. 178. an employee with 12 months’ continuous service in the aps, following a period of supporting partners leave, is entitled to a maximum of 12 months’ unpaid parental leave (not to count as service) from the date of the birth or placement of the dependent child, as applicable. 179. the maximum period of 12 months is reduced by any period of leave taken under clauses 176 and 177. adoption leave 180. an employee who is the adoptive parent of a newly-adopted child under 16 years at the date of placement, is entitled to: a. a maximum of 12 months’ unpaid leave (not to count as service) from the date of placement of the child. the maximum period of 12 months is reduced by any period of leave taken under clause 180b. b.
NEMA non-SES Employment Determination 2022.txt1418maternity leavematernity leave under this determination. where an employee elects to have the payment for this leave spread over a maximum of 28 weeks at a rate no less than half normal salary, a maximum of 14 weeks of the leave will count as service. leave for supporting partners 176. an employee who is not the primary caregiver to a dependent child is entitled to be absent from the workplace with pay within the first 12 months following the birth or placement of the dependent child for two weeks (10 days). where an employee elects to take this leave at half pay, only the first half of the leave will count as service. 177. an employee eligible for leave under clause 176 may access up to three (3) weeks of additional leave from their personal/carer’s leave credits, subject to retaining sufficient balance to allow the employee to use 10 days’ paid personal/carer’s leave in any year of service for purposes under section 97 of the fair work act 2009. where an employee elects to take this leave at half pay, only the first half of the leave will count as service. 178. an employee with 12 months’ continuous service in the aps, following a period of supporting partners leave, is entitled to a maximum of 12 months’ unpaid parental leave (not to count as service) from the date of the birth or placement of the dependent child, as applicable. 179. the maximum period of 12 months is reduced by any period of leave taken under clauses 176 and 177. adoption leave 180. an employee who is the adoptive parent of a newly-adopted child under 16 years at the date of placement, is entitled to: a. a maximum of 12 months’ unpaid leave (not to count as service) from the date of placement of the child. the maximum period of 12 months is reduced by any period of leave taken under clause 180b. b. for primary caregivers with 12 months’ continuous service in the aps, up to 14 weeks’
NEMA non-SES Employment Determination 2022.txt1432parental leavepartners leave, is entitled to a maximum of 12 months’ unpaid parental leave (not to count as service) from the date of the birth or placement of the dependent child, as applicable. 179. the maximum period of 12 months is reduced by any period of leave taken under clauses 176 and 177. adoption leave 180. an employee who is the adoptive parent of a newly-adopted child under 16 years at the date of placement, is entitled to: a. a maximum of 12 months’ unpaid leave (not to count as service) from the date of placement of the child. the maximum period of 12 months is reduced by any period of leave taken under clause 180b. b. for primary caregivers with 12 months’ continuous service in the aps, up to 14 weeks’ paid leave (to count as service) from the date of placement of the child. 181. an employee who has insufficient paid leave credits may take two (2) days’ unpaid preadoption leave to attend interviews or examinations required to obtain approval to adopt a child in accordance with section 85 of the fair work act 2009. 182. an aboriginal and torres strait islander employee who is the adoptive parent and primary caregiver of a newly-adopted child under 16 years at the date of placement under traditional adoption will be eligible for the entitlements in clause 180. foster care leave 183. an employee who enters into a long-term formal arrangement to be a foster parent to a child who is or will be under 16 years at the date of placement may access: a. for primary caregivers with 12 months’ continuous service in the aps, up to 14 weeks’ paid leave (to count as service) from the date of the placement of the child; and
NEMA non-SES Employment Determination 2022.txt1499zone of discretion188. "zod" means the zone of discretion, which is a salary range above the maximum pay point for each of the aps6 — el2 classifications. placement on a salary within the zod is discretionary. salary on engagement, promotion or movement 189. a person who is new to the aps or an existing aps employee who is promoted to a job in the agency will be paid at the minimum pay point for the relevant classification set out in the table at clause 192. the agency head may approve payment of a higher salary based on the experience, qualifications or skills of the person. 190. unless the agency head determines otherwise, an existing aps employee moving to the agency at the same classification level whose current salary exceeds the maximum pay point for that classification as set out in column 3 of the table at clause 192 will have their salary maintained. general salary increases will not be applied until the salary is at or below the maximum salary point for the relevant classification level. 191. unless the agency head determines otherwise, an existing aps employee moving to the agency whose current base salary falls between the minimum pay point and the maximum pay point for their substantive classification in column 3 of the table at clause 192 will have their base salary set at the next highest pay point for their classification level. salary rates 192. the salary rates under this determination are set out in the following table: item column 1 salary pay point column 3 rate el2 - zod $160,689
NEMA non-SES Employment Determination 2022.txt1681salary advancementsalary advancement 194. on 1 august each year, an ongoing employee (excluding graduates) who is not already on the maximum pay point for the employee’s current substantive classification in the applicable pay scale will advance to the next highest pay point, if the employee: • has been at their current pay point for at least 3 months; and • is working at or above the expected standard for their substantive classification level as determined by the agency head. 195. employees may advance two or more pay points with the agreement of the agency head based on proven high performance. graduates 196. the agency may run a graduate program each year. details of the program are outlined in the graduate program policy. 197. graduates will be engaged at the bottom of the graduate broadband on the aps 3 classification at the minimum pay point as per clause 199. 198. progression through the graduate broadband under clause 199 is subject to meeting the requirements of the graduate program as outlined in the graduate program policy. graduate broadband 199. the graduate broadband is set out in the following table: classification pay point salary
NEMA non-SES Employment Determination 2022.txt1766long service leave(excluding long service leave) and public holidays, in addition to their hourly rate of salary. the employee’s salary rate and casual loading under this clause includes payment for casual loading the employee is entitled to receive under the aps award. 202. a casual employee who is scheduled to work on a day that falls on a public holiday, as identified in clause 128 of this determination, and is not required to perform duties on that day will receive payment for that day at their base rate of pay, including casual loading. supported wage system 203. an employee who is affected by disability may be eligible for a supported wage. payment of salary 204. an employee will be paid fortnightly by electronic funds transfer into a financial institution account of the employee’s choice. 205. the fortnightly rate of pay is calculated using the following formula: annual rate of pay multiplied by 12 and divided by 313. flexible remuneration packaging 206. employees may choose to sacrifice part of their salary for a range of non-cash benefits in accordance with legislation and government policy. superannuation 207. the agency will make compulsory employer superannuation contributions as required by the applicable legislation and fund requirements. 208. the agency head may choose to limit superannuation choice to complying superannuation funds that allow employee and/or employer contributions to be paid through fortnightly electronic funds transfer. 209. where employer contributions are paid to the public sector superannuation accumulation plan (pssap) or another accumulation fund, the employer contribution will be 15.4 per cent of the fortnightly contribution salary (fcs). 210. employer superannuation contributions: • will be made during the first 12 months of unpaid maternity leave or parental leave (reduced by any period of paid maternity leave) in accordance with the rules of the
NEMA non-SES Employment Determination 2022.txt1794maternity leavewill be made during the first 12 months of unpaid maternity leave or parental leave (reduced by any period of paid maternity leave) in accordance with the rules of the relevant superannuation scheme and provided that those rules permit such contributions to be made; and • will not be paid during any other periods of unpaid leave that do not count as service, unless otherwise required by law. 211. employer contributions to superannuation will not be reduced by any other contributions to superannuation made by the employee through salary sacrifice arrangements. 27 salary on reduction 212. an employee’s classification may be reduced at the employee’s request or if the agency head directs, in accordance with the circumstances provided for in section 23 of the public service act 1999. 213. if an employee requests in writing or is directed to perform work at a lower classification level temporarily or permanently, the agency head will determine the employee’s salary rate at the lower classification level. the determination will reflect the employee’s experience, qualifications and skills and the circumstances under which the reduction occurred. higher duties allowance (hda) 214. where the agency head has assigned duties to an employee at a higher non-ses classification level for 15 consecutive working days (inclusive of public holidays) or more, the employee will be paid a higher duties allowance (hda) equal to the difference between the employee’s current base salary and the minimum salary point of the higher classification, or a higher salary level, as determined by the agency head. 215. an employee's salary rate includes payment for any higher duties allowance under the aps
NEMA non-SES Employment Determination 2022.txt1794parental leavewill be made during the first 12 months of unpaid maternity leave or parental leave (reduced by any period of paid maternity leave) in accordance with the rules of the relevant superannuation scheme and provided that those rules permit such contributions to be made; and • will not be paid during any other periods of unpaid leave that do not count as service, unless otherwise required by law. 211. employer contributions to superannuation will not be reduced by any other contributions to superannuation made by the employee through salary sacrifice arrangements. 27 salary on reduction 212. an employee’s classification may be reduced at the employee’s request or if the agency head directs, in accordance with the circumstances provided for in section 23 of the public service act 1999. 213. if an employee requests in writing or is directed to perform work at a lower classification level temporarily or permanently, the agency head will determine the employee’s salary rate at the lower classification level. the determination will reflect the employee’s experience, qualifications and skills and the circumstances under which the reduction occurred. higher duties allowance (hda) 214. where the agency head has assigned duties to an employee at a higher non-ses classification level for 15 consecutive working days (inclusive of public holidays) or more, the employee will be paid a higher duties allowance (hda) equal to the difference between the employee’s current base salary and the minimum salary point of the higher classification, or a higher salary level, as determined by the agency head. 215. an employee's salary rate includes payment for any higher duties allowance under the aps
NEMA non-SES Employment Determination 2022.txt1795maternity leave(reduced by any period of paid maternity leave) in accordance with the rules of the relevant superannuation scheme and provided that those rules permit such contributions to be made; and • will not be paid during any other periods of unpaid leave that do not count as service, unless otherwise required by law. 211. employer contributions to superannuation will not be reduced by any other contributions to superannuation made by the employee through salary sacrifice arrangements. 27 salary on reduction 212. an employee’s classification may be reduced at the employee’s request or if the agency head directs, in accordance with the circumstances provided for in section 23 of the public service act 1999. 213. if an employee requests in writing or is directed to perform work at a lower classification level temporarily or permanently, the agency head will determine the employee’s salary rate at the lower classification level. the determination will reflect the employee’s experience, qualifications and skills and the circumstances under which the reduction occurred. higher duties allowance (hda) 214. where the agency head has assigned duties to an employee at a higher non-ses classification level for 15 consecutive working days (inclusive of public holidays) or more, the employee will be paid a higher duties allowance (hda) equal to the difference between the employee’s current base salary and the minimum salary point of the higher classification, or a higher salary level, as determined by the agency head. 215. an employee's salary rate includes payment for any higher duties allowance under the aps award in any circumstance where an employee performs duties at a higher classification for
NEMA non-SES Employment Determination 2022.txt1831traveltravel assistance 218. where the agency head requires an employee to travel the agency will meet the reasonable costs of travelling, accommodation, meals and other incidental expenses. if an allowance is paid it will be no less than the rates set by the australian taxation office as amended from time to time. where practicable any allowance will be paid in advance of undertaking the travel. an allowance is not payable under this clause if expenses are paid for by the agency. 219. the agency’s preferred method of paying travel expenses is through the use of a travel charge card or other government credit card. an allowance will be paid where this is not practicable. 220. the agency head may authorise the payment of airline lounge membership fees for an employee who needs access to an airline lounge for work purposes. other employees may purchase a membership at the agency’s discounted corporate rate. camping allowance 221. an employee, required to camp out or be employed in a camping party is entitled to be paid the applicable rate of camping allowance. 222. an employee who camps out for more than one night (other than in a base camp established by the agency, a caravan or in a hut) and who is required to move camp from place to place is entitled to an additional allowance for each of those nights. 223. where an employee camps out for more than seven days, an additional allowance in respect of the total period is payable. 28 224. camping allowance is paid at the below rates: $ camping allowance—where cook is provided by the agency 38.76 per day
NEMA non-SES Employment Determination 2022.txt1832travel218. where the agency head requires an employee to travel the agency will meet the reasonable costs of travelling, accommodation, meals and other incidental expenses. if an allowance is paid it will be no less than the rates set by the australian taxation office as amended from time to time. where practicable any allowance will be paid in advance of undertaking the travel. an allowance is not payable under this clause if expenses are paid for by the agency. 219. the agency’s preferred method of paying travel expenses is through the use of a travel charge card or other government credit card. an allowance will be paid where this is not practicable. 220. the agency head may authorise the payment of airline lounge membership fees for an employee who needs access to an airline lounge for work purposes. other employees may purchase a membership at the agency’s discounted corporate rate. camping allowance 221. an employee, required to camp out or be employed in a camping party is entitled to be paid the applicable rate of camping allowance. 222. an employee who camps out for more than one night (other than in a base camp established by the agency, a caravan or in a hut) and who is required to move camp from place to place is entitled to an additional allowance for each of those nights. 223. where an employee camps out for more than seven days, an additional allowance in respect of the total period is payable. 28 224. camping allowance is paid at the below rates: $ camping allowance—where cook is provided by the agency 38.76 per day
NEMA non-SES Employment Determination 2022.txt1833travelcosts of travelling, accommodation, meals and other incidental expenses. if an allowance is paid it will be no less than the rates set by the australian taxation office as amended from time to time. where practicable any allowance will be paid in advance of undertaking the travel. an allowance is not payable under this clause if expenses are paid for by the agency. 219. the agency’s preferred method of paying travel expenses is through the use of a travel charge card or other government credit card. an allowance will be paid where this is not practicable. 220. the agency head may authorise the payment of airline lounge membership fees for an employee who needs access to an airline lounge for work purposes. other employees may purchase a membership at the agency’s discounted corporate rate. camping allowance 221. an employee, required to camp out or be employed in a camping party is entitled to be paid the applicable rate of camping allowance. 222. an employee who camps out for more than one night (other than in a base camp established by the agency, a caravan or in a hut) and who is required to move camp from place to place is entitled to an additional allowance for each of those nights. 223. where an employee camps out for more than seven days, an additional allowance in respect of the total period is payable. 28 224. camping allowance is paid at the below rates: $ camping allowance—where cook is provided by the agency 38.76 per day camping allowance—where cook is
NEMA non-SES Employment Determination 2022.txt1836traveltravel. an allowance is not payable under this clause if expenses are paid for by the agency. 219. the agency’s preferred method of paying travel expenses is through the use of a travel charge card or other government credit card. an allowance will be paid where this is not practicable. 220. the agency head may authorise the payment of airline lounge membership fees for an employee who needs access to an airline lounge for work purposes. other employees may purchase a membership at the agency’s discounted corporate rate. camping allowance 221. an employee, required to camp out or be employed in a camping party is entitled to be paid the applicable rate of camping allowance. 222. an employee who camps out for more than one night (other than in a base camp established by the agency, a caravan or in a hut) and who is required to move camp from place to place is entitled to an additional allowance for each of those nights. 223. where an employee camps out for more than seven days, an additional allowance in respect of the total period is payable. 28 224. camping allowance is paid at the below rates: $ camping allowance—where cook is provided by the agency 38.76 per day camping allowance—where cook is not provided by the agency 64.45
NEMA non-SES Employment Determination 2022.txt1837travel219. the agency’s preferred method of paying travel expenses is through the use of a travel charge card or other government credit card. an allowance will be paid where this is not practicable. 220. the agency head may authorise the payment of airline lounge membership fees for an employee who needs access to an airline lounge for work purposes. other employees may purchase a membership at the agency’s discounted corporate rate. camping allowance 221. an employee, required to camp out or be employed in a camping party is entitled to be paid the applicable rate of camping allowance. 222. an employee who camps out for more than one night (other than in a base camp established by the agency, a caravan or in a hut) and who is required to move camp from place to place is entitled to an additional allowance for each of those nights. 223. where an employee camps out for more than seven days, an additional allowance in respect of the total period is payable. 28 224. camping allowance is paid at the below rates: $ camping allowance—where cook is provided by the agency 38.76 per day camping allowance—where cook is not provided by the agency 64.45
NEMA non-SES Employment Determination 2022.txt1904travelexcess travel time 225. where an employee is directed to work temporarily at a location other than their normal place of employment, and as a result spends more time travelling to their temporary place of work than they spent travelling to their usual place of work, they will be entitled to the payment for the excess travel time or time off in lieu during normal hours of duty for that time subject to: a. the employee’s salary not exceeding the rate for an aps level 4; b. the additional travel time being at least 30 minutes in travel per day, or two and one half hours in any fortnight; and c. the payment not exceeding five hours in any one day. 226. the rate of payment will be single time on mondays to saturdays and time and a half on sundays and public holidays. 227. payment of salary will include any higher duties allowance. 228. where an employee’s normal place of work is variable within a specified district, the agency head will determine the usual place of work. in this case a minimum of 20 minutes travelling time each way will apply where an employee is directed to work at another location before an employee is entitled to payment for the excess travel time. 229. an employee working temporarily at a location other than their normal place of employment, and who as a result incurs costs greater than the cost of travelling to and from their usual place of work, will be entitled to the reimbursement of excess fares as long as they are not in receipt of travelling allowance or have been notified in writing that they will be permanently 29
NEMA non-SES Employment Determination 2022.txt1906travelof employment, and as a result spends more time travelling to their temporary place of work than they spent travelling to their usual place of work, they will be entitled to the payment for the excess travel time or time off in lieu during normal hours of duty for that time subject to: a. the employee’s salary not exceeding the rate for an aps level 4; b. the additional travel time being at least 30 minutes in travel per day, or two and one half hours in any fortnight; and c. the payment not exceeding five hours in any one day. 226. the rate of payment will be single time on mondays to saturdays and time and a half on sundays and public holidays. 227. payment of salary will include any higher duties allowance. 228. where an employee’s normal place of work is variable within a specified district, the agency head will determine the usual place of work. in this case a minimum of 20 minutes travelling time each way will apply where an employee is directed to work at another location before an employee is entitled to payment for the excess travel time. 229. an employee working temporarily at a location other than their normal place of employment, and who as a result incurs costs greater than the cost of travelling to and from their usual place of work, will be entitled to the reimbursement of excess fares as long as they are not in receipt of travelling allowance or have been notified in writing that they will be permanently 29 relocated to that place of work. the payment of excess fares to an employee based at home
NEMA non-SES Employment Determination 2022.txt1907travelthan they spent travelling to their usual place of work, they will be entitled to the payment for the excess travel time or time off in lieu during normal hours of duty for that time subject to: a. the employee’s salary not exceeding the rate for an aps level 4; b. the additional travel time being at least 30 minutes in travel per day, or two and one half hours in any fortnight; and c. the payment not exceeding five hours in any one day. 226. the rate of payment will be single time on mondays to saturdays and time and a half on sundays and public holidays. 227. payment of salary will include any higher duties allowance. 228. where an employee’s normal place of work is variable within a specified district, the agency head will determine the usual place of work. in this case a minimum of 20 minutes travelling time each way will apply where an employee is directed to work at another location before an employee is entitled to payment for the excess travel time. 229. an employee working temporarily at a location other than their normal place of employment, and who as a result incurs costs greater than the cost of travelling to and from their usual place of work, will be entitled to the reimbursement of excess fares as long as they are not in receipt of travelling allowance or have been notified in writing that they will be permanently 29 relocated to that place of work. the payment of excess fares to an employee based at home will be calculated from the employee’s office based site.
NEMA non-SES Employment Determination 2022.txt1908travelthe excess travel time or time off in lieu during normal hours of duty for that time subject to: a. the employee’s salary not exceeding the rate for an aps level 4; b. the additional travel time being at least 30 minutes in travel per day, or two and one half hours in any fortnight; and c. the payment not exceeding five hours in any one day. 226. the rate of payment will be single time on mondays to saturdays and time and a half on sundays and public holidays. 227. payment of salary will include any higher duties allowance. 228. where an employee’s normal place of work is variable within a specified district, the agency head will determine the usual place of work. in this case a minimum of 20 minutes travelling time each way will apply where an employee is directed to work at another location before an employee is entitled to payment for the excess travel time. 229. an employee working temporarily at a location other than their normal place of employment, and who as a result incurs costs greater than the cost of travelling to and from their usual place of work, will be entitled to the reimbursement of excess fares as long as they are not in receipt of travelling allowance or have been notified in writing that they will be permanently 29 relocated to that place of work. the payment of excess fares to an employee based at home will be calculated from the employee’s office based site. carer’s assistance
NEMA non-SES Employment Determination 2022.txt1915travelthe additional travel time being at least 30 minutes in travel per day, or two and one half hours in any fortnight; and c. the payment not exceeding five hours in any one day. 226. the rate of payment will be single time on mondays to saturdays and time and a half on sundays and public holidays. 227. payment of salary will include any higher duties allowance. 228. where an employee’s normal place of work is variable within a specified district, the agency head will determine the usual place of work. in this case a minimum of 20 minutes travelling time each way will apply where an employee is directed to work at another location before an employee is entitled to payment for the excess travel time. 229. an employee working temporarily at a location other than their normal place of employment, and who as a result incurs costs greater than the cost of travelling to and from their usual place of work, will be entitled to the reimbursement of excess fares as long as they are not in receipt of travelling allowance or have been notified in writing that they will be permanently 29 relocated to that place of work. the payment of excess fares to an employee based at home will be calculated from the employee’s office based site. carer’s assistance 230. subject to approval by the agency head, an employee may receive a reimbursement for reasonable, unavoidable, additional costs associated with the care of a family member or dependent where an employee is required to travel away from his or her normal work location for business purposes or is directed to work outside his or her normal pattern of hours. the employee must advise his or her supervisor in advance that costs may be incurred. retirement financial assistance 231. an employee who is aged 54 years or more may receive a one-off reimbursement of up to
NEMA non-SES Employment Determination 2022.txt1926travelhead will determine the usual place of work. in this case a minimum of 20 minutes travelling time each way will apply where an employee is directed to work at another location before an employee is entitled to payment for the excess travel time. 229. an employee working temporarily at a location other than their normal place of employment, and who as a result incurs costs greater than the cost of travelling to and from their usual place of work, will be entitled to the reimbursement of excess fares as long as they are not in receipt of travelling allowance or have been notified in writing that they will be permanently 29 relocated to that place of work. the payment of excess fares to an employee based at home will be calculated from the employee’s office based site. carer’s assistance 230. subject to approval by the agency head, an employee may receive a reimbursement for reasonable, unavoidable, additional costs associated with the care of a family member or dependent where an employee is required to travel away from his or her normal work location for business purposes or is directed to work outside his or her normal pattern of hours. the employee must advise his or her supervisor in advance that costs may be incurred. retirement financial assistance 231. an employee who is aged 54 years or more may receive a one-off reimbursement of up to $500 (plus gst) towards the cost of financial retirement advice. corporate responsibility allowances 232. employees performing the roles specified in column 1 of the following table will be paid a corporate responsibility allowance at the rate included in column 3 of the following table. item column 1 corporate responsibility role column 3
NEMA non-SES Employment Determination 2022.txt1928travelemployee is entitled to payment for the excess travel time. 229. an employee working temporarily at a location other than their normal place of employment, and who as a result incurs costs greater than the cost of travelling to and from their usual place of work, will be entitled to the reimbursement of excess fares as long as they are not in receipt of travelling allowance or have been notified in writing that they will be permanently 29 relocated to that place of work. the payment of excess fares to an employee based at home will be calculated from the employee’s office based site. carer’s assistance 230. subject to approval by the agency head, an employee may receive a reimbursement for reasonable, unavoidable, additional costs associated with the care of a family member or dependent where an employee is required to travel away from his or her normal work location for business purposes or is directed to work outside his or her normal pattern of hours. the employee must advise his or her supervisor in advance that costs may be incurred. retirement financial assistance 231. an employee who is aged 54 years or more may receive a one-off reimbursement of up to $500 (plus gst) towards the cost of financial retirement advice. corporate responsibility allowances 232. employees performing the roles specified in column 1 of the following table will be paid a corporate responsibility allowance at the rate included in column 3 of the following table. item column 1 corporate responsibility role column 3 rate
NEMA non-SES Employment Determination 2022.txt1930traveland who as a result incurs costs greater than the cost of travelling to and from their usual place of work, will be entitled to the reimbursement of excess fares as long as they are not in receipt of travelling allowance or have been notified in writing that they will be permanently 29 relocated to that place of work. the payment of excess fares to an employee based at home will be calculated from the employee’s office based site. carer’s assistance 230. subject to approval by the agency head, an employee may receive a reimbursement for reasonable, unavoidable, additional costs associated with the care of a family member or dependent where an employee is required to travel away from his or her normal work location for business purposes or is directed to work outside his or her normal pattern of hours. the employee must advise his or her supervisor in advance that costs may be incurred. retirement financial assistance 231. an employee who is aged 54 years or more may receive a one-off reimbursement of up to $500 (plus gst) towards the cost of financial retirement advice. corporate responsibility allowances 232. employees performing the roles specified in column 1 of the following table will be paid a corporate responsibility allowance at the rate included in column 3 of the following table. item column 1 corporate responsibility role column 3 rate 1
NEMA non-SES Employment Determination 2022.txt1932travelreceipt of travelling allowance or have been notified in writing that they will be permanently 29 relocated to that place of work. the payment of excess fares to an employee based at home will be calculated from the employee’s office based site. carer’s assistance 230. subject to approval by the agency head, an employee may receive a reimbursement for reasonable, unavoidable, additional costs associated with the care of a family member or dependent where an employee is required to travel away from his or her normal work location for business purposes or is directed to work outside his or her normal pattern of hours. the employee must advise his or her supervisor in advance that costs may be incurred. retirement financial assistance 231. an employee who is aged 54 years or more may receive a one-off reimbursement of up to $500 (plus gst) towards the cost of financial retirement advice. corporate responsibility allowances 232. employees performing the roles specified in column 1 of the following table will be paid a corporate responsibility allowance at the rate included in column 3 of the following table. item column 1 corporate responsibility role column 3 rate 1 first aid officer
NEMA non-SES Employment Determination 2022.txt1940traveldependent where an employee is required to travel away from his or her normal work location for business purposes or is directed to work outside his or her normal pattern of hours. the employee must advise his or her supervisor in advance that costs may be incurred. retirement financial assistance 231. an employee who is aged 54 years or more may receive a one-off reimbursement of up to $500 (plus gst) towards the cost of financial retirement advice. corporate responsibility allowances 232. employees performing the roles specified in column 1 of the following table will be paid a corporate responsibility allowance at the rate included in column 3 of the following table. item column 1 corporate responsibility role column 3 rate 1 first aid officer $31.78 2 fire warden $31.78
NEMA non-SES Employment Determination 2022.txt1999traveltaxation office and, where practicable, paid in advance of undertaking the travel. an allowance is not payable under this clause 243 if expenses are paid for by the agency. 237. where an employee is authorised to use a private motor vehicle for the transport or haulage of goods or materials weighing 100 kilograms or more and/or the conveyance of passengers, the costs of which would otherwise be met by the agency head, the employee will be paid an additional allowance of $0.0118 per kilometre. isolated allowance 238. an allowance is payable to employees to provide assistance to undertake additional commuting as a result of their place of work being located outside of an urban area. 239. employees will not be eligible for the allowance payment when: a. an employee travels to and from an isolated establishment at the expense of the commonwealth; b. an employee resides in a dwelling owned or leased by the commonwealth where the dwelling is situated at or in very close proximity to the isolated establishment; or c. an employee receives any payment of motor vehicle allowance or excess fares under the provisions of this award. 240. where an employee travels to a non-urban work location in order to attend for ordinary work, or in respect of a period of extra duty where the employee has been directed to return to that location, the employee will be entitled to be paid a rate of allowance calculated using the following formula: formula: distance (kms) x rate ($0.51 per km) x 2
NEMA non-SES Employment Determination 2022.txt2011travelan employee travels to and from an isolated establishment at the expense of the commonwealth; b. an employee resides in a dwelling owned or leased by the commonwealth where the dwelling is situated at or in very close proximity to the isolated establishment; or c. an employee receives any payment of motor vehicle allowance or excess fares under the provisions of this award. 240. where an employee travels to a non-urban work location in order to attend for ordinary work, or in respect of a period of extra duty where the employee has been directed to return to that location, the employee will be entitled to be paid a rate of allowance calculated using the following formula: formula: distance (kms) x rate ($0.51 per km) x 2 where: distance is the shortest distance by road between the non-urban work location and the nearest urban boundary, except where the distance is less than 5 kilometres, in which case the distance will be deemed to be 3.5 kilometres. the payment of isolated allowance to an employee based at home will be calculated from the employee’s office based site. 241. the following definitions apply for the purposes of this clause: a. urban boundary means the boundary of an urban area as defined by the australian bureau of statistics in the australian standard geographical classification (asgc) section of state (sos) structure from time to time.
NEMA non-SES Employment Determination 2022.txt2024travel240. where an employee travels to a non-urban work location in order to attend for ordinary work, or in respect of a period of extra duty where the employee has been directed to return to that location, the employee will be entitled to be paid a rate of allowance calculated using the following formula: formula: distance (kms) x rate ($0.51 per km) x 2 where: distance is the shortest distance by road between the non-urban work location and the nearest urban boundary, except where the distance is less than 5 kilometres, in which case the distance will be deemed to be 3.5 kilometres. the payment of isolated allowance to an employee based at home will be calculated from the employee’s office based site. 241. the following definitions apply for the purposes of this clause: a. urban boundary means the boundary of an urban area as defined by the australian bureau of statistics in the australian standard geographical classification (asgc) section of state (sos) structure from time to time. b. non-urban work location means a work location within a “bounded locality” or “rural balance” as classified by the australian bureau of statistics in the australian standard geographical classification (asgc) section of state (sos) structure from time to time. travel to airport in urban location 242. an employee who travels to an airport in an urban work location to perform: a. duty as ordinary time or overtime which commences or ceases between 7.00 pm and 7.00 am; or
NEMA non-SES Employment Determination 2022.txt2048traveltravel to airport in urban location 242. an employee who travels to an airport in an urban work location to perform: a. duty as ordinary time or overtime which commences or ceases between 7.00 pm and 7.00 am; or b. overtime where the employee has been recalled after leaving the airport at the conclusion of their ordinary hours, 31 will be entitled to an allowance of $7.68 in respect of each continuous period of duty. reimbursement for loss or damage 243. the agency head may approve reimbursement to an employee for loss or damage to clothing and/or personal effects, which occurred in the course of the employee’s work. relocation assistance 244. an employee may be entitled to assistance with relocation expenses. details are in classification, remuneration and allowances policy. disturbance allowance 245. where the household effects of an eligible employee are removed from one locality to another as a consequence of the employee's relocation for a period of 12 months or more, the employee will also be entitled to: a. the payment of a single payment of disturbance allowance to offset non-reimbursed costs associated with the removal: disturbance allowance
NEMA non-SES Employment Determination 2022.txt2049travel242. an employee who travels to an airport in an urban work location to perform: a. duty as ordinary time or overtime which commences or ceases between 7.00 pm and 7.00 am; or b. overtime where the employee has been recalled after leaving the airport at the conclusion of their ordinary hours, 31 will be entitled to an allowance of $7.68 in respect of each continuous period of duty. reimbursement for loss or damage 243. the agency head may approve reimbursement to an employee for loss or damage to clothing and/or personal effects, which occurred in the course of the employee’s work. relocation assistance 244. an employee may be entitled to assistance with relocation expenses. details are in classification, remuneration and allowances policy. disturbance allowance 245. where the household effects of an eligible employee are removed from one locality to another as a consequence of the employee's relocation for a period of 12 months or more, the employee will also be entitled to: a. the payment of a single payment of disturbance allowance to offset non-reimbursed costs associated with the removal: disturbance allowance
NEMA non-SES Employment Determination 2022.txt2052overtimeduty as ordinary time or overtime which commences or ceases between 7.00 pm and 7.00 am; or b. overtime where the employee has been recalled after leaving the airport at the conclusion of their ordinary hours, 31 will be entitled to an allowance of $7.68 in respect of each continuous period of duty. reimbursement for loss or damage 243. the agency head may approve reimbursement to an employee for loss or damage to clothing and/or personal effects, which occurred in the course of the employee’s work. relocation assistance 244. an employee may be entitled to assistance with relocation expenses. details are in classification, remuneration and allowances policy. disturbance allowance 245. where the household effects of an eligible employee are removed from one locality to another as a consequence of the employee's relocation for a period of 12 months or more, the employee will also be entitled to: a. the payment of a single payment of disturbance allowance to offset non-reimbursed costs associated with the removal: disturbance allowance $ employee without dependants or
NEMA non-SES Employment Determination 2022.txt2057overtimeovertime where the employee has been recalled after leaving the airport at the conclusion of their ordinary hours, 31 will be entitled to an allowance of $7.68 in respect of each continuous period of duty. reimbursement for loss or damage 243. the agency head may approve reimbursement to an employee for loss or damage to clothing and/or personal effects, which occurred in the course of the employee’s work. relocation assistance 244. an employee may be entitled to assistance with relocation expenses. details are in classification, remuneration and allowances policy. disturbance allowance 245. where the household effects of an eligible employee are removed from one locality to another as a consequence of the employee's relocation for a period of 12 months or more, the employee will also be entitled to: a. the payment of a single payment of disturbance allowance to offset non-reimbursed costs associated with the removal: disturbance allowance $ employee without dependants or partner 643.84 employee with one or more
NEMA non-SES Employment Determination 2022.txt2123travelthe employee will be entitled to reimbursement for the cost of travel for the purpose of reunion with the dependants and/or the partner. the employee may elect to be reimbursed 32 an amount equal to six reunion visits by economy class return travel by air in any one year commencing on the day that the employee commenced the term transfer. an unused yearly reunion visit entitlement will lapse two years after it has become available. 247. the agency head may authorise: a. a reunion visit to a place other than the former home locality, provided the employee pays for any difference in fare; and/or b. payment of motor vehicle allowance, in lieu of an airfare where travel is by private motor vehicle, with entitlement to payment of the lesser of the reimbursement of costs reasonably incurred, or the amount the employee would have been reimbursed for travel by air. remote locality assistance 248. where an employee works in a locality that is designated as a remote locality by this determination or the aps award, the agency will calculate the employee's entitlement to remote locality assistance under clauses 249 to 258 of this determination and the aps award. for each form of assistance, the employee will be entitled to the more generous of the entitlements under the determination and the aps award. 249. remote locality assistance is not paid pro-rata in respect of part-time employees. 250. upon commencement of this determination, a remoteness score will be determined for each locality in which the agency operates by: •
NEMA non-SES Employment Determination 2022.txt2127travelan amount equal to six reunion visits by economy class return travel by air in any one year commencing on the day that the employee commenced the term transfer. an unused yearly reunion visit entitlement will lapse two years after it has become available. 247. the agency head may authorise: a. a reunion visit to a place other than the former home locality, provided the employee pays for any difference in fare; and/or b. payment of motor vehicle allowance, in lieu of an airfare where travel is by private motor vehicle, with entitlement to payment of the lesser of the reimbursement of costs reasonably incurred, or the amount the employee would have been reimbursed for travel by air. remote locality assistance 248. where an employee works in a locality that is designated as a remote locality by this determination or the aps award, the agency will calculate the employee's entitlement to remote locality assistance under clauses 249 to 258 of this determination and the aps award. for each form of assistance, the employee will be entitled to the more generous of the entitlements under the determination and the aps award. 249. remote locality assistance is not paid pro-rata in respect of part-time employees. 250. upon commencement of this determination, a remoteness score will be determined for each locality in which the agency operates by: • calculating the accessibility/remoteness index of australia plus (aria+) for the locality; and
NEMA non-SES Employment Determination 2022.txt2138travelpayment of motor vehicle allowance, in lieu of an airfare where travel is by private motor vehicle, with entitlement to payment of the lesser of the reimbursement of costs reasonably incurred, or the amount the employee would have been reimbursed for travel by air. remote locality assistance 248. where an employee works in a locality that is designated as a remote locality by this determination or the aps award, the agency will calculate the employee's entitlement to remote locality assistance under clauses 249 to 258 of this determination and the aps award. for each form of assistance, the employee will be entitled to the more generous of the entitlements under the determination and the aps award. 249. remote locality assistance is not paid pro-rata in respect of part-time employees. 250. upon commencement of this determination, a remoteness score will be determined for each locality in which the agency operates by: • calculating the accessibility/remoteness index of australia plus (aria+) for the locality; and • where applicable, adding an additional score(s) in accordance with the following table. number of months per calendar year where the mean average maximum temperature is: additional score between 30˚c and 35˚c (based on bom statistics)
NEMA non-SES Employment Determination 2022.txt2141travelfor travel by air. remote locality assistance 248. where an employee works in a locality that is designated as a remote locality by this determination or the aps award, the agency will calculate the employee's entitlement to remote locality assistance under clauses 249 to 258 of this determination and the aps award. for each form of assistance, the employee will be entitled to the more generous of the entitlements under the determination and the aps award. 249. remote locality assistance is not paid pro-rata in respect of part-time employees. 250. upon commencement of this determination, a remoteness score will be determined for each locality in which the agency operates by: • calculating the accessibility/remoteness index of australia plus (aria+) for the locality; and • where applicable, adding an additional score(s) in accordance with the following table. number of months per calendar year where the mean average maximum temperature is: additional score between 30˚c and 35˚c (based on bom statistics) 6 – 9 months 1
NEMA non-SES Employment Determination 2022.txt2255travel256. for the purposes of the remote locality leave fare, employees will be reimbursed for travel undertaken by the employee and each eligible dependant or partner of the employee, up to the lesser amount of: • return airfare(s) based on the best fare of the day from travel from the designated remote locality to the nearest capital city in that state (with adelaide being deemed to be the nearest capital city for northern territory); • return airfare(s) for the actual travel undertaken based on the best fare of the day; or 34 • motor vehicle allowance for the car travel undertaken. (for the purposes of this clause “best fare of the day” means the ‘best’ fare quoted by the agency’s contracted travel provider for travel after 7:00 am on the day that the employee undertakes the travel) 257. the agency head (delegate) will approve fares reimbursement for employees and their dependants living in a designated remote locality for up to two student travel concession fares per 12 month period reasonably incurred for return travel by each child from the place where they attend school to the employee’s locality. additional annual leave for remote localities 258. employees living in designated remote localities will accrue additional annual leave as follows: grade
NEMA non-SES Employment Determination 2022.txt2260travelreturn airfare(s) based on the best fare of the day from travel from the designated remote locality to the nearest capital city in that state (with adelaide being deemed to be the nearest capital city for northern territory); • return airfare(s) for the actual travel undertaken based on the best fare of the day; or 34 • motor vehicle allowance for the car travel undertaken. (for the purposes of this clause “best fare of the day” means the ‘best’ fare quoted by the agency’s contracted travel provider for travel after 7:00 am on the day that the employee undertakes the travel) 257. the agency head (delegate) will approve fares reimbursement for employees and their dependants living in a designated remote locality for up to two student travel concession fares per 12 month period reasonably incurred for return travel by each child from the place where they attend school to the employee’s locality. additional annual leave for remote localities 258. employees living in designated remote localities will accrue additional annual leave as follows: grade additional days of annual leave per year grade a
NEMA non-SES Employment Determination 2022.txt2266travelreturn airfare(s) for the actual travel undertaken based on the best fare of the day; or 34 • motor vehicle allowance for the car travel undertaken. (for the purposes of this clause “best fare of the day” means the ‘best’ fare quoted by the agency’s contracted travel provider for travel after 7:00 am on the day that the employee undertakes the travel) 257. the agency head (delegate) will approve fares reimbursement for employees and their dependants living in a designated remote locality for up to two student travel concession fares per 12 month period reasonably incurred for return travel by each child from the place where they attend school to the employee’s locality. additional annual leave for remote localities 258. employees living in designated remote localities will accrue additional annual leave as follows: grade additional days of annual leave per year grade a 2 grade b 3
NEMA non-SES Employment Determination 2022.txt2272travelmotor vehicle allowance for the car travel undertaken. (for the purposes of this clause “best fare of the day” means the ‘best’ fare quoted by the agency’s contracted travel provider for travel after 7:00 am on the day that the employee undertakes the travel) 257. the agency head (delegate) will approve fares reimbursement for employees and their dependants living in a designated remote locality for up to two student travel concession fares per 12 month period reasonably incurred for return travel by each child from the place where they attend school to the employee’s locality. additional annual leave for remote localities 258. employees living in designated remote localities will accrue additional annual leave as follows: grade additional days of annual leave per year grade a 2 grade b 3 grade c 5 grade d
NEMA non-SES Employment Determination 2022.txt2275travelthe agency’s contracted travel provider for travel after 7:00 am on the day that the employee undertakes the travel) 257. the agency head (delegate) will approve fares reimbursement for employees and their dependants living in a designated remote locality for up to two student travel concession fares per 12 month period reasonably incurred for return travel by each child from the place where they attend school to the employee’s locality. additional annual leave for remote localities 258. employees living in designated remote localities will accrue additional annual leave as follows: grade additional days of annual leave per year grade a 2 grade b 3 grade c 5 grade d 7
NEMA non-SES Employment Determination 2022.txt2276travelemployee undertakes the travel) 257. the agency head (delegate) will approve fares reimbursement for employees and their dependants living in a designated remote locality for up to two student travel concession fares per 12 month period reasonably incurred for return travel by each child from the place where they attend school to the employee’s locality. additional annual leave for remote localities 258. employees living in designated remote localities will accrue additional annual leave as follows: grade additional days of annual leave per year grade a 2 grade b 3 grade c 5 grade d 7 emergency or compassionate travel – reimbursement of transport costs
NEMA non-SES Employment Determination 2022.txt2278traveldependants living in a designated remote locality for up to two student travel concession fares per 12 month period reasonably incurred for return travel by each child from the place where they attend school to the employee’s locality. additional annual leave for remote localities 258. employees living in designated remote localities will accrue additional annual leave as follows: grade additional days of annual leave per year grade a 2 grade b 3 grade c 5 grade d 7 emergency or compassionate travel – reimbursement of transport costs 259. where: •
NEMA non-SES Employment Determination 2022.txt2279travelper 12 month period reasonably incurred for return travel by each child from the place where they attend school to the employee’s locality. additional annual leave for remote localities 258. employees living in designated remote localities will accrue additional annual leave as follows: grade additional days of annual leave per year grade a 2 grade b 3 grade c 5 grade d 7 emergency or compassionate travel – reimbursement of transport costs 259. where: •
NEMA non-SES Employment Determination 2022.txt2305travelemergency or compassionate travel – reimbursement of transport costs 259. where: • an employee or a dependant of an employee is stationed at a remote locality; and • it is necessary for the employee or a dependant of the employee to travel from the locality for medical, dental, specialist or emergency treatment, compassionate reasons (e.g. where a family member becomes critically or dangerously ill or dies), or other situations approved by the agency head, the agency head will authorise reimbursement of reasonable costs incurred for return transport by air through the agency’s travel management provider, where possible, or surface travel to the locality: • where the family member lived before their death if that locality is within australia or to an international airport in australia if that locality is outside of australia; • where the family member is ill, provided that a qualified medical practitioner certifies that during a specified period the close relative has been critically or dangerously ill, if that locality is within australia or to an international airport in australia if that locality is outside of australia; or •
NEMA non-SES Employment Determination 2022.txt2313travelit is necessary for the employee or a dependant of the employee to travel from the locality for medical, dental, specialist or emergency treatment, compassionate reasons (e.g. where a family member becomes critically or dangerously ill or dies), or other situations approved by the agency head, the agency head will authorise reimbursement of reasonable costs incurred for return transport by air through the agency’s travel management provider, where possible, or surface travel to the locality: • where the family member lived before their death if that locality is within australia or to an international airport in australia if that locality is outside of australia; • where the family member is ill, provided that a qualified medical practitioner certifies that during a specified period the close relative has been critically or dangerously ill, if that locality is within australia or to an international airport in australia if that locality is outside of australia; or • in relation to a crisis situation. 35 payment upon death of an employee 260. where an employee dies, or the agency head has directed that an employee will be presumed to have died on a particular date, payment may be made to the legal personal representative of the former employee of an amount that would have been paid if the employee had otherwise
NEMA non-SES Employment Determination 2022.txt2319traveltransport by air through the agency’s travel management provider, where possible, or surface travel to the locality: • where the family member lived before their death if that locality is within australia or to an international airport in australia if that locality is outside of australia; • where the family member is ill, provided that a qualified medical practitioner certifies that during a specified period the close relative has been critically or dangerously ill, if that locality is within australia or to an international airport in australia if that locality is outside of australia; or • in relation to a crisis situation. 35 payment upon death of an employee 260. where an employee dies, or the agency head has directed that an employee will be presumed to have died on a particular date, payment may be made to the legal personal representative of the former employee of an amount that would have been paid if the employee had otherwise ceased employment on resignation or age retirement. 261. long service leave credits will be paid out in accordance with the long service leave (commonwealth employees) act 1976. 36
NEMA non-SES Employment Determination 2022.txt2320travelsurface travel to the locality: • where the family member lived before their death if that locality is within australia or to an international airport in australia if that locality is outside of australia; • where the family member is ill, provided that a qualified medical practitioner certifies that during a specified period the close relative has been critically or dangerously ill, if that locality is within australia or to an international airport in australia if that locality is outside of australia; or • in relation to a crisis situation. 35 payment upon death of an employee 260. where an employee dies, or the agency head has directed that an employee will be presumed to have died on a particular date, payment may be made to the legal personal representative of the former employee of an amount that would have been paid if the employee had otherwise ceased employment on resignation or age retirement. 261. long service leave credits will be paid out in accordance with the long service leave (commonwealth employees) act 1976. 36 section 7 – workforce management
NEMA non-SES Employment Determination 2022.txt2344long service leave261. long service leave credits will be paid out in accordance with the long service leave (commonwealth employees) act 1976. 36 section 7 – workforce management probation 262. a newly appointed ongoing aps employee will be required to undertake a probationary period up to six (6) months from the date of commencement of employment with the agency. resignation by employee 263. an employee with less than one years' service may resign from employment at any time by giving a minimum of one (1) weeks' notice in writing to the agency head. otherwise an employee must provide a minimum of two (2) weeks' notice. termination of employment by the agency 264. the agency head may terminate the employment of an employee for serious misconduct, without notice or payment in lieu of notice of termination. management of excess employees 265. clauses 268 to 299 will apply to any the agency employee who is excess to the requirements of the agency, other than non-ongoing employees or employees on probation. workplace support for excess employees 266. an excess employee may request assistance in meeting the cost of reasonable travel and incidental expenses incurred in seeking alternative employment where these are not met by the prospective employer. 267. an excess employee will be entitled to reasonable time off with full pay to attend necessary employment interviews, from the date the period of notice for redundancy commences. consultation process 268. where the agency head becomes aware that an employee is potentially excess, the agency head will advise the employee in writing, as soon as practicable, that the employee is potentially excess and the reasons why the employee is potentially excess. 269. within 30 calendar days of the notification in clause 268, the agency head will hold discussions
NEMA non-SES Employment Determination 2022.txt2364travel266. an excess employee may request assistance in meeting the cost of reasonable travel and incidental expenses incurred in seeking alternative employment where these are not met by the prospective employer. 267. an excess employee will be entitled to reasonable time off with full pay to attend necessary employment interviews, from the date the period of notice for redundancy commences. consultation process 268. where the agency head becomes aware that an employee is potentially excess, the agency head will advise the employee in writing, as soon as practicable, that the employee is potentially excess and the reasons why the employee is potentially excess. 269. within 30 calendar days of the notification in clause 268, the agency head will hold discussions with the employee, and the employee’s nominated representative (if applicable), to consider: • any measures that could be taken to remove or reduce the likelihood of an employee becoming excess; and • whether voluntary redundancy (vr), redeployment or re-assignment of duties may be appropriate. invitation to other employees to express interest in a vr 270. the agency head may, prior to the conclusion of the discussions referred to in clause 269, invite employees who are not potentially excess to express interest in a vr, where this would permit the redeployment of employees who are potentially excess. declaration of excess 271. where an employee has been notified that they are potentially excess and the employee or their nominated representative has declined to participate in a discussion referred to in clause 37
NEMA non-SES Employment Determination 2022.txt2437long service leaveleave and long service leave credits; • details regarding superannuation entitlements; • likely taxation rules applying to the various payments; • the length of notice the employee is entitled to; and • availability of career advisory services. 38 280. the agency will reimburse an employee considering a vr up to $500 (plus gst) for financial advice obtained from a registered financial adviser prior to making a decision to formally accept the offer of a vr. period of notice 281. upon receipt of the acceptance of an offer of vr, the agency head will issue the employee with a notice of termination under section 29 of the public service act 1999. 282. the employee will be provided with four (4) weeks’ notice (five (5) weeks for an employee over 45 years of age with at least five (5) years of continuous service) prior to the termination of their employment. the notice period will commence on the day after the employee is issued with a notice of termination under section 29 of the public service act 1999. 283. where an employee requests and the agency head agrees or where the agency head directs
NEMA non-SES Employment Determination 2022.txt2505long service leavegovernment service’ as defined in section 10 of the long service leave (commonwealth employees) act 1976; • service with the commonwealth (other than service with a joint commonwealthstate body corporate in which the commonwealth does not have a controlling interest) which is recognised for long service leave purposes; • service with the australian defence forces; 39 • aps service immediately preceding deemed resignation under the repealed section 49 of the repealed public service act 1922 if the service has not previously been recognised for severance pay purposes; and • service in another organisation where the employee was moved from the aps to give effect to an administrative re-arrangement; or an employee of that organisation is engaged as an aps employee as a result of an administrative rearrangement, and such service is recognised for long service leave purposes. 288. for earlier periods of service to count as severance pay, there must be no breaks between periods of service, except where: • the break in service is less than 1 month and occurs where an offer of employment
NEMA non-SES Employment Determination 2022.txt2511long service leaveinterest) which is recognised for long service leave purposes; • service with the australian defence forces; 39 • aps service immediately preceding deemed resignation under the repealed section 49 of the repealed public service act 1922 if the service has not previously been recognised for severance pay purposes; and • service in another organisation where the employee was moved from the aps to give effect to an administrative re-arrangement; or an employee of that organisation is engaged as an aps employee as a result of an administrative rearrangement, and such service is recognised for long service leave purposes. 288. for earlier periods of service to count as severance pay, there must be no breaks between periods of service, except where: • the break in service is less than 1 month and occurs where an offer of employment with the new employer was made and accepted by the employee before ceasing employment with the preceding employer; or • the earlier period of service was with the aps and ceased because the employee
NEMA non-SES Employment Determination 2022.txt2528long service leaveorganisation is engaged as an aps employee as a result of an administrative rearrangement, and such service is recognised for long service leave purposes. 288. for earlier periods of service to count as severance pay, there must be no breaks between periods of service, except where: • the break in service is less than 1 month and occurs where an offer of employment with the new employer was made and accepted by the employee before ceasing employment with the preceding employer; or • the earlier period of service was with the aps and ceased because the employee was deemed to have resigned from the aps on marriage under the repealed section 49 of the public service act 1922. severance benefit – rate of payment 289. salary for severance pay purposes will include: • the employee’s substantive salary adjusted on a pro-rata basis for periods of parttime service; • higher duties allowance for performance of duties at a higher classification level where the employee has been performing duties and continues to perform duties at the higher classification level for a continuous period of at least 12 months immediately prior to the date on which the employee was given notice of termination of employment;
NEMA non-SES Employment Determination 2022.txt2653overtimeovertime payable during long service leave payable during annual leave payable during other paid leave reduced during periods of half pay leave (if payable during leave) or part time included in salary for calculation of redundancy payment1 included in salary for payment in lieu of termination notice1 included in salary for payment in lieu of annual leave1 included in salary for payment in lieu for of long service leave1
NEMA non-SES Employment Determination 2022.txt2767long service leave4allowance is only payable during periods of long service leave where the employee remains in the locality. 5corporate responsibility allowance will count as salary for superannuation immediately for first aid officers. 6payment based on working hours. 42 attachment c – leave types to count as service (tcas) status leave type counts as service for long service leave7 counts as service for redundancy (severance pay) purpose counts as service for accrual of personal or annual leave adoption leave
NEMA non-SES Employment Determination 2022.txt2904long service leavelong service leave yes yes yes long service leave at half pay yes yes yes maternity leave with pay yes1 yes1 yes1 maternity leave at half pay yes1
NEMA non-SES Employment Determination 2022.txt2912long service leavelong service leave at half pay yes yes yes maternity leave with pay yes1 yes1 yes1 maternity leave at half pay yes1 yes1 yes1 43 maternity leave
NEMA non-SES Employment Determination 2022.txt2921maternity leavematernity leave with pay yes1 yes1 yes1 maternity leave at half pay yes1 yes1 yes1 43 maternity leave without pay where determined by the agency head7 no5 no5
NEMA non-SES Employment Determination 2022.txt2930maternity leavematernity leave at half pay yes1 yes1 yes1 43 maternity leave without pay where determined by the agency head7 no5 no5 miscellaneous leave with pay yes4 yes4 yes4
NEMA non-SES Employment Determination 2022.txt2941maternity leavematernity leave without pay where determined by the agency head7 no5 no5 miscellaneous leave with pay yes4 yes4 yes4 miscellaneous leave without pay where determined by the agency head7 no 2 3 no 2 3
NEMA non-SES Employment Determination 2022.txt3009parental leaveparental leave without pay where determined by the agency head7 no no supporting partners leave yes yes yes unauthorised absence no no no 1 accrual for the first 14 weeks only.
NEMA non-SES Employment Determination 2022.txt3046maternity leave5. where an employee is ineligible for paid maternity leave the first 14 weeks of their unpaid leave will count as service for all purposes. 6. unpaid defence reserve leave for the purposes of cfts does not count as service for the purposes of accruing annual leave. 7. for periods of unpaid leave (other than for absences on account of illness or in respect of defence service), the agency head must make a specific determination that the period of unpaid leave counts for service for long service leave purposes either at the time of approving the period of leave or at a later time. 44 attachment d – key terms aps australian public service. base salary the rate of pay payable to the employee for their ordinary hours of work, but not including any of the following: • incentive-based bonuses;
NEMA non-SES Employment Determination 2022.txt3056long service leaveunpaid leave counts for service for long service leave purposes either at the time of approving the period of leave or at a later time. 44 attachment d – key terms aps australian public service. base salary the rate of pay payable to the employee for their ordinary hours of work, but not including any of the following: • incentive-based bonuses; payments • loadings; • monetary allowances;
NEMA non-SES Employment Determination 2022.txt3088overtimeovertime or penalty rates; and • any other amounts. separately and identifiable classification rules public service classification rules 2000. compressed hours where an employee works a varied work pattern that includes some or all of the employee’s standard daily hours being in excess of 7 hours 36 minutes (within their agreed bandwidth) to enable the employee to work reduced hours on other days. cultural leave to enable aboriginal and torres strait islander
NEMA non-SES Employment Determination 2022.txt3112bandwidthbandwidth) to enable the employee to work reduced hours on other days. cultural leave to enable aboriginal and torres strait islander employees to meet their cultural and ceremonial obligations including participation in cultural activities. de facto partner the de facto partner of an employee means: dependant • a person who, although not legally married to the employee, lives with the employee in a relationship as a couple on a genuine domestic basis (whether the employee and the person are of the same sex or different sexes); and • includes a former de facto partner of the employee.
CGC Governance - Enterprise Agreement 2015-2018.txt80salary advancementsalary rates and salary advancement individual flexibility arrangements payment of salary method of payment salary packaging salary on engagement, promotion, or assignment to a higher level salary maintenance salary on reduction to duties with a lower classification rate of salary - regular part-time employment rate of salary – casual loading supported salary rates superannuation junior rates of pay part d allowances and travel expenses first aid allowance 2 of 35 6 6 6 6 6 6 6 8 8 8
CGC Governance - Enterprise Agreement 2015-2018.txt84salary packagingsalary packaging salary on engagement, promotion, or assignment to a higher level salary maintenance salary on reduction to duties with a lower classification rate of salary - regular part-time employment rate of salary – casual loading supported salary rates superannuation junior rates of pay part d allowances and travel expenses first aid allowance 2 of 35 6 6 6 6 6 6 6 8 8 8 9 9 9 9
CGC Governance - Enterprise Agreement 2015-2018.txt95travelallowances and travel expenses first aid allowance 2 of 35 6 6 6 6 6 6 6 8 8 8 9 9 9 9 9 9 10 10 10 10 10 11 11 motor vehicle allowance
CGC Governance - Enterprise Agreement 2015-2018.txt125travelofficial travel expenses class of travel loss, damage and indemnity relocation assistance reimbursement for glasses fire warden allowance call out allowance part e workplace health and development extra dependant care costs health promotion employee assistance scheme skills recognition and development studies assistance part f performance feedback scheme and managing underperformance performance feedback scheme (pfs) participation eligibility for performance bonus managing underperformance part g workforce adjustment movement to another aps agency separation from the aps
CGC Governance - Enterprise Agreement 2015-2018.txt126travelclass of travel loss, damage and indemnity relocation assistance reimbursement for glasses fire warden allowance call out allowance part e workplace health and development extra dependant care costs health promotion employee assistance scheme skills recognition and development studies assistance part f performance feedback scheme and managing underperformance performance feedback scheme (pfs) participation eligibility for performance bonus managing underperformance part g workforce adjustment movement to another aps agency separation from the aps excess employees
CGC Governance - Enterprise Agreement 2015-2018.txt214bandwidthbandwidth work outside the standard bandwidth flextime 3 of 35 24 24 24 24 24 24 executive level staff working arrangements regular part-time employment job sharing working at home christmas closedown flexible leave provisions portability of accrued annual leave and sick leave entitlements compassionate leave annual leave cash out payment on separation long service leave purchased leave scheme discretionary leave personal leave war service sick leave community service leave maternity and parental leave
CGC Governance - Enterprise Agreement 2015-2018.txt215bandwidthwork outside the standard bandwidth flextime 3 of 35 24 24 24 24 24 24 executive level staff working arrangements regular part-time employment job sharing working at home christmas closedown flexible leave provisions portability of accrued annual leave and sick leave entitlements compassionate leave annual leave cash out payment on separation long service leave purchased leave scheme discretionary leave personal leave war service sick leave community service leave maternity and parental leave supporting partner/other primary caregiver leave
CGC Governance - Enterprise Agreement 2015-2018.txt216flextimeflextime 3 of 35 24 24 24 24 24 24 executive level staff working arrangements regular part-time employment job sharing working at home christmas closedown flexible leave provisions portability of accrued annual leave and sick leave entitlements compassionate leave annual leave cash out payment on separation long service leave purchased leave scheme discretionary leave personal leave war service sick leave community service leave maternity and parental leave supporting partner/other primary caregiver leave leave for adf reserve and continuous full time service
CGC Governance - Enterprise Agreement 2015-2018.txt237long service leavelong service leave purchased leave scheme discretionary leave personal leave war service sick leave community service leave maternity and parental leave supporting partner/other primary caregiver leave leave for adf reserve and continuous full time service public holidays part j appendices appendix 1 appendix 2 appendix 3 appendix 4 4 of 35 commission salary rates commission salary bonus rates junior rates of pay supported salary rates 25 25 25 25
CGC Governance - Enterprise Agreement 2015-2018.txt243parental leavematernity and parental leave supporting partner/other primary caregiver leave leave for adf reserve and continuous full time service public holidays part j appendices appendix 1 appendix 2 appendix 3 appendix 4 4 of 35 commission salary rates commission salary bonus rates junior rates of pay supported salary rates 25 25 25 25 26 26 26 26 26 26
CGC Governance - Enterprise Agreement 2015-2018.txt392salary advancementsalary rates and salary advancement c1 salary ranges and pay points to apply under this agreement are set out in appendix 1. for each classification there is to be a: c2 i) starting salary; ii) standard salary (eligible after one year subject to performance feedback scheme (pfs) assessment of at least “meets requirements”); and iii) high salary (recipients to be determined by the secretary based on the employee’s contribution, the employee’s experience or the need to retain particular skills). the standard and high salaries will consist of: i) base salary; ii) performance bonus (subject to performance of “meets requirements” or better); and iii)
CGC Governance - Enterprise Agreement 2015-2018.txt500salary packagingsalary packaging c11 access to salary packaging as varied from time to time will be available to all employees covered by this agreement. further information can be found in the cgc salary packaging guidelines. c12 where employees take up the option of salary packaging on a “salary sacrifice” basis, the employee’s salary for purposes of superannuation, severance and termination payments (and any other purpose) will be determined as if the salary sacrifice arrangement had not been entered into. salary on engagement, promotion, or assignment to a higher level c13 where an employee is engaged (either on an ongoing or a non-ongoing basis) or is promoted within or to the commission, salary will be payable at the starting salary of the commission salary range applicable to the classification of the employee, unless the secretary authorises payment of salary above the starting salary range, having regard to: i) the experience, qualifications and skills of the employee; ii) work level standards; and iii) the nature of the duties which are to be assigned to the employee. salary maintenance c14 at the discretion of the secretary, an employee moving to the commission whose salary at the previous agency (current salary) exceeds the current maximum of the relevant classification in this agreement, can maintain their current salary until normal pay increases restore parity to the standard cgc salary. c15 where an employee’s salary is maintained under this provision, salary increases set out in this agreement will not apply until the relevant rate of pay in appendix 1 equals or exceeds the
CGC Governance - Enterprise Agreement 2015-2018.txt501salary packagingc11 access to salary packaging as varied from time to time will be available to all employees covered by this agreement. further information can be found in the cgc salary packaging guidelines. c12 where employees take up the option of salary packaging on a “salary sacrifice” basis, the employee’s salary for purposes of superannuation, severance and termination payments (and any other purpose) will be determined as if the salary sacrifice arrangement had not been entered into. salary on engagement, promotion, or assignment to a higher level c13 where an employee is engaged (either on an ongoing or a non-ongoing basis) or is promoted within or to the commission, salary will be payable at the starting salary of the commission salary range applicable to the classification of the employee, unless the secretary authorises payment of salary above the starting salary range, having regard to: i) the experience, qualifications and skills of the employee; ii) work level standards; and iii) the nature of the duties which are to be assigned to the employee. salary maintenance c14 at the discretion of the secretary, an employee moving to the commission whose salary at the previous agency (current salary) exceeds the current maximum of the relevant classification in this agreement, can maintain their current salary until normal pay increases restore parity to the standard cgc salary. c15 where an employee’s salary is maintained under this provision, salary increases set out in this agreement will not apply until the relevant rate of pay in appendix 1 equals or exceeds the employee’s maintained salary level.
CGC Governance - Enterprise Agreement 2015-2018.txt502salary packagingthis agreement. further information can be found in the cgc salary packaging guidelines. c12 where employees take up the option of salary packaging on a “salary sacrifice” basis, the employee’s salary for purposes of superannuation, severance and termination payments (and any other purpose) will be determined as if the salary sacrifice arrangement had not been entered into. salary on engagement, promotion, or assignment to a higher level c13 where an employee is engaged (either on an ongoing or a non-ongoing basis) or is promoted within or to the commission, salary will be payable at the starting salary of the commission salary range applicable to the classification of the employee, unless the secretary authorises payment of salary above the starting salary range, having regard to: i) the experience, qualifications and skills of the employee; ii) work level standards; and iii) the nature of the duties which are to be assigned to the employee. salary maintenance c14 at the discretion of the secretary, an employee moving to the commission whose salary at the previous agency (current salary) exceeds the current maximum of the relevant classification in this agreement, can maintain their current salary until normal pay increases restore parity to the standard cgc salary. c15 where an employee’s salary is maintained under this provision, salary increases set out in this agreement will not apply until the relevant rate of pay in appendix 1 equals or exceeds the employee’s maintained salary level. salary on reduction to duties with a lower classification
CGC Governance - Enterprise Agreement 2015-2018.txt503salary packagingc12 where employees take up the option of salary packaging on a “salary sacrifice” basis, the employee’s salary for purposes of superannuation, severance and termination payments (and any other purpose) will be determined as if the salary sacrifice arrangement had not been entered into. salary on engagement, promotion, or assignment to a higher level c13 where an employee is engaged (either on an ongoing or a non-ongoing basis) or is promoted within or to the commission, salary will be payable at the starting salary of the commission salary range applicable to the classification of the employee, unless the secretary authorises payment of salary above the starting salary range, having regard to: i) the experience, qualifications and skills of the employee; ii) work level standards; and iii) the nature of the duties which are to be assigned to the employee. salary maintenance c14 at the discretion of the secretary, an employee moving to the commission whose salary at the previous agency (current salary) exceeds the current maximum of the relevant classification in this agreement, can maintain their current salary until normal pay increases restore parity to the standard cgc salary. c15 where an employee’s salary is maintained under this provision, salary increases set out in this agreement will not apply until the relevant rate of pay in appendix 1 equals or exceeds the employee’s maintained salary level. salary on reduction to duties with a lower classification c16 where the classification of an employee is reduced, on either a temporary or ongoing basis in
CGC Governance - Enterprise Agreement 2015-2018.txt565long service leaveform of leave except long service leave under this agreement nor any payment in relation to public holidays or christmas close-down, in which the employee is not rostered to work. supported salary rates c21 supported wage rates as set out in appendix 4 shall apply to an employee with a disability who is eligible for consideration under the supported wage system. superannuation c22 the commission will make compulsory contributions as required by the applicable legislation and fund requirements. c23 where an employee has chosen an accumulation fund other than the pss accumulation plan (pssap), the employer contribution will be the same as that required for employees who are members of the pssap (currently 15.4% of fortnightly contribution salary). c24 employer superannuation contributions will not be paid during periods of unpaid leave that do not count as service, unless otherwise required by law. c25 the secretary may choose to limit superannuation choice to complying superannuation funds that allow employee and/or employer contributions to be paid through fortnightly electronic funds transfer. junior rates of pay c26 junior rates of pay as a percentage of the aps level 1 equivalent adult rate will apply as set out in appendix 3. c27 for an employee under 21 years of age employed in a classification of aps level 1, whose rate of salary is prescribed according to age (i.e. junior rates), salary progression occurs automatically on the employee’s birthday. 10 of 35 part d allowances and travel expenses first aid allowance
CGC Governance - Enterprise Agreement 2015-2018.txt592travelallowances and travel expenses first aid allowance d1 an employee who possesses a current first aid certificate and who is designated by the secretary to undertake first aid responsibilities within the commission will be paid an allowance of $30 per fortnight. the first aid allowance is subject to income tax and will count as salary for all purposes. where an employee is absent from the workplace for a period greater than six weeks, the allowance will not be paid during that period unless otherwise required by law. motor vehicle allowance d2 where the secretary considers that it will result in greater efficiency or involve less expense, the secretary may authorise an employee, who has agreed to do so, to use a private car owned or hired by the employee at their own expense and risk for official purposes. an employee is entitled to be reimbursed an amount equal to the relevant airfare or mileage allowance, whichever is the lesser. the allowance payable will be as advised by the australian tax office from time to time. official travel expenses d3 the secretary or their delegates will approve travel expenses for staff travelling on official business. further information can be found in the cgc travel policy. class of travel d4 employees are entitled to economy class when required to travel on official business within australia. loss, damage and indemnity d5 the secretary may approve reimbursement to an employee for loss or damage to clothing or personal effects which occurred in the course of the employee’s work. this reimbursement is not subject to tax instalment deductions. relocation assistance d6 the secretary may determine the extent of any financial assistance for relocation from one locality to another upon: d7
CGC Governance - Enterprise Agreement 2015-2018.txt606travelofficial travel expenses d3 the secretary or their delegates will approve travel expenses for staff travelling on official business. further information can be found in the cgc travel policy. class of travel d4 employees are entitled to economy class when required to travel on official business within australia. loss, damage and indemnity d5 the secretary may approve reimbursement to an employee for loss or damage to clothing or personal effects which occurred in the course of the employee’s work. this reimbursement is not subject to tax instalment deductions. relocation assistance d6 the secretary may determine the extent of any financial assistance for relocation from one locality to another upon: d7 i) engagement as an ongoing employee; ii) promotion or movement on an ongoing basis to the commission; or iii) temporary assignment which exceeds or is expected to exceed 12 months (or in some circumstances, a shorter period where the secretary considers it appropriate). where an employee who received financial assistance to relocate to canberra, leaves the
CGC Governance - Enterprise Agreement 2015-2018.txt607traveld3 the secretary or their delegates will approve travel expenses for staff travelling on official business. further information can be found in the cgc travel policy. class of travel d4 employees are entitled to economy class when required to travel on official business within australia. loss, damage and indemnity d5 the secretary may approve reimbursement to an employee for loss or damage to clothing or personal effects which occurred in the course of the employee’s work. this reimbursement is not subject to tax instalment deductions. relocation assistance d6 the secretary may determine the extent of any financial assistance for relocation from one locality to another upon: d7 i) engagement as an ongoing employee; ii) promotion or movement on an ongoing basis to the commission; or iii) temporary assignment which exceeds or is expected to exceed 12 months (or in some circumstances, a shorter period where the secretary considers it appropriate). where an employee who received financial assistance to relocate to canberra, leaves the employment of the commission during the first 12 months of employment, the employee will re-pay
CGC Governance - Enterprise Agreement 2015-2018.txt608travelfurther information can be found in the cgc travel policy. class of travel d4 employees are entitled to economy class when required to travel on official business within australia. loss, damage and indemnity d5 the secretary may approve reimbursement to an employee for loss or damage to clothing or personal effects which occurred in the course of the employee’s work. this reimbursement is not subject to tax instalment deductions. relocation assistance d6 the secretary may determine the extent of any financial assistance for relocation from one locality to another upon: d7 i) engagement as an ongoing employee; ii) promotion or movement on an ongoing basis to the commission; or iii) temporary assignment which exceeds or is expected to exceed 12 months (or in some circumstances, a shorter period where the secretary considers it appropriate). where an employee who received financial assistance to relocate to canberra, leaves the employment of the commission during the first 12 months of employment, the employee will re-pay the relocation assistance, unless the secretary agrees to waive this requirement due to extenuating
CGC Governance - Enterprise Agreement 2015-2018.txt609travelclass of travel d4 employees are entitled to economy class when required to travel on official business within australia. loss, damage and indemnity d5 the secretary may approve reimbursement to an employee for loss or damage to clothing or personal effects which occurred in the course of the employee’s work. this reimbursement is not subject to tax instalment deductions. relocation assistance d6 the secretary may determine the extent of any financial assistance for relocation from one locality to another upon: d7 i) engagement as an ongoing employee; ii) promotion or movement on an ongoing basis to the commission; or iii) temporary assignment which exceeds or is expected to exceed 12 months (or in some circumstances, a shorter period where the secretary considers it appropriate). where an employee who received financial assistance to relocate to canberra, leaves the employment of the commission during the first 12 months of employment, the employee will re-pay the relocation assistance, unless the secretary agrees to waive this requirement due to extenuating circumstances.
CGC Governance - Enterprise Agreement 2015-2018.txt610traveld4 employees are entitled to economy class when required to travel on official business within australia. loss, damage and indemnity d5 the secretary may approve reimbursement to an employee for loss or damage to clothing or personal effects which occurred in the course of the employee’s work. this reimbursement is not subject to tax instalment deductions. relocation assistance d6 the secretary may determine the extent of any financial assistance for relocation from one locality to another upon: d7 i) engagement as an ongoing employee; ii) promotion or movement on an ongoing basis to the commission; or iii) temporary assignment which exceeds or is expected to exceed 12 months (or in some circumstances, a shorter period where the secretary considers it appropriate). where an employee who received financial assistance to relocate to canberra, leaves the employment of the commission during the first 12 months of employment, the employee will re-pay the relocation assistance, unless the secretary agrees to waive this requirement due to extenuating circumstances.
CGC Governance - Enterprise Agreement 2015-2018.txt685travelrequired to travel away from their normal work location for business purposes; or ii) directed to work additional hours or to attend a conference or learning and development course outside the standard bandwidth as defined in i8, or outside the employee’s regular agreed hours of work. health promotion e2 the commission may provide funding for annual healthy lifestyle programs such as influenza vaccinations. employee assistance scheme e3 the commission will provide access to a confidential, professional counselling service at no cost to employees and their families to help resolve both personal and work-related problems. skills recognition and development e4 the commission will identify learning and development needs of employees annually through the performance feedback process. progress against individual learning and development agreements will be included in performance feedback discussions. e5 subject to the secretary’s approval, professional development needs and professional association membership, where these relate to a qualification required to perform an employee’s duties, may be funded by the commission. studies assistance e6 assistance may be provided to an employee to undertake formal courses of study at tertiary and higher education institutions and other vocational education courses, where the study is agreed as part of an employee’s individual learning and development agreement. the commission’s priority is for its employees to undertake formal study in fields which link to the achievement of its corporate goals or which meet their professional development needs.
CGC Governance - Enterprise Agreement 2015-2018.txt690bandwidthoutside the standard bandwidth as defined in i8, or outside the employee’s regular agreed hours of work. health promotion e2 the commission may provide funding for annual healthy lifestyle programs such as influenza vaccinations. employee assistance scheme e3 the commission will provide access to a confidential, professional counselling service at no cost to employees and their families to help resolve both personal and work-related problems. skills recognition and development e4 the commission will identify learning and development needs of employees annually through the performance feedback process. progress against individual learning and development agreements will be included in performance feedback discussions. e5 subject to the secretary’s approval, professional development needs and professional association membership, where these relate to a qualification required to perform an employee’s duties, may be funded by the commission. studies assistance e6 assistance may be provided to an employee to undertake formal courses of study at tertiary and higher education institutions and other vocational education courses, where the study is agreed as part of an employee’s individual learning and development agreement. the commission’s priority is for its employees to undertake formal study in fields which link to the achievement of its corporate goals or which meet their professional development needs. e7 13 of 35 the secretary may approve the grant of assistance to an employee in the form of financial assistance
CGC Governance - Enterprise Agreement 2015-2018.txt705professional developmentsubject to the secretary’s approval, professional development needs and professional association membership, where these relate to a qualification required to perform an employee’s duties, may be funded by the commission. studies assistance e6 assistance may be provided to an employee to undertake formal courses of study at tertiary and higher education institutions and other vocational education courses, where the study is agreed as part of an employee’s individual learning and development agreement. the commission’s priority is for its employees to undertake formal study in fields which link to the achievement of its corporate goals or which meet their professional development needs. e7 13 of 35 the secretary may approve the grant of assistance to an employee in the form of financial assistance and/or study leave. employees are to refer to the study assistance policy for further information. part f performance feedback scheme and managing underperformance performance feedback scheme (pfs) f1 the commission’s performance feedback scheme policy contains details of the scheme and processes. managers will ensure that employees are fully conversant with the pfs. f2 the purpose of the performance feedback scheme is to: i) help employees identify their strengths and weaknesses, and assist them in developing their
CGC Governance - Enterprise Agreement 2015-2018.txt714professional developmentgoals or which meet their professional development needs. e7 13 of 35 the secretary may approve the grant of assistance to an employee in the form of financial assistance and/or study leave. employees are to refer to the study assistance policy for further information. part f performance feedback scheme and managing underperformance performance feedback scheme (pfs) f1 the commission’s performance feedback scheme policy contains details of the scheme and processes. managers will ensure that employees are fully conversant with the pfs. f2 the purpose of the performance feedback scheme is to: i) help employees identify their strengths and weaknesses, and assist them in developing their skills for furthering their careers; and ii) help the cgc achieve its objectives by: (1) improving communication between employees and their managers about work expectations and performance;
CGC Governance - Enterprise Agreement 2015-2018.txt720study assistanceand/or study leave. employees are to refer to the study assistance policy for further information. part f performance feedback scheme and managing underperformance performance feedback scheme (pfs) f1 the commission’s performance feedback scheme policy contains details of the scheme and processes. managers will ensure that employees are fully conversant with the pfs. f2 the purpose of the performance feedback scheme is to: i) help employees identify their strengths and weaknesses, and assist them in developing their skills for furthering their careers; and ii) help the cgc achieve its objectives by: (1) improving communication between employees and their managers about work expectations and performance; (2) setting out individual responsibilities and the standard of performance expected; (3)
CGC Governance - Enterprise Agreement 2015-2018.txt720study leaveand/or study leave. employees are to refer to the study assistance policy for further information. part f performance feedback scheme and managing underperformance performance feedback scheme (pfs) f1 the commission’s performance feedback scheme policy contains details of the scheme and processes. managers will ensure that employees are fully conversant with the pfs. f2 the purpose of the performance feedback scheme is to: i) help employees identify their strengths and weaknesses, and assist them in developing their skills for furthering their careers; and ii) help the cgc achieve its objectives by: (1) improving communication between employees and their managers about work expectations and performance; (2) setting out individual responsibilities and the standard of performance expected; (3)
CGC Governance - Enterprise Agreement 2015-2018.txt948travelg15 an excess employee will be given assistance in meeting reasonable travel and incidental expenses incurred in seeking alternative employment (where such expenses are not met by the prospective employer) and will be given reasonable time off work to attend job interviews. period of notice g16 where the excess employee accepts voluntary retrenchment, the secretary may retrench the employee by giving the required notice of termination under section 29 of the public service act on the grounds that the employee is excess to the requirements of the agency. the period of notice will be four weeks (or five weeks for an employee 45 years of age and over). g17 where an employee's employment is terminated at the beginning of, or within, the notice period, the employee will receive payment in lieu of notice as set out in the fair work act for the unexpired portion of the notice period. severance benefit g18 an employee whose employment is terminated under section 29 of the public service act on the grounds that the employee is excess to the requirements of the agency following their agreement to be voluntarily retrenched is entitled to be paid a severance benefit. g19 an employee who accepts voluntary retrenchment is entitled to be paid a sum equal to two weeks salary for each completed year of continuous service plus a pro rata payment for completed months of service since the last completed year of service subject to any minimum amount the employee is entitled to under the national employment standards (nes). g20 the minimum sum payable will be four weeks’ salary and the maximum will be 48 weeks’ salary. g21 the severance benefit will be calculated on a pro rata basis for any period where an employee has worked part-time hours during their period of service and the employee has less than 24 years full-time service. g22 service for severance pay purposes means: i) 17 of 35 service in the commission; ii)
CGC Governance - Enterprise Agreement 2015-2018.txt979long service leavegovernment service as defined in section 10 of the long service leave (commonwealth employees) act 1976; iii) service with a commonwealth body (other than service with a joint commonwealth-state body corporate) in which the commonwealth has a controlling interest which is recognised for long service leave purposes; iv) service with the australian defence forces; v) aps service immediately preceding deemed resignation under repealed section 49 of the public service act 1922, if the service has not previously been recognised for severance pay purposes; and vi) service in another organisation where: (1) an employee moved from the aps to that organisation with a transfer of function; or (2) an employee engaged by that organisation on work within a function is engaged in the aps as a result of the transfer of that function to the aps; and
CGC Governance - Enterprise Agreement 2015-2018.txt986long service leavelong service leave purposes; iv) service with the australian defence forces; v) aps service immediately preceding deemed resignation under repealed section 49 of the public service act 1922, if the service has not previously been recognised for severance pay purposes; and vi) service in another organisation where: (1) an employee moved from the aps to that organisation with a transfer of function; or (2) an employee engaged by that organisation on work within a function is engaged in the aps as a result of the transfer of that function to the aps; and (3) such service is recognised for long service leave purposes. g23 for earlier periods of service to count there must be no breaks between the periods of service, except where:
CGC Governance - Enterprise Agreement 2015-2018.txt1012long service leavesuch service is recognised for long service leave purposes. g23 for earlier periods of service to count there must be no breaks between the periods of service, except where: i) the break in service is less than one month and occurs where an offer of employment with the new employer was made and accepted by the employee before ceasing employment with the preceding employer; or ii) the earlier period of service was with the aps and ceased because the employee was deemed to have resigned from the aps on marriage under repealed section 49 of the public service act 1922. g24 periods of service that will not count as service for redundancy pay purposes are periods of service that ceased by way of: i) termination under section 29 of the public service act 1999; ii) prior to the commencement of the public service act 1999, by way of redundancy; forfeiture of office, retirement on the grounds of invalidity, inefficiency or loss of qualifications; dismissal or termination of probationary appointment for reasons of unsatisfactory service; iii)
CGC Governance - Enterprise Agreement 2015-2018.txt1049long service leaveg25 absences from duty which do not count as service for long service leave purposes will not count for severance pay purposes. rate of payment g26 for the purpose of calculating any payment under clause g20, salary will include: 18 of 35 i) the employee’s salary at their substantive work value level; or ii) the salary of the higher work value level, where the employee has been working at the higher level for a continuous period of at least 12 months immediately preceding the date on which the employee is given notice of retrenchment; and iii) other allowances in the nature of salary which are paid during periods of annual leave and on a regular basis, excluding allowances which are a reimbursement for expenses incurred, or a payment for disabilities associated with the performance of duty. accelerated separation option and additional payment g27 where the secretary invites an excess employee to accept voluntary retrenchment, the secretary may also invite the excess employee to accept an accelerated separation option. this option provides, in addition to the severance benefit, a payment of a maximum of four weeks’ salary in lieu of the consideration period referred to in clause g10 where the excess employee agrees to termination of employment and the employment is so terminated within 14 days of receiving an offer of voluntary retrenchment. any payment to which the employee is entitled will be equal to the balance of the four
CGC Governance - Enterprise Agreement 2015-2018.txt1444flextimewhere management decide an individual employee will work standard hours, that is flextime no longer applies, the employee will revert to working 7 hours 30 minutes per day between the hours of 8:30am and 5:00pm. i7 where an employee is absent from duty without approval for more than 28 calendar days, the employee will be considered to have abandoned their employment unless they can prove to the satisfaction of the secretary that the absence was, in all the circumstances, reasonable. the abandonment will be effective from commencement of the absence. action will be taken to terminate the employment under the provisions of the public service act. bandwidth 2 i8 the standard bandwidth is between the hours of 7:00am and 7:00pm, monday to friday. work outside the standard bandwidth i9 if operational requirements necessitate, an employee may be directed to work reasonable additional hours. i10 where an employee is directed to work additional hours under this clause, he or she will be entitled to an eight hour break, plus reasonable travelling time, before being required to recommence duty. flextime i11 all staff at aps 6 classification and below may access flextime arrangements under this agreement. further information can be found in the cgc flextime policy. i12 1
CGC Governance - Enterprise Agreement 2015-2018.txt1456bandwidthbandwidth 2 i8 the standard bandwidth is between the hours of 7:00am and 7:00pm, monday to friday. work outside the standard bandwidth i9 if operational requirements necessitate, an employee may be directed to work reasonable additional hours. i10 where an employee is directed to work additional hours under this clause, he or she will be entitled to an eight hour break, plus reasonable travelling time, before being required to recommence duty. flextime i11 all staff at aps 6 classification and below may access flextime arrangements under this agreement. further information can be found in the cgc flextime policy. i12 1 2 employees may accrue a maximum of 10 hours flextime debt. the maximum flex credit is 37.5 hours. this clause does not apply to employees travelling. see part d for eligibility for allowances payable where an employee is directed to work outside the standard bandwidth. 24 of 35 i13
CGC Governance - Enterprise Agreement 2015-2018.txt1458bandwidththe standard bandwidth is between the hours of 7:00am and 7:00pm, monday to friday. work outside the standard bandwidth i9 if operational requirements necessitate, an employee may be directed to work reasonable additional hours. i10 where an employee is directed to work additional hours under this clause, he or she will be entitled to an eight hour break, plus reasonable travelling time, before being required to recommence duty. flextime i11 all staff at aps 6 classification and below may access flextime arrangements under this agreement. further information can be found in the cgc flextime policy. i12 1 2 employees may accrue a maximum of 10 hours flextime debt. the maximum flex credit is 37.5 hours. this clause does not apply to employees travelling. see part d for eligibility for allowances payable where an employee is directed to work outside the standard bandwidth. 24 of 35 i13 on termination of employment with, or on transfer or other permanent departure from cgc, an
CGC Governance - Enterprise Agreement 2015-2018.txt1459bandwidthwork outside the standard bandwidth i9 if operational requirements necessitate, an employee may be directed to work reasonable additional hours. i10 where an employee is directed to work additional hours under this clause, he or she will be entitled to an eight hour break, plus reasonable travelling time, before being required to recommence duty. flextime i11 all staff at aps 6 classification and below may access flextime arrangements under this agreement. further information can be found in the cgc flextime policy. i12 1 2 employees may accrue a maximum of 10 hours flextime debt. the maximum flex credit is 37.5 hours. this clause does not apply to employees travelling. see part d for eligibility for allowances payable where an employee is directed to work outside the standard bandwidth. 24 of 35 i13 on termination of employment with, or on transfer or other permanent departure from cgc, an employee with a flextime credit of up to 37.5 hours that cannot be reasonably accessed prior to
CGC Governance - Enterprise Agreement 2015-2018.txt1466travelto an eight hour break, plus reasonable travelling time, before being required to recommence duty. flextime i11 all staff at aps 6 classification and below may access flextime arrangements under this agreement. further information can be found in the cgc flextime policy. i12 1 2 employees may accrue a maximum of 10 hours flextime debt. the maximum flex credit is 37.5 hours. this clause does not apply to employees travelling. see part d for eligibility for allowances payable where an employee is directed to work outside the standard bandwidth. 24 of 35 i13 on termination of employment with, or on transfer or other permanent departure from cgc, an employee with a flextime credit of up to 37.5 hours that cannot be reasonably accessed prior to departure may be paid in their final pay. any flextime debt may be recovered in accordance with the accountable authority instructions. executive level staff working arrangements i14 flexible working arrangements for executive level employees, including time off, may be provided where appropriate. further information can be found in the cgc toil policy. regular part-time employment
CGC Governance - Enterprise Agreement 2015-2018.txt1468flextimeflextime i11 all staff at aps 6 classification and below may access flextime arrangements under this agreement. further information can be found in the cgc flextime policy. i12 1 2 employees may accrue a maximum of 10 hours flextime debt. the maximum flex credit is 37.5 hours. this clause does not apply to employees travelling. see part d for eligibility for allowances payable where an employee is directed to work outside the standard bandwidth. 24 of 35 i13 on termination of employment with, or on transfer or other permanent departure from cgc, an employee with a flextime credit of up to 37.5 hours that cannot be reasonably accessed prior to departure may be paid in their final pay. any flextime debt may be recovered in accordance with the accountable authority instructions. executive level staff working arrangements i14 flexible working arrangements for executive level employees, including time off, may be provided where appropriate. further information can be found in the cgc toil policy. regular part-time employment i15 part-time working arrangements may be provided to balance between the demands of work and other responsibilities.
CGC Governance - Enterprise Agreement 2015-2018.txt1469flextimei11 all staff at aps 6 classification and below may access flextime arrangements under this agreement. further information can be found in the cgc flextime policy. i12 1 2 employees may accrue a maximum of 10 hours flextime debt. the maximum flex credit is 37.5 hours. this clause does not apply to employees travelling. see part d for eligibility for allowances payable where an employee is directed to work outside the standard bandwidth. 24 of 35 i13 on termination of employment with, or on transfer or other permanent departure from cgc, an employee with a flextime credit of up to 37.5 hours that cannot be reasonably accessed prior to departure may be paid in their final pay. any flextime debt may be recovered in accordance with the accountable authority instructions. executive level staff working arrangements i14 flexible working arrangements for executive level employees, including time off, may be provided where appropriate. further information can be found in the cgc toil policy. regular part-time employment i15 part-time working arrangements may be provided to balance between the demands of work and other responsibilities. i16
CGC Governance - Enterprise Agreement 2015-2018.txt1470flextimefurther information can be found in the cgc flextime policy. i12 1 2 employees may accrue a maximum of 10 hours flextime debt. the maximum flex credit is 37.5 hours. this clause does not apply to employees travelling. see part d for eligibility for allowances payable where an employee is directed to work outside the standard bandwidth. 24 of 35 i13 on termination of employment with, or on transfer or other permanent departure from cgc, an employee with a flextime credit of up to 37.5 hours that cannot be reasonably accessed prior to departure may be paid in their final pay. any flextime debt may be recovered in accordance with the accountable authority instructions. executive level staff working arrangements i14 flexible working arrangements for executive level employees, including time off, may be provided where appropriate. further information can be found in the cgc toil policy. regular part-time employment i15 part-time working arrangements may be provided to balance between the demands of work and other responsibilities. i16
CGC Governance - Enterprise Agreement 2015-2018.txt1476flextimeemployees may accrue a maximum of 10 hours flextime debt. the maximum flex credit is 37.5 hours. this clause does not apply to employees travelling. see part d for eligibility for allowances payable where an employee is directed to work outside the standard bandwidth. 24 of 35 i13 on termination of employment with, or on transfer or other permanent departure from cgc, an employee with a flextime credit of up to 37.5 hours that cannot be reasonably accessed prior to departure may be paid in their final pay. any flextime debt may be recovered in accordance with the accountable authority instructions. executive level staff working arrangements i14 flexible working arrangements for executive level employees, including time off, may be provided where appropriate. further information can be found in the cgc toil policy. regular part-time employment i15 part-time working arrangements may be provided to balance between the demands of work and other responsibilities. i16 a part-time employee is one who works a regular number of hours and whose hours of work are less than 150 hours over the four week settlement period. the secretary will agree with the employee the number of days and number of hours to be worked, under the four-week settlement period. however, a minimum of three hours are to be worked consecutively on any day. i17
CGC Governance - Enterprise Agreement 2015-2018.txt1479travelthis clause does not apply to employees travelling. see part d for eligibility for allowances payable where an employee is directed to work outside the standard bandwidth. 24 of 35 i13 on termination of employment with, or on transfer or other permanent departure from cgc, an employee with a flextime credit of up to 37.5 hours that cannot be reasonably accessed prior to departure may be paid in their final pay. any flextime debt may be recovered in accordance with the accountable authority instructions. executive level staff working arrangements i14 flexible working arrangements for executive level employees, including time off, may be provided where appropriate. further information can be found in the cgc toil policy. regular part-time employment i15 part-time working arrangements may be provided to balance between the demands of work and other responsibilities. i16 a part-time employee is one who works a regular number of hours and whose hours of work are less than 150 hours over the four week settlement period. the secretary will agree with the employee the number of days and number of hours to be worked, under the four-week settlement period. however, a minimum of three hours are to be worked consecutively on any day. i17 the secretary may initiate the introduction, extension or reversion of part-time employment. employees will not be required to convert from full-time to part-time hours or from part-time to
CGC Governance - Enterprise Agreement 2015-2018.txt1481bandwidthbandwidth. 24 of 35 i13 on termination of employment with, or on transfer or other permanent departure from cgc, an employee with a flextime credit of up to 37.5 hours that cannot be reasonably accessed prior to departure may be paid in their final pay. any flextime debt may be recovered in accordance with the accountable authority instructions. executive level staff working arrangements i14 flexible working arrangements for executive level employees, including time off, may be provided where appropriate. further information can be found in the cgc toil policy. regular part-time employment i15 part-time working arrangements may be provided to balance between the demands of work and other responsibilities. i16 a part-time employee is one who works a regular number of hours and whose hours of work are less than 150 hours over the four week settlement period. the secretary will agree with the employee the number of days and number of hours to be worked, under the four-week settlement period. however, a minimum of three hours are to be worked consecutively on any day. i17 the secretary may initiate the introduction, extension or reversion of part-time employment. employees will not be required to convert from full-time to part-time hours or from part-time to full-time hours, without their agreement.
CGC Governance - Enterprise Agreement 2015-2018.txt1488flextimeemployee with a flextime credit of up to 37.5 hours that cannot be reasonably accessed prior to departure may be paid in their final pay. any flextime debt may be recovered in accordance with the accountable authority instructions. executive level staff working arrangements i14 flexible working arrangements for executive level employees, including time off, may be provided where appropriate. further information can be found in the cgc toil policy. regular part-time employment i15 part-time working arrangements may be provided to balance between the demands of work and other responsibilities. i16 a part-time employee is one who works a regular number of hours and whose hours of work are less than 150 hours over the four week settlement period. the secretary will agree with the employee the number of days and number of hours to be worked, under the four-week settlement period. however, a minimum of three hours are to be worked consecutively on any day. i17 the secretary may initiate the introduction, extension or reversion of part-time employment. employees will not be required to convert from full-time to part-time hours or from part-time to full-time hours, without their agreement. i18 the secretary will agree to reasonable requests for regular part-time work, subject to operational requirements. i19
CGC Governance - Enterprise Agreement 2015-2018.txt1489flextimedeparture may be paid in their final pay. any flextime debt may be recovered in accordance with the accountable authority instructions. executive level staff working arrangements i14 flexible working arrangements for executive level employees, including time off, may be provided where appropriate. further information can be found in the cgc toil policy. regular part-time employment i15 part-time working arrangements may be provided to balance between the demands of work and other responsibilities. i16 a part-time employee is one who works a regular number of hours and whose hours of work are less than 150 hours over the four week settlement period. the secretary will agree with the employee the number of days and number of hours to be worked, under the four-week settlement period. however, a minimum of three hours are to be worked consecutively on any day. i17 the secretary may initiate the introduction, extension or reversion of part-time employment. employees will not be required to convert from full-time to part-time hours or from part-time to full-time hours, without their agreement. i18 the secretary will agree to reasonable requests for regular part-time work, subject to operational requirements. i19 the secretary and the employee may agree that the employee return to full-time work before the end
CGC Governance - Enterprise Agreement 2015-2018.txt1624long service leaveretirement. long service leave credits will be paid out in accordance with the long service leave act (commonwealth employees) 1976. i38 payment on death of the employee may be made to dependants or the partner of the former employee or the former employee’s legal personal representative. if a payment has not been made within 12 months of the former employee’s death, it will be paid to the legal personal representative. long service leave i39 the entitlement to long service leave is provided for under the long service leave (commonwealth employees) act 1976. i40 the minimum period for which long service leave will be granted is seven calendar days at full pay (or 14 days at half pay). long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. purchased leave scheme i41 the secretary may approve that employees purchase additional leave each year, paid for by averaged fortnightly salary deductions. further information is available in the cgc purchased leave policy. discretionary leave i42 the secretary may provide discretionary paid or unpaid leave, to count or not to count as service for some or all purposes, with regard to an employee’s individual circumstances. further information can be found in cgc hr guidelines about discretionary leave and leave without pay. personal leave i43 subject to clause i30, an employee is entitled to 18 days’ paid personal leave each calendar year, which will be credited daily. i44 unused personal leave will accrue from year to year.
CGC Governance - Enterprise Agreement 2015-2018.txt1632long service leavelong service leave i39 the entitlement to long service leave is provided for under the long service leave (commonwealth employees) act 1976. i40 the minimum period for which long service leave will be granted is seven calendar days at full pay (or 14 days at half pay). long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. purchased leave scheme i41 the secretary may approve that employees purchase additional leave each year, paid for by averaged fortnightly salary deductions. further information is available in the cgc purchased leave policy. discretionary leave i42 the secretary may provide discretionary paid or unpaid leave, to count or not to count as service for some or all purposes, with regard to an employee’s individual circumstances. further information can be found in cgc hr guidelines about discretionary leave and leave without pay. personal leave i43 subject to clause i30, an employee is entitled to 18 days’ paid personal leave each calendar year, which will be credited daily. i44 unused personal leave will accrue from year to year. i45 a non-ongoing employee who is engaged for a specified period will be entitled to 1.5 days’ personal leave per month of employment. leave will accrue daily. i46
CGC Governance - Enterprise Agreement 2015-2018.txt1633long service leavei39 the entitlement to long service leave is provided for under the long service leave (commonwealth employees) act 1976. i40 the minimum period for which long service leave will be granted is seven calendar days at full pay (or 14 days at half pay). long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. purchased leave scheme i41 the secretary may approve that employees purchase additional leave each year, paid for by averaged fortnightly salary deductions. further information is available in the cgc purchased leave policy. discretionary leave i42 the secretary may provide discretionary paid or unpaid leave, to count or not to count as service for some or all purposes, with regard to an employee’s individual circumstances. further information can be found in cgc hr guidelines about discretionary leave and leave without pay. personal leave i43 subject to clause i30, an employee is entitled to 18 days’ paid personal leave each calendar year, which will be credited daily. i44 unused personal leave will accrue from year to year. i45 a non-ongoing employee who is engaged for a specified period will be entitled to 1.5 days’ personal leave per month of employment. leave will accrue daily. i46 personal leave may be taken at full or half-pay for a specified absence, where warranted.
CGC Governance - Enterprise Agreement 2015-2018.txt1637long service leavethe minimum period for which long service leave will be granted is seven calendar days at full pay (or 14 days at half pay). long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. purchased leave scheme i41 the secretary may approve that employees purchase additional leave each year, paid for by averaged fortnightly salary deductions. further information is available in the cgc purchased leave policy. discretionary leave i42 the secretary may provide discretionary paid or unpaid leave, to count or not to count as service for some or all purposes, with regard to an employee’s individual circumstances. further information can be found in cgc hr guidelines about discretionary leave and leave without pay. personal leave i43 subject to clause i30, an employee is entitled to 18 days’ paid personal leave each calendar year, which will be credited daily. i44 unused personal leave will accrue from year to year. i45 a non-ongoing employee who is engaged for a specified period will be entitled to 1.5 days’ personal leave per month of employment. leave will accrue daily. i46 personal leave may be taken at full or half-pay for a specified absence, where warranted. i47 an employee may take paid personal/carer’s leave if the leave is taken:
CGC Governance - Enterprise Agreement 2015-2018.txt1638long service leave(or 14 days at half pay). long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. purchased leave scheme i41 the secretary may approve that employees purchase additional leave each year, paid for by averaged fortnightly salary deductions. further information is available in the cgc purchased leave policy. discretionary leave i42 the secretary may provide discretionary paid or unpaid leave, to count or not to count as service for some or all purposes, with regard to an employee’s individual circumstances. further information can be found in cgc hr guidelines about discretionary leave and leave without pay. personal leave i43 subject to clause i30, an employee is entitled to 18 days’ paid personal leave each calendar year, which will be credited daily. i44 unused personal leave will accrue from year to year. i45 a non-ongoing employee who is engaged for a specified period will be entitled to 1.5 days’ personal leave per month of employment. leave will accrue daily. i46 personal leave may be taken at full or half-pay for a specified absence, where warranted. i47 an employee may take paid personal/carer’s leave if the leave is taken: i)
CGC Governance - Enterprise Agreement 2015-2018.txt1690maternity leavematernity leave (commonwealth employees) act 1973. i50 an employee will not, without the employee’s consent, be retired on invalidity grounds before the employee’s paid personal leave credit has been exhausted, except as otherwise provided by legislation. 27 of 35 war service sick leave i51 war service sick leave will be granted for: i52 i) war-caused or defence-caused injury as determined by the veterans’ entitlements act 1986; ii) war-caused or defence-caused injury as determined by the safety, rehabilitation and compensation act 1988 (srca); or iii) an illness or injury contracted during a period of warlike or non-war like service as declared under the veterans’ entitlements act 1986 or the military rehabilitation and compensation act 2004.
CGC Governance - Enterprise Agreement 2015-2018.txt1733parental leavematernity and parental leave i55 eligible employees are covered by the provisions of the maternity leave (commonwealth employees) act 1973 (the ml act). i56 eligible employees are provided with an additional two weeks of paid leave, to be taken continuously with an entitlement to paid maternity leave provided by the ml act. i57 employees who adopt or permanently foster a child are entitled to up to 52 weeks of parental leave. for primary caregivers, up to 14 weeks of that leave will be paid leave, commencing from the time of placement of the child, provided the employee satisfies the same qualifying requirements as those required of a pregnant employee in accordance with the ml act. i58 employees are entitled to parental leave for adoption or permanent foster care when that child: i) is under 16 years of age; ii) has not, or will not have, lived continuously with the employee for a period of 6 months or more as at the day (or expected day) of placement; and iii) is not (otherwise than because of the adoption) a child of the employee or the employee’s
CGC Governance - Enterprise Agreement 2015-2018.txt1734maternity leavei55 eligible employees are covered by the provisions of the maternity leave (commonwealth employees) act 1973 (the ml act). i56 eligible employees are provided with an additional two weeks of paid leave, to be taken continuously with an entitlement to paid maternity leave provided by the ml act. i57 employees who adopt or permanently foster a child are entitled to up to 52 weeks of parental leave. for primary caregivers, up to 14 weeks of that leave will be paid leave, commencing from the time of placement of the child, provided the employee satisfies the same qualifying requirements as those required of a pregnant employee in accordance with the ml act. i58 employees are entitled to parental leave for adoption or permanent foster care when that child: i) is under 16 years of age; ii) has not, or will not have, lived continuously with the employee for a period of 6 months or more as at the day (or expected day) of placement; and iii) is not (otherwise than because of the adoption) a child of the employee or the employee’s spouse/partner.
CGC Governance - Enterprise Agreement 2015-2018.txt1739maternity leavecontinuously with an entitlement to paid maternity leave provided by the ml act. i57 employees who adopt or permanently foster a child are entitled to up to 52 weeks of parental leave. for primary caregivers, up to 14 weeks of that leave will be paid leave, commencing from the time of placement of the child, provided the employee satisfies the same qualifying requirements as those required of a pregnant employee in accordance with the ml act. i58 employees are entitled to parental leave for adoption or permanent foster care when that child: i) is under 16 years of age; ii) has not, or will not have, lived continuously with the employee for a period of 6 months or more as at the day (or expected day) of placement; and iii) is not (otherwise than because of the adoption) a child of the employee or the employee’s spouse/partner. i59 documentary evidence of approval for adoption or enduring parental responsibilities under formal fostering arrangements must be submitted when applying for parental leave for adoption or
CGC Governance - Enterprise Agreement 2015-2018.txt1743parental leaveemployees who adopt or permanently foster a child are entitled to up to 52 weeks of parental leave. for primary caregivers, up to 14 weeks of that leave will be paid leave, commencing from the time of placement of the child, provided the employee satisfies the same qualifying requirements as those required of a pregnant employee in accordance with the ml act. i58 employees are entitled to parental leave for adoption or permanent foster care when that child: i) is under 16 years of age; ii) has not, or will not have, lived continuously with the employee for a period of 6 months or more as at the day (or expected day) of placement; and iii) is not (otherwise than because of the adoption) a child of the employee or the employee’s spouse/partner. i59 documentary evidence of approval for adoption or enduring parental responsibilities under formal fostering arrangements must be submitted when applying for parental leave for adoption or permanent foster carer purposes. i60
CGC Governance - Enterprise Agreement 2015-2018.txt1750parental leaveemployees are entitled to parental leave for adoption or permanent foster care when that child: i) is under 16 years of age; ii) has not, or will not have, lived continuously with the employee for a period of 6 months or more as at the day (or expected day) of placement; and iii) is not (otherwise than because of the adoption) a child of the employee or the employee’s spouse/partner. i59 documentary evidence of approval for adoption or enduring parental responsibilities under formal fostering arrangements must be submitted when applying for parental leave for adoption or permanent foster carer purposes. i60 employees who are eligible for paid maternity or parental leave may elect to have the payment for that leave spread over a maximum of 28 weeks at a rate no less than half of their normal salary. where the payment is spread over a longer period, only half of the total weeks of the leave period will count as service. i61
CGC Governance - Enterprise Agreement 2015-2018.txt1768parental leavefostering arrangements must be submitted when applying for parental leave for adoption or permanent foster carer purposes. i60 employees who are eligible for paid maternity or parental leave may elect to have the payment for that leave spread over a maximum of 28 weeks at a rate no less than half of their normal salary. where the payment is spread over a longer period, only half of the total weeks of the leave period will count as service. i61 on ending the initial 52 weeks of maternity or parental leave, employees may request an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial 52 week leave period. 28 of 35 i62 unpaid maternity or parental leave will not count as service for any purpose, except for unpaid leave taken during the first 12 weeks. i63 this leave is inclusive of public holidays and will not be extended because a public holiday (or christmas closedown) falls during a period of paid or unpaid maternity or parental leave. on ending maternity or parental leave, employees have the return to work guarantee and the right to request flexible working arrangements that are provided by the fair work act.
CGC Governance - Enterprise Agreement 2015-2018.txt1773parental leaveemployees who are eligible for paid maternity or parental leave may elect to have the payment for that leave spread over a maximum of 28 weeks at a rate no less than half of their normal salary. where the payment is spread over a longer period, only half of the total weeks of the leave period will count as service. i61 on ending the initial 52 weeks of maternity or parental leave, employees may request an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial 52 week leave period. 28 of 35 i62 unpaid maternity or parental leave will not count as service for any purpose, except for unpaid leave taken during the first 12 weeks. i63 this leave is inclusive of public holidays and will not be extended because a public holiday (or christmas closedown) falls during a period of paid or unpaid maternity or parental leave. on ending maternity or parental leave, employees have the return to work guarantee and the right to request flexible working arrangements that are provided by the fair work act. supporting partner/other primary caregiver leave i64 employees who are not otherwise entitled to paid maternity or parental leave under the ml act or this agreement are entitled to two weeks of paid leave on the birth, adoption or permanent foster care placement of a child or their partner’s child. i65
CGC Governance - Enterprise Agreement 2015-2018.txt1780parental leaveon ending the initial 52 weeks of maternity or parental leave, employees may request an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial 52 week leave period. 28 of 35 i62 unpaid maternity or parental leave will not count as service for any purpose, except for unpaid leave taken during the first 12 weeks. i63 this leave is inclusive of public holidays and will not be extended because a public holiday (or christmas closedown) falls during a period of paid or unpaid maternity or parental leave. on ending maternity or parental leave, employees have the return to work guarantee and the right to request flexible working arrangements that are provided by the fair work act. supporting partner/other primary caregiver leave i64 employees who are not otherwise entitled to paid maternity or parental leave under the ml act or this agreement are entitled to two weeks of paid leave on the birth, adoption or permanent foster care placement of a child or their partner’s child. i65 this leave is to be taken within 52 weeks of the birth/placement of the child and is inclusive of public holidays, i.e. leave will not be extended because a public holiday (or christmas closedown) falls during a period of leave provided by this clause. i66
CGC Governance - Enterprise Agreement 2015-2018.txt1781parental leaveunpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial 52 week leave period. 28 of 35 i62 unpaid maternity or parental leave will not count as service for any purpose, except for unpaid leave taken during the first 12 weeks. i63 this leave is inclusive of public holidays and will not be extended because a public holiday (or christmas closedown) falls during a period of paid or unpaid maternity or parental leave. on ending maternity or parental leave, employees have the return to work guarantee and the right to request flexible working arrangements that are provided by the fair work act. supporting partner/other primary caregiver leave i64 employees who are not otherwise entitled to paid maternity or parental leave under the ml act or this agreement are entitled to two weeks of paid leave on the birth, adoption or permanent foster care placement of a child or their partner’s child. i65 this leave is to be taken within 52 weeks of the birth/placement of the child and is inclusive of public holidays, i.e. leave will not be extended because a public holiday (or christmas closedown) falls during a period of leave provided by this clause. i66 documentary evidence, or a birth certificate following the birth of a child must be submitted when
CGC Governance - Enterprise Agreement 2015-2018.txt1788parental leaveunpaid maternity or parental leave will not count as service for any purpose, except for unpaid leave taken during the first 12 weeks. i63 this leave is inclusive of public holidays and will not be extended because a public holiday (or christmas closedown) falls during a period of paid or unpaid maternity or parental leave. on ending maternity or parental leave, employees have the return to work guarantee and the right to request flexible working arrangements that are provided by the fair work act. supporting partner/other primary caregiver leave i64 employees who are not otherwise entitled to paid maternity or parental leave under the ml act or this agreement are entitled to two weeks of paid leave on the birth, adoption or permanent foster care placement of a child or their partner’s child. i65 this leave is to be taken within 52 weeks of the birth/placement of the child and is inclusive of public holidays, i.e. leave will not be extended because a public holiday (or christmas closedown) falls during a period of leave provided by this clause. i66 documentary evidence, or a birth certificate following the birth of a child must be submitted when applying for supporting partner/other primary caregiver leave. i67 this paid leave will count as service for all purposes. employees may elect to have the payment for that leave spread over a maximum of four weeks at a rate no less than half of their normal salary. where the payment is spread over a longer period, only half of the total weeks of the leave period
CGC Governance - Enterprise Agreement 2015-2018.txt1794parental leavechristmas closedown) falls during a period of paid or unpaid maternity or parental leave. on ending maternity or parental leave, employees have the return to work guarantee and the right to request flexible working arrangements that are provided by the fair work act. supporting partner/other primary caregiver leave i64 employees who are not otherwise entitled to paid maternity or parental leave under the ml act or this agreement are entitled to two weeks of paid leave on the birth, adoption or permanent foster care placement of a child or their partner’s child. i65 this leave is to be taken within 52 weeks of the birth/placement of the child and is inclusive of public holidays, i.e. leave will not be extended because a public holiday (or christmas closedown) falls during a period of leave provided by this clause. i66 documentary evidence, or a birth certificate following the birth of a child must be submitted when applying for supporting partner/other primary caregiver leave. i67 this paid leave will count as service for all purposes. employees may elect to have the payment for that leave spread over a maximum of four weeks at a rate no less than half of their normal salary. where the payment is spread over a longer period, only half of the total weeks of the leave period will count as service. leave for adf reserve and continuous full time service i68 an employee may be granted leave (with or without pay) to enable the employee to fulfil australian defence force (adf) reserve and continuous full time service (cfts) or cadet force obligations.
CGC Governance - Enterprise Agreement 2015-2018.txt1795parental leavematernity or parental leave, employees have the return to work guarantee and the right to request flexible working arrangements that are provided by the fair work act. supporting partner/other primary caregiver leave i64 employees who are not otherwise entitled to paid maternity or parental leave under the ml act or this agreement are entitled to two weeks of paid leave on the birth, adoption or permanent foster care placement of a child or their partner’s child. i65 this leave is to be taken within 52 weeks of the birth/placement of the child and is inclusive of public holidays, i.e. leave will not be extended because a public holiday (or christmas closedown) falls during a period of leave provided by this clause. i66 documentary evidence, or a birth certificate following the birth of a child must be submitted when applying for supporting partner/other primary caregiver leave. i67 this paid leave will count as service for all purposes. employees may elect to have the payment for that leave spread over a maximum of four weeks at a rate no less than half of their normal salary. where the payment is spread over a longer period, only half of the total weeks of the leave period will count as service. leave for adf reserve and continuous full time service i68 an employee may be granted leave (with or without pay) to enable the employee to fulfil australian defence force (adf) reserve and continuous full time service (cfts) or cadet force obligations. note: the entitlement to leave for reserve service is prescribed under the defence reserve service
CGC Governance - Enterprise Agreement 2015-2018.txt1799parental leavei64 employees who are not otherwise entitled to paid maternity or parental leave under the ml act or this agreement are entitled to two weeks of paid leave on the birth, adoption or permanent foster care placement of a child or their partner’s child. i65 this leave is to be taken within 52 weeks of the birth/placement of the child and is inclusive of public holidays, i.e. leave will not be extended because a public holiday (or christmas closedown) falls during a period of leave provided by this clause. i66 documentary evidence, or a birth certificate following the birth of a child must be submitted when applying for supporting partner/other primary caregiver leave. i67 this paid leave will count as service for all purposes. employees may elect to have the payment for that leave spread over a maximum of four weeks at a rate no less than half of their normal salary. where the payment is spread over a longer period, only half of the total weeks of the leave period will count as service. leave for adf reserve and continuous full time service i68 an employee may be granted leave (with or without pay) to enable the employee to fulfil australian defence force (adf) reserve and continuous full time service (cfts) or cadet force obligations. note: the entitlement to leave for reserve service is prescribed under the defence reserve service (protection) act 2001. i69 an employee is entitled to adf reserve leave with pay, for up to four weeks during each financial
CGC Governance - Enterprise Agreement 2015-2018.txt1856long service leaveeligible employees may also apply for annual leave, long service leave, leave without pay, top-up pay or they may use flextime or make up time for the purpose of fulfilling adf reserve, cfts or cadet force obligations. 29 of 35 i72 employees are to notify supervisors at the earliest opportunity once the dates for adf reserve, cfts or cadet force activities are known and/or changed. public holidays i73 employees are entitled to public holidays declared by or under the law of a state or territory to be observed in the locality at which the employee works in accordance with the fair work act. where the secretary and an employee agree, another day may be substituted for any public holiday except in circumstances outlined at clause i21, having regard to operational requirements. 30 of 35 part j appendices appendix 1 commission salary rates a 3% salary increase will apply upon commencement of the agreement, a 1.5% salary increase will apply 12 months from commencement and a 1.5% salary increase 24 months from commencement. aps 1 3%
CGC Governance - Enterprise Agreement 2015-2018.txt1857flextimetop-up pay or they may use flextime or make up time for the purpose of fulfilling adf reserve, cfts or cadet force obligations. 29 of 35 i72 employees are to notify supervisors at the earliest opportunity once the dates for adf reserve, cfts or cadet force activities are known and/or changed. public holidays i73 employees are entitled to public holidays declared by or under the law of a state or territory to be observed in the locality at which the employee works in accordance with the fair work act. where the secretary and an employee agree, another day may be substituted for any public holiday except in circumstances outlined at clause i21, having regard to operational requirements. 30 of 35 part j appendices appendix 1 commission salary rates a 3% salary increase will apply upon commencement of the agreement, a 1.5% salary increase will apply 12 months from commencement and a 1.5% salary increase 24 months from commencement. aps 1 3%
DAFF enterprise-agreement-2016-2019.txt508bandwidthbandwidth 3.5 the bandwidth during which employees may work their ordinary hours will be 12 hours in length, monday to friday, usually 7.00 am to 7.00 pm. 3.6 for operational requirements, the delegate may vary the starting and finishing times for the 12-hour bandwidth for a workplace, after consultation with the affected employees in accordance with clause 2.17 to 2.23 of this agreement. recording working hours 3.7 employees are required to record the times they commence and finish work (including breaks) each day. 3.8 over a four-week settlement period the standard total working hours for full-time employees is 150. 3.9 part-time employees are required to record their hours based on their agreed part-time working arrangement. advising absence 3.10 where an employee is unexpectedly unable to attend work they must ensure their manager is advised before they would normally commence, unless it is not reasonable to do so.
DAFF enterprise-agreement-2016-2019.txt511bandwidththe bandwidth during which employees may work their ordinary hours will be 12 hours in length, monday to friday, usually 7.00 am to 7.00 pm. 3.6 for operational requirements, the delegate may vary the starting and finishing times for the 12-hour bandwidth for a workplace, after consultation with the affected employees in accordance with clause 2.17 to 2.23 of this agreement. recording working hours 3.7 employees are required to record the times they commence and finish work (including breaks) each day. 3.8 over a four-week settlement period the standard total working hours for full-time employees is 150. 3.9 part-time employees are required to record their hours based on their agreed part-time working arrangement. advising absence 3.10 where an employee is unexpectedly unable to attend work they must ensure their manager is advised before they would normally commence, unless it is not reasonable to do so. meal breaks 3.11 when an employee has worked for five hours continuously they must take a break of at least 30 minutes, except when their hours to be worked on that day are no more than six hours and the
DAFF enterprise-agreement-2016-2019.txt517bandwidthbandwidth for a workplace, after consultation with the affected employees in accordance with clause 2.17 to 2.23 of this agreement. recording working hours 3.7 employees are required to record the times they commence and finish work (including breaks) each day. 3.8 over a four-week settlement period the standard total working hours for full-time employees is 150. 3.9 part-time employees are required to record their hours based on their agreed part-time working arrangement. advising absence 3.10 where an employee is unexpectedly unable to attend work they must ensure their manager is advised before they would normally commence, unless it is not reasonable to do so. meal breaks 3.11 when an employee has worked for five hours continuously they must take a break of at least 30 minutes, except when their hours to be worked on that day are no more than six hours and the employee has requested to work beyond the five-hour period. lactation breaks 3.12 nursing mothers are entitled to take lactation breaks as and when needed. it is expected that employees will discuss these arrangements with their manager. suitable facilities will be provided where possible.
DAFF enterprise-agreement-2016-2019.txt567flextimeflextime 3.17 flextime applies to employees in classifications at the aps 1 to aps 6 levels (except those who work on a shift roster or fixed daily hours basis) and enables employees to build up and make use of working time credits. further information on flextime and flex leave is contained in the department’s working arrangements policy. 3.18 a maximum of 37 hours and 30 minutes in flex credits or a maximum of 20 hours in flex debits may be carried over from one settlement period to the next. the delegate may agree to a higher carryover of credit or debit in exceptional circumstances. managers and employees will take joint responsibility to maintain flex credits and debits within these limits. managers will facilitate opportunities for employees to access flex leave to avoid the accumulation of excessive flex credits. where an employee exceeds the maximum flex debit at the end of the settlement period, the excess debit may be treated as an overpayment of salary and the department may take steps to recover the overpayment in accordance with clause 4.46. 3.19 in exceptional circumstances the delegate may determine payment in lieu of flex credits. 3.20 in exceptional circumstances the department may require employees to work extended hours within the bandwidth (i.e. flextime) to meet high-priority operational requirements. 3.21 where aps 1 to 6 level employees are required by managers to work outside the applicable bandwidth (usually 7.00 am to 7.00 pm), overtime is payable. 3.22 where an employee ceases employment with the department and their manager certifies that they were unable to utilise their flex credits due to operational requirements, the delegate will authorise a payment in lieu of the flex credits at single-time rates up to a maximum of 37 hours and 30 minutes. 3.23 employees at aps 1 to 6 levels required to travel within australia on departmental business may include the travel time as ordinary working hours on their standard departmental attendance record. employees at other levels are expected to travel for reasonable periods of time outside normal business hours where this is necessary to perform their work. removal of flextime 3.24 a manager may remove an employee’s access to flextime arrangements (so that their working hours are in accordance with clause 3.3) where the manager, after discussion with the employee, reasonably considers the employee’s attendance is unsatisfactory or that the employee is misusing the flex7 time arrangements. the manager will provide a written explanation of the reasons for their decision. where such an employee is required to work hours additional to their standard working day they will be paid overtime in accordance with table 3.54.1. access to flextime arrangements may be restored
DAFF enterprise-agreement-2016-2019.txt568flextime3.17 flextime applies to employees in classifications at the aps 1 to aps 6 levels (except those who work on a shift roster or fixed daily hours basis) and enables employees to build up and make use of working time credits. further information on flextime and flex leave is contained in the department’s working arrangements policy. 3.18 a maximum of 37 hours and 30 minutes in flex credits or a maximum of 20 hours in flex debits may be carried over from one settlement period to the next. the delegate may agree to a higher carryover of credit or debit in exceptional circumstances. managers and employees will take joint responsibility to maintain flex credits and debits within these limits. managers will facilitate opportunities for employees to access flex leave to avoid the accumulation of excessive flex credits. where an employee exceeds the maximum flex debit at the end of the settlement period, the excess debit may be treated as an overpayment of salary and the department may take steps to recover the overpayment in accordance with clause 4.46. 3.19 in exceptional circumstances the delegate may determine payment in lieu of flex credits. 3.20 in exceptional circumstances the department may require employees to work extended hours within the bandwidth (i.e. flextime) to meet high-priority operational requirements. 3.21 where aps 1 to 6 level employees are required by managers to work outside the applicable bandwidth (usually 7.00 am to 7.00 pm), overtime is payable. 3.22 where an employee ceases employment with the department and their manager certifies that they were unable to utilise their flex credits due to operational requirements, the delegate will authorise a payment in lieu of the flex credits at single-time rates up to a maximum of 37 hours and 30 minutes. 3.23 employees at aps 1 to 6 levels required to travel within australia on departmental business may include the travel time as ordinary working hours on their standard departmental attendance record. employees at other levels are expected to travel for reasonable periods of time outside normal business hours where this is necessary to perform their work. removal of flextime 3.24 a manager may remove an employee’s access to flextime arrangements (so that their working hours are in accordance with clause 3.3) where the manager, after discussion with the employee, reasonably considers the employee’s attendance is unsatisfactory or that the employee is misusing the flex7 time arrangements. the manager will provide a written explanation of the reasons for their decision. where such an employee is required to work hours additional to their standard working day they will be paid overtime in accordance with table 3.54.1. access to flextime arrangements may be restored when the manager is satisfied the employee’s attendance is satisfactory and misuse of flextime arrangements is unlikely to reoccur.
DAFF enterprise-agreement-2016-2019.txt570flextimeworking time credits. further information on flextime and flex leave is contained in the department’s working arrangements policy. 3.18 a maximum of 37 hours and 30 minutes in flex credits or a maximum of 20 hours in flex debits may be carried over from one settlement period to the next. the delegate may agree to a higher carryover of credit or debit in exceptional circumstances. managers and employees will take joint responsibility to maintain flex credits and debits within these limits. managers will facilitate opportunities for employees to access flex leave to avoid the accumulation of excessive flex credits. where an employee exceeds the maximum flex debit at the end of the settlement period, the excess debit may be treated as an overpayment of salary and the department may take steps to recover the overpayment in accordance with clause 4.46. 3.19 in exceptional circumstances the delegate may determine payment in lieu of flex credits. 3.20 in exceptional circumstances the department may require employees to work extended hours within the bandwidth (i.e. flextime) to meet high-priority operational requirements. 3.21 where aps 1 to 6 level employees are required by managers to work outside the applicable bandwidth (usually 7.00 am to 7.00 pm), overtime is payable. 3.22 where an employee ceases employment with the department and their manager certifies that they were unable to utilise their flex credits due to operational requirements, the delegate will authorise a payment in lieu of the flex credits at single-time rates up to a maximum of 37 hours and 30 minutes. 3.23 employees at aps 1 to 6 levels required to travel within australia on departmental business may include the travel time as ordinary working hours on their standard departmental attendance record. employees at other levels are expected to travel for reasonable periods of time outside normal business hours where this is necessary to perform their work. removal of flextime 3.24 a manager may remove an employee’s access to flextime arrangements (so that their working hours are in accordance with clause 3.3) where the manager, after discussion with the employee, reasonably considers the employee’s attendance is unsatisfactory or that the employee is misusing the flex7 time arrangements. the manager will provide a written explanation of the reasons for their decision. where such an employee is required to work hours additional to their standard working day they will be paid overtime in accordance with table 3.54.1. access to flextime arrangements may be restored when the manager is satisfied the employee’s attendance is satisfactory and misuse of flextime arrangements is unlikely to reoccur. working arrangements for executive level employees 3.25 while the flextime provisions as outlined in clauses 3.17 to 3.24 do not apply to executive level (el)
DAFF enterprise-agreement-2016-2019.txt582flextimethe bandwidth (i.e. flextime) to meet high-priority operational requirements. 3.21 where aps 1 to 6 level employees are required by managers to work outside the applicable bandwidth (usually 7.00 am to 7.00 pm), overtime is payable. 3.22 where an employee ceases employment with the department and their manager certifies that they were unable to utilise their flex credits due to operational requirements, the delegate will authorise a payment in lieu of the flex credits at single-time rates up to a maximum of 37 hours and 30 minutes. 3.23 employees at aps 1 to 6 levels required to travel within australia on departmental business may include the travel time as ordinary working hours on their standard departmental attendance record. employees at other levels are expected to travel for reasonable periods of time outside normal business hours where this is necessary to perform their work. removal of flextime 3.24 a manager may remove an employee’s access to flextime arrangements (so that their working hours are in accordance with clause 3.3) where the manager, after discussion with the employee, reasonably considers the employee’s attendance is unsatisfactory or that the employee is misusing the flex7 time arrangements. the manager will provide a written explanation of the reasons for their decision. where such an employee is required to work hours additional to their standard working day they will be paid overtime in accordance with table 3.54.1. access to flextime arrangements may be restored when the manager is satisfied the employee’s attendance is satisfactory and misuse of flextime arrangements is unlikely to reoccur. working arrangements for executive level employees 3.25 while the flextime provisions as outlined in clauses 3.17 to 3.24 do not apply to executive level (el) employees, managers have an obligation to allow these employees flexibility in their working arrangements, including hours of work, and have the authority to grant time off in recognition of additional hours worked where such hours are in excess of agreed working arrangements. however, time off will not be granted on an exact time for time basis. the working arrangements for an el employee should be agreed at the section or branch level through discussion between the manager and the el employee. further information is contained in the department’s working arrangements policy. 3.26 el employees are not eligible to work shiftwork (clauses 3.59 to 3.68) although they are eligible to work part-time (clauses 3.27 to 3.34). part-time work 3.27 a part-time employee is one whose ordinary hours of work are less than 75 hours over a two-week settlement period commencing on a thursday payday and finishing on a wednesday. salaries and
DAFF enterprise-agreement-2016-2019.txt582bandwidththe bandwidth (i.e. flextime) to meet high-priority operational requirements. 3.21 where aps 1 to 6 level employees are required by managers to work outside the applicable bandwidth (usually 7.00 am to 7.00 pm), overtime is payable. 3.22 where an employee ceases employment with the department and their manager certifies that they were unable to utilise their flex credits due to operational requirements, the delegate will authorise a payment in lieu of the flex credits at single-time rates up to a maximum of 37 hours and 30 minutes. 3.23 employees at aps 1 to 6 levels required to travel within australia on departmental business may include the travel time as ordinary working hours on their standard departmental attendance record. employees at other levels are expected to travel for reasonable periods of time outside normal business hours where this is necessary to perform their work. removal of flextime 3.24 a manager may remove an employee’s access to flextime arrangements (so that their working hours are in accordance with clause 3.3) where the manager, after discussion with the employee, reasonably considers the employee’s attendance is unsatisfactory or that the employee is misusing the flex7 time arrangements. the manager will provide a written explanation of the reasons for their decision. where such an employee is required to work hours additional to their standard working day they will be paid overtime in accordance with table 3.54.1. access to flextime arrangements may be restored when the manager is satisfied the employee’s attendance is satisfactory and misuse of flextime arrangements is unlikely to reoccur. working arrangements for executive level employees 3.25 while the flextime provisions as outlined in clauses 3.17 to 3.24 do not apply to executive level (el) employees, managers have an obligation to allow these employees flexibility in their working arrangements, including hours of work, and have the authority to grant time off in recognition of additional hours worked where such hours are in excess of agreed working arrangements. however, time off will not be granted on an exact time for time basis. the working arrangements for an el employee should be agreed at the section or branch level through discussion between the manager and the el employee. further information is contained in the department’s working arrangements policy. 3.26 el employees are not eligible to work shiftwork (clauses 3.59 to 3.68) although they are eligible to work part-time (clauses 3.27 to 3.34). part-time work 3.27 a part-time employee is one whose ordinary hours of work are less than 75 hours over a two-week settlement period commencing on a thursday payday and finishing on a wednesday. salaries and
DAFF enterprise-agreement-2016-2019.txt584overtimebandwidth (usually 7.00 am to 7.00 pm), overtime is payable. 3.22 where an employee ceases employment with the department and their manager certifies that they were unable to utilise their flex credits due to operational requirements, the delegate will authorise a payment in lieu of the flex credits at single-time rates up to a maximum of 37 hours and 30 minutes. 3.23 employees at aps 1 to 6 levels required to travel within australia on departmental business may include the travel time as ordinary working hours on their standard departmental attendance record. employees at other levels are expected to travel for reasonable periods of time outside normal business hours where this is necessary to perform their work. removal of flextime 3.24 a manager may remove an employee’s access to flextime arrangements (so that their working hours are in accordance with clause 3.3) where the manager, after discussion with the employee, reasonably considers the employee’s attendance is unsatisfactory or that the employee is misusing the flex7 time arrangements. the manager will provide a written explanation of the reasons for their decision. where such an employee is required to work hours additional to their standard working day they will be paid overtime in accordance with table 3.54.1. access to flextime arrangements may be restored when the manager is satisfied the employee’s attendance is satisfactory and misuse of flextime arrangements is unlikely to reoccur. working arrangements for executive level employees 3.25 while the flextime provisions as outlined in clauses 3.17 to 3.24 do not apply to executive level (el) employees, managers have an obligation to allow these employees flexibility in their working arrangements, including hours of work, and have the authority to grant time off in recognition of additional hours worked where such hours are in excess of agreed working arrangements. however, time off will not be granted on an exact time for time basis. the working arrangements for an el employee should be agreed at the section or branch level through discussion between the manager and the el employee. further information is contained in the department’s working arrangements policy. 3.26 el employees are not eligible to work shiftwork (clauses 3.59 to 3.68) although they are eligible to work part-time (clauses 3.27 to 3.34). part-time work 3.27 a part-time employee is one whose ordinary hours of work are less than 75 hours over a two-week settlement period commencing on a thursday payday and finishing on a wednesday. salaries and some allowances (see clause 5.1 and schedule 2) for part-time employees will be paid at a pro rata rate based on their agreed ordinary hours of work. leave entitlements for part-time employees will
DAFF enterprise-agreement-2016-2019.txt584bandwidthbandwidth (usually 7.00 am to 7.00 pm), overtime is payable. 3.22 where an employee ceases employment with the department and their manager certifies that they were unable to utilise their flex credits due to operational requirements, the delegate will authorise a payment in lieu of the flex credits at single-time rates up to a maximum of 37 hours and 30 minutes. 3.23 employees at aps 1 to 6 levels required to travel within australia on departmental business may include the travel time as ordinary working hours on their standard departmental attendance record. employees at other levels are expected to travel for reasonable periods of time outside normal business hours where this is necessary to perform their work. removal of flextime 3.24 a manager may remove an employee’s access to flextime arrangements (so that their working hours are in accordance with clause 3.3) where the manager, after discussion with the employee, reasonably considers the employee’s attendance is unsatisfactory or that the employee is misusing the flex7 time arrangements. the manager will provide a written explanation of the reasons for their decision. where such an employee is required to work hours additional to their standard working day they will be paid overtime in accordance with table 3.54.1. access to flextime arrangements may be restored when the manager is satisfied the employee’s attendance is satisfactory and misuse of flextime arrangements is unlikely to reoccur. working arrangements for executive level employees 3.25 while the flextime provisions as outlined in clauses 3.17 to 3.24 do not apply to executive level (el) employees, managers have an obligation to allow these employees flexibility in their working arrangements, including hours of work, and have the authority to grant time off in recognition of additional hours worked where such hours are in excess of agreed working arrangements. however, time off will not be granted on an exact time for time basis. the working arrangements for an el employee should be agreed at the section or branch level through discussion between the manager and the el employee. further information is contained in the department’s working arrangements policy. 3.26 el employees are not eligible to work shiftwork (clauses 3.59 to 3.68) although they are eligible to work part-time (clauses 3.27 to 3.34). part-time work 3.27 a part-time employee is one whose ordinary hours of work are less than 75 hours over a two-week settlement period commencing on a thursday payday and finishing on a wednesday. salaries and some allowances (see clause 5.1 and schedule 2) for part-time employees will be paid at a pro rata rate based on their agreed ordinary hours of work. leave entitlements for part-time employees will
DAFF enterprise-agreement-2016-2019.txt588travel3.23 employees at aps 1 to 6 levels required to travel within australia on departmental business may include the travel time as ordinary working hours on their standard departmental attendance record. employees at other levels are expected to travel for reasonable periods of time outside normal business hours where this is necessary to perform their work. removal of flextime 3.24 a manager may remove an employee’s access to flextime arrangements (so that their working hours are in accordance with clause 3.3) where the manager, after discussion with the employee, reasonably considers the employee’s attendance is unsatisfactory or that the employee is misusing the flex7 time arrangements. the manager will provide a written explanation of the reasons for their decision. where such an employee is required to work hours additional to their standard working day they will be paid overtime in accordance with table 3.54.1. access to flextime arrangements may be restored when the manager is satisfied the employee’s attendance is satisfactory and misuse of flextime arrangements is unlikely to reoccur. working arrangements for executive level employees 3.25 while the flextime provisions as outlined in clauses 3.17 to 3.24 do not apply to executive level (el) employees, managers have an obligation to allow these employees flexibility in their working arrangements, including hours of work, and have the authority to grant time off in recognition of additional hours worked where such hours are in excess of agreed working arrangements. however, time off will not be granted on an exact time for time basis. the working arrangements for an el employee should be agreed at the section or branch level through discussion between the manager and the el employee. further information is contained in the department’s working arrangements policy. 3.26 el employees are not eligible to work shiftwork (clauses 3.59 to 3.68) although they are eligible to work part-time (clauses 3.27 to 3.34). part-time work 3.27 a part-time employee is one whose ordinary hours of work are less than 75 hours over a two-week settlement period commencing on a thursday payday and finishing on a wednesday. salaries and some allowances (see clause 5.1 and schedule 2) for part-time employees will be paid at a pro rata rate based on their agreed ordinary hours of work. leave entitlements for part-time employees will also accrue at a pro rata rate based on their agreed ordinary hours of work . 3.28 employees who commenced employment with the department on a part-time basis will not be required to convert from part-time to full-time hours without their agreement. 3.29 employees will not be required to convert from full-time to part-time hours without their agreement. 3.30 an employee may request in writing to work on a part-time basis for up to 12 months at a time. the
DAFF enterprise-agreement-2016-2019.txt589travelemployees at other levels are expected to travel for reasonable periods of time outside normal business hours where this is necessary to perform their work. removal of flextime 3.24 a manager may remove an employee’s access to flextime arrangements (so that their working hours are in accordance with clause 3.3) where the manager, after discussion with the employee, reasonably considers the employee’s attendance is unsatisfactory or that the employee is misusing the flex7 time arrangements. the manager will provide a written explanation of the reasons for their decision. where such an employee is required to work hours additional to their standard working day they will be paid overtime in accordance with table 3.54.1. access to flextime arrangements may be restored when the manager is satisfied the employee’s attendance is satisfactory and misuse of flextime arrangements is unlikely to reoccur. working arrangements for executive level employees 3.25 while the flextime provisions as outlined in clauses 3.17 to 3.24 do not apply to executive level (el) employees, managers have an obligation to allow these employees flexibility in their working arrangements, including hours of work, and have the authority to grant time off in recognition of additional hours worked where such hours are in excess of agreed working arrangements. however, time off will not be granted on an exact time for time basis. the working arrangements for an el employee should be agreed at the section or branch level through discussion between the manager and the el employee. further information is contained in the department’s working arrangements policy. 3.26 el employees are not eligible to work shiftwork (clauses 3.59 to 3.68) although they are eligible to work part-time (clauses 3.27 to 3.34). part-time work 3.27 a part-time employee is one whose ordinary hours of work are less than 75 hours over a two-week settlement period commencing on a thursday payday and finishing on a wednesday. salaries and some allowances (see clause 5.1 and schedule 2) for part-time employees will be paid at a pro rata rate based on their agreed ordinary hours of work. leave entitlements for part-time employees will also accrue at a pro rata rate based on their agreed ordinary hours of work . 3.28 employees who commenced employment with the department on a part-time basis will not be required to convert from part-time to full-time hours without their agreement. 3.29 employees will not be required to convert from full-time to part-time hours without their agreement. 3.30 an employee may request in writing to work on a part-time basis for up to 12 months at a time. the delegate will respond in writing within three weeks providing reasons if the request is declined. the
DAFF enterprise-agreement-2016-2019.txt590flextimeremoval of flextime 3.24 a manager may remove an employee’s access to flextime arrangements (so that their working hours are in accordance with clause 3.3) where the manager, after discussion with the employee, reasonably considers the employee’s attendance is unsatisfactory or that the employee is misusing the flex7 time arrangements. the manager will provide a written explanation of the reasons for their decision. where such an employee is required to work hours additional to their standard working day they will be paid overtime in accordance with table 3.54.1. access to flextime arrangements may be restored when the manager is satisfied the employee’s attendance is satisfactory and misuse of flextime arrangements is unlikely to reoccur. working arrangements for executive level employees 3.25 while the flextime provisions as outlined in clauses 3.17 to 3.24 do not apply to executive level (el) employees, managers have an obligation to allow these employees flexibility in their working arrangements, including hours of work, and have the authority to grant time off in recognition of additional hours worked where such hours are in excess of agreed working arrangements. however, time off will not be granted on an exact time for time basis. the working arrangements for an el employee should be agreed at the section or branch level through discussion between the manager and the el employee. further information is contained in the department’s working arrangements policy. 3.26 el employees are not eligible to work shiftwork (clauses 3.59 to 3.68) although they are eligible to work part-time (clauses 3.27 to 3.34). part-time work 3.27 a part-time employee is one whose ordinary hours of work are less than 75 hours over a two-week settlement period commencing on a thursday payday and finishing on a wednesday. salaries and some allowances (see clause 5.1 and schedule 2) for part-time employees will be paid at a pro rata rate based on their agreed ordinary hours of work. leave entitlements for part-time employees will also accrue at a pro rata rate based on their agreed ordinary hours of work . 3.28 employees who commenced employment with the department on a part-time basis will not be required to convert from part-time to full-time hours without their agreement. 3.29 employees will not be required to convert from full-time to part-time hours without their agreement. 3.30 an employee may request in writing to work on a part-time basis for up to 12 months at a time. the delegate will respond in writing within three weeks providing reasons if the request is declined. the delegate may decline a request for part-time work only on reasonable business grounds and will consider:
DAFF enterprise-agreement-2016-2019.txt591flextime3.24 a manager may remove an employee’s access to flextime arrangements (so that their working hours are in accordance with clause 3.3) where the manager, after discussion with the employee, reasonably considers the employee’s attendance is unsatisfactory or that the employee is misusing the flex7 time arrangements. the manager will provide a written explanation of the reasons for their decision. where such an employee is required to work hours additional to their standard working day they will be paid overtime in accordance with table 3.54.1. access to flextime arrangements may be restored when the manager is satisfied the employee’s attendance is satisfactory and misuse of flextime arrangements is unlikely to reoccur. working arrangements for executive level employees 3.25 while the flextime provisions as outlined in clauses 3.17 to 3.24 do not apply to executive level (el) employees, managers have an obligation to allow these employees flexibility in their working arrangements, including hours of work, and have the authority to grant time off in recognition of additional hours worked where such hours are in excess of agreed working arrangements. however, time off will not be granted on an exact time for time basis. the working arrangements for an el employee should be agreed at the section or branch level through discussion between the manager and the el employee. further information is contained in the department’s working arrangements policy. 3.26 el employees are not eligible to work shiftwork (clauses 3.59 to 3.68) although they are eligible to work part-time (clauses 3.27 to 3.34). part-time work 3.27 a part-time employee is one whose ordinary hours of work are less than 75 hours over a two-week settlement period commencing on a thursday payday and finishing on a wednesday. salaries and some allowances (see clause 5.1 and schedule 2) for part-time employees will be paid at a pro rata rate based on their agreed ordinary hours of work. leave entitlements for part-time employees will also accrue at a pro rata rate based on their agreed ordinary hours of work . 3.28 employees who commenced employment with the department on a part-time basis will not be required to convert from part-time to full-time hours without their agreement. 3.29 employees will not be required to convert from full-time to part-time hours without their agreement. 3.30 an employee may request in writing to work on a part-time basis for up to 12 months at a time. the delegate will respond in writing within three weeks providing reasons if the request is declined. the delegate may decline a request for part-time work only on reasonable business grounds and will consider: a.
DAFF enterprise-agreement-2016-2019.txt596flextimebe paid overtime in accordance with table 3.54.1. access to flextime arrangements may be restored when the manager is satisfied the employee’s attendance is satisfactory and misuse of flextime arrangements is unlikely to reoccur. working arrangements for executive level employees 3.25 while the flextime provisions as outlined in clauses 3.17 to 3.24 do not apply to executive level (el) employees, managers have an obligation to allow these employees flexibility in their working arrangements, including hours of work, and have the authority to grant time off in recognition of additional hours worked where such hours are in excess of agreed working arrangements. however, time off will not be granted on an exact time for time basis. the working arrangements for an el employee should be agreed at the section or branch level through discussion between the manager and the el employee. further information is contained in the department’s working arrangements policy. 3.26 el employees are not eligible to work shiftwork (clauses 3.59 to 3.68) although they are eligible to work part-time (clauses 3.27 to 3.34). part-time work 3.27 a part-time employee is one whose ordinary hours of work are less than 75 hours over a two-week settlement period commencing on a thursday payday and finishing on a wednesday. salaries and some allowances (see clause 5.1 and schedule 2) for part-time employees will be paid at a pro rata rate based on their agreed ordinary hours of work. leave entitlements for part-time employees will also accrue at a pro rata rate based on their agreed ordinary hours of work . 3.28 employees who commenced employment with the department on a part-time basis will not be required to convert from part-time to full-time hours without their agreement. 3.29 employees will not be required to convert from full-time to part-time hours without their agreement. 3.30 an employee may request in writing to work on a part-time basis for up to 12 months at a time. the delegate will respond in writing within three weeks providing reasons if the request is declined. the delegate may decline a request for part-time work only on reasonable business grounds and will consider: a. b. c. operational requirements impact on the team and
DAFF enterprise-agreement-2016-2019.txt596overtimebe paid overtime in accordance with table 3.54.1. access to flextime arrangements may be restored when the manager is satisfied the employee’s attendance is satisfactory and misuse of flextime arrangements is unlikely to reoccur. working arrangements for executive level employees 3.25 while the flextime provisions as outlined in clauses 3.17 to 3.24 do not apply to executive level (el) employees, managers have an obligation to allow these employees flexibility in their working arrangements, including hours of work, and have the authority to grant time off in recognition of additional hours worked where such hours are in excess of agreed working arrangements. however, time off will not be granted on an exact time for time basis. the working arrangements for an el employee should be agreed at the section or branch level through discussion between the manager and the el employee. further information is contained in the department’s working arrangements policy. 3.26 el employees are not eligible to work shiftwork (clauses 3.59 to 3.68) although they are eligible to work part-time (clauses 3.27 to 3.34). part-time work 3.27 a part-time employee is one whose ordinary hours of work are less than 75 hours over a two-week settlement period commencing on a thursday payday and finishing on a wednesday. salaries and some allowances (see clause 5.1 and schedule 2) for part-time employees will be paid at a pro rata rate based on their agreed ordinary hours of work. leave entitlements for part-time employees will also accrue at a pro rata rate based on their agreed ordinary hours of work . 3.28 employees who commenced employment with the department on a part-time basis will not be required to convert from part-time to full-time hours without their agreement. 3.29 employees will not be required to convert from full-time to part-time hours without their agreement. 3.30 an employee may request in writing to work on a part-time basis for up to 12 months at a time. the delegate will respond in writing within three weeks providing reasons if the request is declined. the delegate may decline a request for part-time work only on reasonable business grounds and will consider: a. b. c. operational requirements impact on the team and
DAFF enterprise-agreement-2016-2019.txt597flextimewhen the manager is satisfied the employee’s attendance is satisfactory and misuse of flextime arrangements is unlikely to reoccur. working arrangements for executive level employees 3.25 while the flextime provisions as outlined in clauses 3.17 to 3.24 do not apply to executive level (el) employees, managers have an obligation to allow these employees flexibility in their working arrangements, including hours of work, and have the authority to grant time off in recognition of additional hours worked where such hours are in excess of agreed working arrangements. however, time off will not be granted on an exact time for time basis. the working arrangements for an el employee should be agreed at the section or branch level through discussion between the manager and the el employee. further information is contained in the department’s working arrangements policy. 3.26 el employees are not eligible to work shiftwork (clauses 3.59 to 3.68) although they are eligible to work part-time (clauses 3.27 to 3.34). part-time work 3.27 a part-time employee is one whose ordinary hours of work are less than 75 hours over a two-week settlement period commencing on a thursday payday and finishing on a wednesday. salaries and some allowances (see clause 5.1 and schedule 2) for part-time employees will be paid at a pro rata rate based on their agreed ordinary hours of work. leave entitlements for part-time employees will also accrue at a pro rata rate based on their agreed ordinary hours of work . 3.28 employees who commenced employment with the department on a part-time basis will not be required to convert from part-time to full-time hours without their agreement. 3.29 employees will not be required to convert from full-time to part-time hours without their agreement. 3.30 an employee may request in writing to work on a part-time basis for up to 12 months at a time. the delegate will respond in writing within three weeks providing reasons if the request is declined. the delegate may decline a request for part-time work only on reasonable business grounds and will consider: a. b. c. operational requirements impact on the team and any personal circumstances behind the request.
DAFF enterprise-agreement-2016-2019.txt599flextime3.25 while the flextime provisions as outlined in clauses 3.17 to 3.24 do not apply to executive level (el) employees, managers have an obligation to allow these employees flexibility in their working arrangements, including hours of work, and have the authority to grant time off in recognition of additional hours worked where such hours are in excess of agreed working arrangements. however, time off will not be granted on an exact time for time basis. the working arrangements for an el employee should be agreed at the section or branch level through discussion between the manager and the el employee. further information is contained in the department’s working arrangements policy. 3.26 el employees are not eligible to work shiftwork (clauses 3.59 to 3.68) although they are eligible to work part-time (clauses 3.27 to 3.34). part-time work 3.27 a part-time employee is one whose ordinary hours of work are less than 75 hours over a two-week settlement period commencing on a thursday payday and finishing on a wednesday. salaries and some allowances (see clause 5.1 and schedule 2) for part-time employees will be paid at a pro rata rate based on their agreed ordinary hours of work. leave entitlements for part-time employees will also accrue at a pro rata rate based on their agreed ordinary hours of work . 3.28 employees who commenced employment with the department on a part-time basis will not be required to convert from part-time to full-time hours without their agreement. 3.29 employees will not be required to convert from full-time to part-time hours without their agreement. 3.30 an employee may request in writing to work on a part-time basis for up to 12 months at a time. the delegate will respond in writing within three weeks providing reasons if the request is declined. the delegate may decline a request for part-time work only on reasonable business grounds and will consider: a. b. c. operational requirements impact on the team and any personal circumstances behind the request. 3.31 any employee returning from parental or maternity leave will have the right to work part-time hours
DAFF enterprise-agreement-2016-2019.txt599flextime provisions3.25 while the flextime provisions as outlined in clauses 3.17 to 3.24 do not apply to executive level (el) employees, managers have an obligation to allow these employees flexibility in their working arrangements, including hours of work, and have the authority to grant time off in recognition of additional hours worked where such hours are in excess of agreed working arrangements. however, time off will not be granted on an exact time for time basis. the working arrangements for an el employee should be agreed at the section or branch level through discussion between the manager and the el employee. further information is contained in the department’s working arrangements policy. 3.26 el employees are not eligible to work shiftwork (clauses 3.59 to 3.68) although they are eligible to work part-time (clauses 3.27 to 3.34). part-time work 3.27 a part-time employee is one whose ordinary hours of work are less than 75 hours over a two-week settlement period commencing on a thursday payday and finishing on a wednesday. salaries and some allowances (see clause 5.1 and schedule 2) for part-time employees will be paid at a pro rata rate based on their agreed ordinary hours of work. leave entitlements for part-time employees will also accrue at a pro rata rate based on their agreed ordinary hours of work . 3.28 employees who commenced employment with the department on a part-time basis will not be required to convert from part-time to full-time hours without their agreement. 3.29 employees will not be required to convert from full-time to part-time hours without their agreement. 3.30 an employee may request in writing to work on a part-time basis for up to 12 months at a time. the delegate will respond in writing within three weeks providing reasons if the request is declined. the delegate may decline a request for part-time work only on reasonable business grounds and will consider: a. b. c. operational requirements impact on the team and any personal circumstances behind the request. 3.31 any employee returning from parental or maternity leave will have the right to work part-time hours
DAFF enterprise-agreement-2016-2019.txt628maternity leave3.31 any employee returning from parental or maternity leave will have the right to work part-time hours during the period within two years of the birth (or, in the case of adoption or permanent care, within two years of the placement) of the child. beyond this period, approval will be given in accordance with the part-time provisions of this agreement unless part-time work does not meet operational requirements. 3.32 part-time work arrangements must be set out in a written part-time work agreement between the employee and their manager specifying the days and hours to be worked during a settlement period. these arrangements should be reviewed on an annual basis, at a minimum. the part-time work agreement must ensure that any single period of attendance is no less than three hours and 45 minutes in any one day and no less than seven hours and 30 minutes in any one week. 3.33 at the expiry of a part-time work agreement the delegate will consider any request from the employee for a new part-time work agreement in accordance with clauses 3.30 and 3.32 and subject to 3.28. 8 3.34 a part-time employee may convert to full-time hours before the expiry of their part-time work agreement only with the delegate’s approval. part-time employees will not be required to extend or change their part-time work arrangements or to convert to full-time hours before the expiry of their part-time work agreement without their agreement. job sharing 3.35 the department encourages and will facilitate the use of job-sharing arrangements where feasible. part-time work can be used for job-sharing arrangements where both employees are at the same classification level. all parties to the arrangement must complete a written agreement setting out the conditions of the arrangement. public holidays 3.36 employees will be entitled to the following public holidays:   
DAFF enterprise-agreement-2016-2019.txt684overtimemake-up time at times to be agreed, without entitlement to overtime payment. 3.39 an employee, other than a shiftworker, who is absent on a day or part-day that is a public holiday in the place where the employee is based for work purposes is entitled to be paid for the part- or full-day absence as if that day or part-day was not a public holiday, except where that employee would not normally have worked on that day. 3.40 an employee who is on unpaid leave that includes both the working day before and the working day after a public holiday (or consecutive public holidays) will not receive payment for this (these) public holiday(s). the holidays occurring between christmas and new year each year will be regarded as consecutive. 3.41 employees who receive a loading in lieu of leave entitlements (clause 4.5 of this agreement) will not receive payment for a public holiday unless they work on the public holiday. 3.42 payment of temporary reassignment of duties allowance at a higher level for a public holiday is only payable where the employee is in receipt of that allowance on both the working day before and the working day after the public holiday. 9 christmas closedown 3.43 the department will close its normal operations from close of business on the last working day before christmas and resume normal operations on the first working day after new year’s day. 3.44 employees will be provided with time off for the weekdays between christmas and new year’s day and will be paid in accordance with their ordinary hours of work. where an employee is absent on leave, payment for the christmas closedown provision will be in accordance with the entitlement for that form of leave (e.g. if they are on long service leave at half pay, payment is at half pay). 3.45 there will be no deduction from annual or personal/carer’s leave credits for the closedown days. 3.46 duty performed on the weekday immediately following the boxing day public holiday or its substitute will be paid as public holiday duty. 3.47 in cases where employees are required by their manager to work on the second or third weekday following the boxing day public holiday or its substitute, they must be provided with two days of time off in lieu to be taken within four weeks of new year’s day or an alternative time agreed between the
DAFF enterprise-agreement-2016-2019.txt707long service leavethat form of leave (e.g. if they are on long service leave at half pay, payment is at half pay). 3.45 there will be no deduction from annual or personal/carer’s leave credits for the closedown days. 3.46 duty performed on the weekday immediately following the boxing day public holiday or its substitute will be paid as public holiday duty. 3.47 in cases where employees are required by their manager to work on the second or third weekday following the boxing day public holiday or its substitute, they must be provided with two days of time off in lieu to be taken within four weeks of new year’s day or an alternative time agreed between the employee and their manager. overtime duty 3.48 employees working at the aps 1 to aps 6 classification level who are required by their manager to work outside the bandwidth, or on weekends or public holidays, will be paid at overtime rates (subject to clause 3.53). however, travel time will not be paid as overtime. the entitlement to overtime meal allowance is contained in clause 5.2. 3.49 overtime on a normal working day will normally only be allowed outside the bandwidth (except for employees who work on a shift roster or fixed daily hours basis) where an employee is required by their manager to continue work after they have completed nine hours of work on that same day (excluding meal breaks). in exceptional circumstances (for example in priority or emergency situations) where the manager assesses that overtime is appropriate, overtime may be approved by the delegate within the flextime bandwidth for the period worked beyond seven hours and 30 minutes. 3.50 where a part-time employee at the aps 1 to aps 6 classification level is required by their manager to work extra duty outside their ordinary working hours the overtime rate of payment will apply. 3.51 where an employee who has a flex debit is required to work overtime, they may eliminate their flex debit (at the overtime rate) before overtime is payable. rest break 3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time, between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where such a break is not possible, the employee will be paid double the regular rate of pay until they have such a break. option to take time off in lieu
DAFF enterprise-agreement-2016-2019.txt716overtimeovertime duty 3.48 employees working at the aps 1 to aps 6 classification level who are required by their manager to work outside the bandwidth, or on weekends or public holidays, will be paid at overtime rates (subject to clause 3.53). however, travel time will not be paid as overtime. the entitlement to overtime meal allowance is contained in clause 5.2. 3.49 overtime on a normal working day will normally only be allowed outside the bandwidth (except for employees who work on a shift roster or fixed daily hours basis) where an employee is required by their manager to continue work after they have completed nine hours of work on that same day (excluding meal breaks). in exceptional circumstances (for example in priority or emergency situations) where the manager assesses that overtime is appropriate, overtime may be approved by the delegate within the flextime bandwidth for the period worked beyond seven hours and 30 minutes. 3.50 where a part-time employee at the aps 1 to aps 6 classification level is required by their manager to work extra duty outside their ordinary working hours the overtime rate of payment will apply. 3.51 where an employee who has a flex debit is required to work overtime, they may eliminate their flex debit (at the overtime rate) before overtime is payable. rest break 3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time, between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where such a break is not possible, the employee will be paid double the regular rate of pay until they have such a break. option to take time off in lieu 3.53 where an employee would prefer to take time off in lieu or accrue flex credit rather than receive payment for overtime duty, and their manager agrees to that arrangement, they are entitled to take that time in either circumstance at the same rate at which they would have received it as an overtime payment. overtime – rate of payment 3.54 overtime duty is payable at the following rates as outlined in table 3.54.1. 10
DAFF enterprise-agreement-2016-2019.txt718overtimework outside the bandwidth, or on weekends or public holidays, will be paid at overtime rates (subject to clause 3.53). however, travel time will not be paid as overtime. the entitlement to overtime meal allowance is contained in clause 5.2. 3.49 overtime on a normal working day will normally only be allowed outside the bandwidth (except for employees who work on a shift roster or fixed daily hours basis) where an employee is required by their manager to continue work after they have completed nine hours of work on that same day (excluding meal breaks). in exceptional circumstances (for example in priority or emergency situations) where the manager assesses that overtime is appropriate, overtime may be approved by the delegate within the flextime bandwidth for the period worked beyond seven hours and 30 minutes. 3.50 where a part-time employee at the aps 1 to aps 6 classification level is required by their manager to work extra duty outside their ordinary working hours the overtime rate of payment will apply. 3.51 where an employee who has a flex debit is required to work overtime, they may eliminate their flex debit (at the overtime rate) before overtime is payable. rest break 3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time, between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where such a break is not possible, the employee will be paid double the regular rate of pay until they have such a break. option to take time off in lieu 3.53 where an employee would prefer to take time off in lieu or accrue flex credit rather than receive payment for overtime duty, and their manager agrees to that arrangement, they are entitled to take that time in either circumstance at the same rate at which they would have received it as an overtime payment. overtime – rate of payment 3.54 overtime duty is payable at the following rates as outlined in table 3.54.1. 10 table 3.54.1 overtime period
DAFF enterprise-agreement-2016-2019.txt718bandwidthwork outside the bandwidth, or on weekends or public holidays, will be paid at overtime rates (subject to clause 3.53). however, travel time will not be paid as overtime. the entitlement to overtime meal allowance is contained in clause 5.2. 3.49 overtime on a normal working day will normally only be allowed outside the bandwidth (except for employees who work on a shift roster or fixed daily hours basis) where an employee is required by their manager to continue work after they have completed nine hours of work on that same day (excluding meal breaks). in exceptional circumstances (for example in priority or emergency situations) where the manager assesses that overtime is appropriate, overtime may be approved by the delegate within the flextime bandwidth for the period worked beyond seven hours and 30 minutes. 3.50 where a part-time employee at the aps 1 to aps 6 classification level is required by their manager to work extra duty outside their ordinary working hours the overtime rate of payment will apply. 3.51 where an employee who has a flex debit is required to work overtime, they may eliminate their flex debit (at the overtime rate) before overtime is payable. rest break 3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time, between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where such a break is not possible, the employee will be paid double the regular rate of pay until they have such a break. option to take time off in lieu 3.53 where an employee would prefer to take time off in lieu or accrue flex credit rather than receive payment for overtime duty, and their manager agrees to that arrangement, they are entitled to take that time in either circumstance at the same rate at which they would have received it as an overtime payment. overtime – rate of payment 3.54 overtime duty is payable at the following rates as outlined in table 3.54.1. 10 table 3.54.1 overtime period
DAFF enterprise-agreement-2016-2019.txt719travelto clause 3.53). however, travel time will not be paid as overtime. the entitlement to overtime meal allowance is contained in clause 5.2. 3.49 overtime on a normal working day will normally only be allowed outside the bandwidth (except for employees who work on a shift roster or fixed daily hours basis) where an employee is required by their manager to continue work after they have completed nine hours of work on that same day (excluding meal breaks). in exceptional circumstances (for example in priority or emergency situations) where the manager assesses that overtime is appropriate, overtime may be approved by the delegate within the flextime bandwidth for the period worked beyond seven hours and 30 minutes. 3.50 where a part-time employee at the aps 1 to aps 6 classification level is required by their manager to work extra duty outside their ordinary working hours the overtime rate of payment will apply. 3.51 where an employee who has a flex debit is required to work overtime, they may eliminate their flex debit (at the overtime rate) before overtime is payable. rest break 3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time, between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where such a break is not possible, the employee will be paid double the regular rate of pay until they have such a break. option to take time off in lieu 3.53 where an employee would prefer to take time off in lieu or accrue flex credit rather than receive payment for overtime duty, and their manager agrees to that arrangement, they are entitled to take that time in either circumstance at the same rate at which they would have received it as an overtime payment. overtime – rate of payment 3.54 overtime duty is payable at the following rates as outlined in table 3.54.1. 10 table 3.54.1 overtime period
DAFF enterprise-agreement-2016-2019.txt719overtimeto clause 3.53). however, travel time will not be paid as overtime. the entitlement to overtime meal allowance is contained in clause 5.2. 3.49 overtime on a normal working day will normally only be allowed outside the bandwidth (except for employees who work on a shift roster or fixed daily hours basis) where an employee is required by their manager to continue work after they have completed nine hours of work on that same day (excluding meal breaks). in exceptional circumstances (for example in priority or emergency situations) where the manager assesses that overtime is appropriate, overtime may be approved by the delegate within the flextime bandwidth for the period worked beyond seven hours and 30 minutes. 3.50 where a part-time employee at the aps 1 to aps 6 classification level is required by their manager to work extra duty outside their ordinary working hours the overtime rate of payment will apply. 3.51 where an employee who has a flex debit is required to work overtime, they may eliminate their flex debit (at the overtime rate) before overtime is payable. rest break 3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time, between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where such a break is not possible, the employee will be paid double the regular rate of pay until they have such a break. option to take time off in lieu 3.53 where an employee would prefer to take time off in lieu or accrue flex credit rather than receive payment for overtime duty, and their manager agrees to that arrangement, they are entitled to take that time in either circumstance at the same rate at which they would have received it as an overtime payment. overtime – rate of payment 3.54 overtime duty is payable at the following rates as outlined in table 3.54.1. 10 table 3.54.1 overtime period
DAFF enterprise-agreement-2016-2019.txt721overtime3.49 overtime on a normal working day will normally only be allowed outside the bandwidth (except for employees who work on a shift roster or fixed daily hours basis) where an employee is required by their manager to continue work after they have completed nine hours of work on that same day (excluding meal breaks). in exceptional circumstances (for example in priority or emergency situations) where the manager assesses that overtime is appropriate, overtime may be approved by the delegate within the flextime bandwidth for the period worked beyond seven hours and 30 minutes. 3.50 where a part-time employee at the aps 1 to aps 6 classification level is required by their manager to work extra duty outside their ordinary working hours the overtime rate of payment will apply. 3.51 where an employee who has a flex debit is required to work overtime, they may eliminate their flex debit (at the overtime rate) before overtime is payable. rest break 3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time, between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where such a break is not possible, the employee will be paid double the regular rate of pay until they have such a break. option to take time off in lieu 3.53 where an employee would prefer to take time off in lieu or accrue flex credit rather than receive payment for overtime duty, and their manager agrees to that arrangement, they are entitled to take that time in either circumstance at the same rate at which they would have received it as an overtime payment. overtime – rate of payment 3.54 overtime duty is payable at the following rates as outlined in table 3.54.1. 10 table 3.54.1 overtime period rate
DAFF enterprise-agreement-2016-2019.txt721bandwidth3.49 overtime on a normal working day will normally only be allowed outside the bandwidth (except for employees who work on a shift roster or fixed daily hours basis) where an employee is required by their manager to continue work after they have completed nine hours of work on that same day (excluding meal breaks). in exceptional circumstances (for example in priority or emergency situations) where the manager assesses that overtime is appropriate, overtime may be approved by the delegate within the flextime bandwidth for the period worked beyond seven hours and 30 minutes. 3.50 where a part-time employee at the aps 1 to aps 6 classification level is required by their manager to work extra duty outside their ordinary working hours the overtime rate of payment will apply. 3.51 where an employee who has a flex debit is required to work overtime, they may eliminate their flex debit (at the overtime rate) before overtime is payable. rest break 3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time, between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where such a break is not possible, the employee will be paid double the regular rate of pay until they have such a break. option to take time off in lieu 3.53 where an employee would prefer to take time off in lieu or accrue flex credit rather than receive payment for overtime duty, and their manager agrees to that arrangement, they are entitled to take that time in either circumstance at the same rate at which they would have received it as an overtime payment. overtime – rate of payment 3.54 overtime duty is payable at the following rates as outlined in table 3.54.1. 10 table 3.54.1 overtime period rate
DAFF enterprise-agreement-2016-2019.txt725overtimesituations) where the manager assesses that overtime is appropriate, overtime may be approved by the delegate within the flextime bandwidth for the period worked beyond seven hours and 30 minutes. 3.50 where a part-time employee at the aps 1 to aps 6 classification level is required by their manager to work extra duty outside their ordinary working hours the overtime rate of payment will apply. 3.51 where an employee who has a flex debit is required to work overtime, they may eliminate their flex debit (at the overtime rate) before overtime is payable. rest break 3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time, between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where such a break is not possible, the employee will be paid double the regular rate of pay until they have such a break. option to take time off in lieu 3.53 where an employee would prefer to take time off in lieu or accrue flex credit rather than receive payment for overtime duty, and their manager agrees to that arrangement, they are entitled to take that time in either circumstance at the same rate at which they would have received it as an overtime payment. overtime – rate of payment 3.54 overtime duty is payable at the following rates as outlined in table 3.54.1. 10 table 3.54.1 overtime period rate monday to friday (outside bandwidth hours)
DAFF enterprise-agreement-2016-2019.txt726flextimethe delegate within the flextime bandwidth for the period worked beyond seven hours and 30 minutes. 3.50 where a part-time employee at the aps 1 to aps 6 classification level is required by their manager to work extra duty outside their ordinary working hours the overtime rate of payment will apply. 3.51 where an employee who has a flex debit is required to work overtime, they may eliminate their flex debit (at the overtime rate) before overtime is payable. rest break 3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time, between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where such a break is not possible, the employee will be paid double the regular rate of pay until they have such a break. option to take time off in lieu 3.53 where an employee would prefer to take time off in lieu or accrue flex credit rather than receive payment for overtime duty, and their manager agrees to that arrangement, they are entitled to take that time in either circumstance at the same rate at which they would have received it as an overtime payment. overtime – rate of payment 3.54 overtime duty is payable at the following rates as outlined in table 3.54.1. 10 table 3.54.1 overtime period rate monday to friday (outside bandwidth hours) 1½ hours for each hour (or part thereof, rounded to the
DAFF enterprise-agreement-2016-2019.txt726bandwidththe delegate within the flextime bandwidth for the period worked beyond seven hours and 30 minutes. 3.50 where a part-time employee at the aps 1 to aps 6 classification level is required by their manager to work extra duty outside their ordinary working hours the overtime rate of payment will apply. 3.51 where an employee who has a flex debit is required to work overtime, they may eliminate their flex debit (at the overtime rate) before overtime is payable. rest break 3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time, between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where such a break is not possible, the employee will be paid double the regular rate of pay until they have such a break. option to take time off in lieu 3.53 where an employee would prefer to take time off in lieu or accrue flex credit rather than receive payment for overtime duty, and their manager agrees to that arrangement, they are entitled to take that time in either circumstance at the same rate at which they would have received it as an overtime payment. overtime – rate of payment 3.54 overtime duty is payable at the following rates as outlined in table 3.54.1. 10 table 3.54.1 overtime period rate monday to friday (outside bandwidth hours) 1½ hours for each hour (or part thereof, rounded to the
DAFF enterprise-agreement-2016-2019.txt728overtimework extra duty outside their ordinary working hours the overtime rate of payment will apply. 3.51 where an employee who has a flex debit is required to work overtime, they may eliminate their flex debit (at the overtime rate) before overtime is payable. rest break 3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time, between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where such a break is not possible, the employee will be paid double the regular rate of pay until they have such a break. option to take time off in lieu 3.53 where an employee would prefer to take time off in lieu or accrue flex credit rather than receive payment for overtime duty, and their manager agrees to that arrangement, they are entitled to take that time in either circumstance at the same rate at which they would have received it as an overtime payment. overtime – rate of payment 3.54 overtime duty is payable at the following rates as outlined in table 3.54.1. 10 table 3.54.1 overtime period rate monday to friday (outside bandwidth hours) 1½ hours for each hour (or part thereof, rounded to the nearest 15 minutes) worked for the first 3 hours, and 2 hours for each hour worked thereafter
DAFF enterprise-agreement-2016-2019.txt729overtime3.51 where an employee who has a flex debit is required to work overtime, they may eliminate their flex debit (at the overtime rate) before overtime is payable. rest break 3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time, between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where such a break is not possible, the employee will be paid double the regular rate of pay until they have such a break. option to take time off in lieu 3.53 where an employee would prefer to take time off in lieu or accrue flex credit rather than receive payment for overtime duty, and their manager agrees to that arrangement, they are entitled to take that time in either circumstance at the same rate at which they would have received it as an overtime payment. overtime – rate of payment 3.54 overtime duty is payable at the following rates as outlined in table 3.54.1. 10 table 3.54.1 overtime period rate monday to friday (outside bandwidth hours) 1½ hours for each hour (or part thereof, rounded to the nearest 15 minutes) worked for the first 3 hours, and 2 hours for each hour worked thereafter
DAFF enterprise-agreement-2016-2019.txt730overtimedebit (at the overtime rate) before overtime is payable. rest break 3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time, between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where such a break is not possible, the employee will be paid double the regular rate of pay until they have such a break. option to take time off in lieu 3.53 where an employee would prefer to take time off in lieu or accrue flex credit rather than receive payment for overtime duty, and their manager agrees to that arrangement, they are entitled to take that time in either circumstance at the same rate at which they would have received it as an overtime payment. overtime – rate of payment 3.54 overtime duty is payable at the following rates as outlined in table 3.54.1. 10 table 3.54.1 overtime period rate monday to friday (outside bandwidth hours) 1½ hours for each hour (or part thereof, rounded to the nearest 15 minutes) worked for the first 3 hours, and 2 hours for each hour worked thereafter saturday
DAFF enterprise-agreement-2016-2019.txt732travel3.52 employees are required to have a rest break of at least ten hours, including reasonable travelling time, between ceasing duty on any day (or shift) and commencing work on the next day (or shift). where such a break is not possible, the employee will be paid double the regular rate of pay until they have such a break. option to take time off in lieu 3.53 where an employee would prefer to take time off in lieu or accrue flex credit rather than receive payment for overtime duty, and their manager agrees to that arrangement, they are entitled to take that time in either circumstance at the same rate at which they would have received it as an overtime payment. overtime – rate of payment 3.54 overtime duty is payable at the following rates as outlined in table 3.54.1. 10 table 3.54.1 overtime period rate monday to friday (outside bandwidth hours) 1½ hours for each hour (or part thereof, rounded to the nearest 15 minutes) worked for the first 3 hours, and 2 hours for each hour worked thereafter saturday 1½ hours for each hour worked for the first 3 hours, and
DAFF enterprise-agreement-2016-2019.txt738overtimepayment for overtime duty, and their manager agrees to that arrangement, they are entitled to take that time in either circumstance at the same rate at which they would have received it as an overtime payment. overtime – rate of payment 3.54 overtime duty is payable at the following rates as outlined in table 3.54.1. 10 table 3.54.1 overtime period rate monday to friday (outside bandwidth hours) 1½ hours for each hour (or part thereof, rounded to the nearest 15 minutes) worked for the first 3 hours, and 2 hours for each hour worked thereafter saturday 1½ hours for each hour worked for the first 3 hours, and 2 hours for each hour worked thereafter sunday 2 hours for each hour worked
DAFF enterprise-agreement-2016-2019.txt739overtimethat time in either circumstance at the same rate at which they would have received it as an overtime payment. overtime – rate of payment 3.54 overtime duty is payable at the following rates as outlined in table 3.54.1. 10 table 3.54.1 overtime period rate monday to friday (outside bandwidth hours) 1½ hours for each hour (or part thereof, rounded to the nearest 15 minutes) worked for the first 3 hours, and 2 hours for each hour worked thereafter saturday 1½ hours for each hour worked for the first 3 hours, and 2 hours for each hour worked thereafter sunday 2 hours for each hour worked public holidays (within
DAFF enterprise-agreement-2016-2019.txt741overtimeovertime – rate of payment 3.54 overtime duty is payable at the following rates as outlined in table 3.54.1. 10 table 3.54.1 overtime period rate monday to friday (outside bandwidth hours) 1½ hours for each hour (or part thereof, rounded to the nearest 15 minutes) worked for the first 3 hours, and 2 hours for each hour worked thereafter saturday 1½ hours for each hour worked for the first 3 hours, and 2 hours for each hour worked thereafter sunday 2 hours for each hour worked public holidays (within ordinary hours)
DAFF enterprise-agreement-2016-2019.txt742overtime3.54 overtime duty is payable at the following rates as outlined in table 3.54.1. 10 table 3.54.1 overtime period rate monday to friday (outside bandwidth hours) 1½ hours for each hour (or part thereof, rounded to the nearest 15 minutes) worked for the first 3 hours, and 2 hours for each hour worked thereafter saturday 1½ hours for each hour worked for the first 3 hours, and 2 hours for each hour worked thereafter sunday 2 hours for each hour worked public holidays (within ordinary hours) 1½ hours for each hour worked (as employees are already
DAFF enterprise-agreement-2016-2019.txt747overtimeovertime period rate monday to friday (outside bandwidth hours) 1½ hours for each hour (or part thereof, rounded to the nearest 15 minutes) worked for the first 3 hours, and 2 hours for each hour worked thereafter saturday 1½ hours for each hour worked for the first 3 hours, and 2 hours for each hour worked thereafter sunday 2 hours for each hour worked public holidays (within ordinary hours) 1½ hours for each hour worked (as employees are already receiving payment for the public holiday at single-time rates) public holidays (outside ordinary hours)
DAFF enterprise-agreement-2016-2019.txt752bandwidth(outside bandwidth hours) 1½ hours for each hour (or part thereof, rounded to the nearest 15 minutes) worked for the first 3 hours, and 2 hours for each hour worked thereafter saturday 1½ hours for each hour worked for the first 3 hours, and 2 hours for each hour worked thereafter sunday 2 hours for each hour worked public holidays (within ordinary hours) 1½ hours for each hour worked (as employees are already receiving payment for the public holiday at single-time rates) public holidays (outside ordinary hours) 2½ hours for each hour worked minimum period for overtime payment on weekends and public holidays 3.55 subject to clauses 5.3 to 5.9 (restriction allowance), where an employee is required to work overtime on a weekend or public holiday, they will be paid for a minimum period of two hours at the appropriate
DAFF enterprise-agreement-2016-2019.txt779overtimeminimum period for overtime payment on weekends and public holidays 3.55 subject to clauses 5.3 to 5.9 (restriction allowance), where an employee is required to work overtime on a weekend or public holiday, they will be paid for a minimum period of two hours at the appropriate overtime rate. emergency duty 3.56 this clause only applies to employees in classifications at the aps 1 to aps 6 level. where an employee is called on duty to respond to an emergency at a time when they would not normally have been on duty, and has been given no notice of such a call prior to ceasing ordinary duty, they will be paid for the emergency duty at double their regular rate of pay. the period for which this emergency payment will be made will include time necessarily spent travelling to and from duty. the minimum payment under this clause will be two hours at double the regular rate of pay. overtime for executive level employees 3.57 the delegate may approve payment of overtime, on a case-by-case basis, to el employees assigned to information technology duties who perform extra duties on a regular and continuing basis to provide non-discretionary computing services that cannot be undertaken during ordinary hours. 3.58 apart from the circumstances in clause 3.57, el employees are only eligible to receive overtime payments in exceptional circumstances. in assessing exceptional circumstances the delegate will take into account: a. the nature and extent of the overtime b. whether the overtime has been directed and certified (such as on restriction) c. whether the nature of directions received means that the overtime must be done (i.e. it is unavoidable and can only be performed by employees at that level) d. whether the extra duty is regular and excessive, compared with that worked by employees generally at the same level, over a long period of time (i.e. on a continuing basis, as overtime is not usually paid for one-off special tasks) e. whether the extra duty is burdensome or unusually urgent compared with that undertaken by employees at the same level. shiftwork and fixed daily hours 3.59 a shiftworker is an employee at aps 1 to aps 6 level who is rostered to perform ordinary duty outside
DAFF enterprise-agreement-2016-2019.txt780overtime3.55 subject to clauses 5.3 to 5.9 (restriction allowance), where an employee is required to work overtime on a weekend or public holiday, they will be paid for a minimum period of two hours at the appropriate overtime rate. emergency duty 3.56 this clause only applies to employees in classifications at the aps 1 to aps 6 level. where an employee is called on duty to respond to an emergency at a time when they would not normally have been on duty, and has been given no notice of such a call prior to ceasing ordinary duty, they will be paid for the emergency duty at double their regular rate of pay. the period for which this emergency payment will be made will include time necessarily spent travelling to and from duty. the minimum payment under this clause will be two hours at double the regular rate of pay. overtime for executive level employees 3.57 the delegate may approve payment of overtime, on a case-by-case basis, to el employees assigned to information technology duties who perform extra duties on a regular and continuing basis to provide non-discretionary computing services that cannot be undertaken during ordinary hours. 3.58 apart from the circumstances in clause 3.57, el employees are only eligible to receive overtime payments in exceptional circumstances. in assessing exceptional circumstances the delegate will take into account: a. the nature and extent of the overtime b. whether the overtime has been directed and certified (such as on restriction) c. whether the nature of directions received means that the overtime must be done (i.e. it is unavoidable and can only be performed by employees at that level) d. whether the extra duty is regular and excessive, compared with that worked by employees generally at the same level, over a long period of time (i.e. on a continuing basis, as overtime is not usually paid for one-off special tasks) e. whether the extra duty is burdensome or unusually urgent compared with that undertaken by employees at the same level. shiftwork and fixed daily hours 3.59 a shiftworker is an employee at aps 1 to aps 6 level who is rostered to perform ordinary duty outside the period of 6.30 am to 6.00 pm on monday to friday and/or is rostered to work on saturdays,
DAFF enterprise-agreement-2016-2019.txt782overtimeovertime rate. emergency duty 3.56 this clause only applies to employees in classifications at the aps 1 to aps 6 level. where an employee is called on duty to respond to an emergency at a time when they would not normally have been on duty, and has been given no notice of such a call prior to ceasing ordinary duty, they will be paid for the emergency duty at double their regular rate of pay. the period for which this emergency payment will be made will include time necessarily spent travelling to and from duty. the minimum payment under this clause will be two hours at double the regular rate of pay. overtime for executive level employees 3.57 the delegate may approve payment of overtime, on a case-by-case basis, to el employees assigned to information technology duties who perform extra duties on a regular and continuing basis to provide non-discretionary computing services that cannot be undertaken during ordinary hours. 3.58 apart from the circumstances in clause 3.57, el employees are only eligible to receive overtime payments in exceptional circumstances. in assessing exceptional circumstances the delegate will take into account: a. the nature and extent of the overtime b. whether the overtime has been directed and certified (such as on restriction) c. whether the nature of directions received means that the overtime must be done (i.e. it is unavoidable and can only be performed by employees at that level) d. whether the extra duty is regular and excessive, compared with that worked by employees generally at the same level, over a long period of time (i.e. on a continuing basis, as overtime is not usually paid for one-off special tasks) e. whether the extra duty is burdensome or unusually urgent compared with that undertaken by employees at the same level. shiftwork and fixed daily hours 3.59 a shiftworker is an employee at aps 1 to aps 6 level who is rostered to perform ordinary duty outside the period of 6.30 am to 6.00 pm on monday to friday and/or is rostered to work on saturdays, 11
DAFF enterprise-agreement-2016-2019.txt788travelpayment will be made will include time necessarily spent travelling to and from duty. the minimum payment under this clause will be two hours at double the regular rate of pay. overtime for executive level employees 3.57 the delegate may approve payment of overtime, on a case-by-case basis, to el employees assigned to information technology duties who perform extra duties on a regular and continuing basis to provide non-discretionary computing services that cannot be undertaken during ordinary hours. 3.58 apart from the circumstances in clause 3.57, el employees are only eligible to receive overtime payments in exceptional circumstances. in assessing exceptional circumstances the delegate will take into account: a. the nature and extent of the overtime b. whether the overtime has been directed and certified (such as on restriction) c. whether the nature of directions received means that the overtime must be done (i.e. it is unavoidable and can only be performed by employees at that level) d. whether the extra duty is regular and excessive, compared with that worked by employees generally at the same level, over a long period of time (i.e. on a continuing basis, as overtime is not usually paid for one-off special tasks) e. whether the extra duty is burdensome or unusually urgent compared with that undertaken by employees at the same level. shiftwork and fixed daily hours 3.59 a shiftworker is an employee at aps 1 to aps 6 level who is rostered to perform ordinary duty outside the period of 6.30 am to 6.00 pm on monday to friday and/or is rostered to work on saturdays, 11 sundays or public holidays for an ongoing or fixed period. employees employed on a fixed daily hours or shift roster basis are not entitled to flextime as outlined in clauses 3.17 to 3.23. this definition does not prevent a shiftworker returning from parental or maternity leave requesting to work on a part-time basis under clause 3.30. 3.60 where for operational reasons the delegate considers that employees in a work area should work fixed daily hours or shiftwork, the delegate may require an employee to work these hours. the actual
DAFF enterprise-agreement-2016-2019.txt790overtimeovertime for executive level employees 3.57 the delegate may approve payment of overtime, on a case-by-case basis, to el employees assigned to information technology duties who perform extra duties on a regular and continuing basis to provide non-discretionary computing services that cannot be undertaken during ordinary hours. 3.58 apart from the circumstances in clause 3.57, el employees are only eligible to receive overtime payments in exceptional circumstances. in assessing exceptional circumstances the delegate will take into account: a. the nature and extent of the overtime b. whether the overtime has been directed and certified (such as on restriction) c. whether the nature of directions received means that the overtime must be done (i.e. it is unavoidable and can only be performed by employees at that level) d. whether the extra duty is regular and excessive, compared with that worked by employees generally at the same level, over a long period of time (i.e. on a continuing basis, as overtime is not usually paid for one-off special tasks) e. whether the extra duty is burdensome or unusually urgent compared with that undertaken by employees at the same level. shiftwork and fixed daily hours 3.59 a shiftworker is an employee at aps 1 to aps 6 level who is rostered to perform ordinary duty outside the period of 6.30 am to 6.00 pm on monday to friday and/or is rostered to work on saturdays, 11 sundays or public holidays for an ongoing or fixed period. employees employed on a fixed daily hours or shift roster basis are not entitled to flextime as outlined in clauses 3.17 to 3.23. this definition does not prevent a shiftworker returning from parental or maternity leave requesting to work on a part-time basis under clause 3.30. 3.60 where for operational reasons the delegate considers that employees in a work area should work fixed daily hours or shiftwork, the delegate may require an employee to work these hours. the actual hours of work and rostering arrangements will be determined at the work place (including any arrangements for working additional hours towards an accrued day off) by the local manager after
DAFF enterprise-agreement-2016-2019.txt791overtime3.57 the delegate may approve payment of overtime, on a case-by-case basis, to el employees assigned to information technology duties who perform extra duties on a regular and continuing basis to provide non-discretionary computing services that cannot be undertaken during ordinary hours. 3.58 apart from the circumstances in clause 3.57, el employees are only eligible to receive overtime payments in exceptional circumstances. in assessing exceptional circumstances the delegate will take into account: a. the nature and extent of the overtime b. whether the overtime has been directed and certified (such as on restriction) c. whether the nature of directions received means that the overtime must be done (i.e. it is unavoidable and can only be performed by employees at that level) d. whether the extra duty is regular and excessive, compared with that worked by employees generally at the same level, over a long period of time (i.e. on a continuing basis, as overtime is not usually paid for one-off special tasks) e. whether the extra duty is burdensome or unusually urgent compared with that undertaken by employees at the same level. shiftwork and fixed daily hours 3.59 a shiftworker is an employee at aps 1 to aps 6 level who is rostered to perform ordinary duty outside the period of 6.30 am to 6.00 pm on monday to friday and/or is rostered to work on saturdays, 11 sundays or public holidays for an ongoing or fixed period. employees employed on a fixed daily hours or shift roster basis are not entitled to flextime as outlined in clauses 3.17 to 3.23. this definition does not prevent a shiftworker returning from parental or maternity leave requesting to work on a part-time basis under clause 3.30. 3.60 where for operational reasons the delegate considers that employees in a work area should work fixed daily hours or shiftwork, the delegate may require an employee to work these hours. the actual hours of work and rostering arrangements will be determined at the work place (including any arrangements for working additional hours towards an accrued day off) by the local manager after consultation with affected employees.
DAFF enterprise-agreement-2016-2019.txt794overtime3.58 apart from the circumstances in clause 3.57, el employees are only eligible to receive overtime payments in exceptional circumstances. in assessing exceptional circumstances the delegate will take into account: a. the nature and extent of the overtime b. whether the overtime has been directed and certified (such as on restriction) c. whether the nature of directions received means that the overtime must be done (i.e. it is unavoidable and can only be performed by employees at that level) d. whether the extra duty is regular and excessive, compared with that worked by employees generally at the same level, over a long period of time (i.e. on a continuing basis, as overtime is not usually paid for one-off special tasks) e. whether the extra duty is burdensome or unusually urgent compared with that undertaken by employees at the same level. shiftwork and fixed daily hours 3.59 a shiftworker is an employee at aps 1 to aps 6 level who is rostered to perform ordinary duty outside the period of 6.30 am to 6.00 pm on monday to friday and/or is rostered to work on saturdays, 11 sundays or public holidays for an ongoing or fixed period. employees employed on a fixed daily hours or shift roster basis are not entitled to flextime as outlined in clauses 3.17 to 3.23. this definition does not prevent a shiftworker returning from parental or maternity leave requesting to work on a part-time basis under clause 3.30. 3.60 where for operational reasons the delegate considers that employees in a work area should work fixed daily hours or shiftwork, the delegate may require an employee to work these hours. the actual hours of work and rostering arrangements will be determined at the work place (including any arrangements for working additional hours towards an accrued day off) by the local manager after consultation with affected employees. 3.61 except at the regular changeover of shifts an employee should not be required to work more than one shift in each 24 hours. 3.62 the department may change fixed daily hours or shiftwork rosters by mutual consent of the manager
DAFF enterprise-agreement-2016-2019.txt797overtimea. the nature and extent of the overtime b. whether the overtime has been directed and certified (such as on restriction) c. whether the nature of directions received means that the overtime must be done (i.e. it is unavoidable and can only be performed by employees at that level) d. whether the extra duty is regular and excessive, compared with that worked by employees generally at the same level, over a long period of time (i.e. on a continuing basis, as overtime is not usually paid for one-off special tasks) e. whether the extra duty is burdensome or unusually urgent compared with that undertaken by employees at the same level. shiftwork and fixed daily hours 3.59 a shiftworker is an employee at aps 1 to aps 6 level who is rostered to perform ordinary duty outside the period of 6.30 am to 6.00 pm on monday to friday and/or is rostered to work on saturdays, 11 sundays or public holidays for an ongoing or fixed period. employees employed on a fixed daily hours or shift roster basis are not entitled to flextime as outlined in clauses 3.17 to 3.23. this definition does not prevent a shiftworker returning from parental or maternity leave requesting to work on a part-time basis under clause 3.30. 3.60 where for operational reasons the delegate considers that employees in a work area should work fixed daily hours or shiftwork, the delegate may require an employee to work these hours. the actual hours of work and rostering arrangements will be determined at the work place (including any arrangements for working additional hours towards an accrued day off) by the local manager after consultation with affected employees. 3.61 except at the regular changeover of shifts an employee should not be required to work more than one shift in each 24 hours. 3.62 the department may change fixed daily hours or shiftwork rosters by mutual consent of the manager and affected employees at any time or by amendment of the roster on ten working days notice given by the manager to the affected employees. in the absence of consent or ten working days notice, employees will be paid overtime for work outside the previously rostered hours of duty. payments on this basis will be continued for each changed shift until employees have received ten working days notice
DAFF enterprise-agreement-2016-2019.txt798overtimeb. whether the overtime has been directed and certified (such as on restriction) c. whether the nature of directions received means that the overtime must be done (i.e. it is unavoidable and can only be performed by employees at that level) d. whether the extra duty is regular and excessive, compared with that worked by employees generally at the same level, over a long period of time (i.e. on a continuing basis, as overtime is not usually paid for one-off special tasks) e. whether the extra duty is burdensome or unusually urgent compared with that undertaken by employees at the same level. shiftwork and fixed daily hours 3.59 a shiftworker is an employee at aps 1 to aps 6 level who is rostered to perform ordinary duty outside the period of 6.30 am to 6.00 pm on monday to friday and/or is rostered to work on saturdays, 11 sundays or public holidays for an ongoing or fixed period. employees employed on a fixed daily hours or shift roster basis are not entitled to flextime as outlined in clauses 3.17 to 3.23. this definition does not prevent a shiftworker returning from parental or maternity leave requesting to work on a part-time basis under clause 3.30. 3.60 where for operational reasons the delegate considers that employees in a work area should work fixed daily hours or shiftwork, the delegate may require an employee to work these hours. the actual hours of work and rostering arrangements will be determined at the work place (including any arrangements for working additional hours towards an accrued day off) by the local manager after consultation with affected employees. 3.61 except at the regular changeover of shifts an employee should not be required to work more than one shift in each 24 hours. 3.62 the department may change fixed daily hours or shiftwork rosters by mutual consent of the manager and affected employees at any time or by amendment of the roster on ten working days notice given by the manager to the affected employees. in the absence of consent or ten working days notice, employees will be paid overtime for work outside the previously rostered hours of duty. payments on this basis will be continued for each changed shift until employees have received ten working days notice of the shift changing. however this payment does not apply where a manager is unable to give ten
DAFF enterprise-agreement-2016-2019.txt799overtimec. whether the nature of directions received means that the overtime must be done (i.e. it is unavoidable and can only be performed by employees at that level) d. whether the extra duty is regular and excessive, compared with that worked by employees generally at the same level, over a long period of time (i.e. on a continuing basis, as overtime is not usually paid for one-off special tasks) e. whether the extra duty is burdensome or unusually urgent compared with that undertaken by employees at the same level. shiftwork and fixed daily hours 3.59 a shiftworker is an employee at aps 1 to aps 6 level who is rostered to perform ordinary duty outside the period of 6.30 am to 6.00 pm on monday to friday and/or is rostered to work on saturdays, 11 sundays or public holidays for an ongoing or fixed period. employees employed on a fixed daily hours or shift roster basis are not entitled to flextime as outlined in clauses 3.17 to 3.23. this definition does not prevent a shiftworker returning from parental or maternity leave requesting to work on a part-time basis under clause 3.30. 3.60 where for operational reasons the delegate considers that employees in a work area should work fixed daily hours or shiftwork, the delegate may require an employee to work these hours. the actual hours of work and rostering arrangements will be determined at the work place (including any arrangements for working additional hours towards an accrued day off) by the local manager after consultation with affected employees. 3.61 except at the regular changeover of shifts an employee should not be required to work more than one shift in each 24 hours. 3.62 the department may change fixed daily hours or shiftwork rosters by mutual consent of the manager and affected employees at any time or by amendment of the roster on ten working days notice given by the manager to the affected employees. in the absence of consent or ten working days notice, employees will be paid overtime for work outside the previously rostered hours of duty. payments on this basis will be continued for each changed shift until employees have received ten working days notice of the shift changing. however this payment does not apply where a manager is unable to give ten working days notice because of the sickness or unanticipated absence of another employee.
DAFF enterprise-agreement-2016-2019.txt802overtimegenerally at the same level, over a long period of time (i.e. on a continuing basis, as overtime is not usually paid for one-off special tasks) e. whether the extra duty is burdensome or unusually urgent compared with that undertaken by employees at the same level. shiftwork and fixed daily hours 3.59 a shiftworker is an employee at aps 1 to aps 6 level who is rostered to perform ordinary duty outside the period of 6.30 am to 6.00 pm on monday to friday and/or is rostered to work on saturdays, 11 sundays or public holidays for an ongoing or fixed period. employees employed on a fixed daily hours or shift roster basis are not entitled to flextime as outlined in clauses 3.17 to 3.23. this definition does not prevent a shiftworker returning from parental or maternity leave requesting to work on a part-time basis under clause 3.30. 3.60 where for operational reasons the delegate considers that employees in a work area should work fixed daily hours or shiftwork, the delegate may require an employee to work these hours. the actual hours of work and rostering arrangements will be determined at the work place (including any arrangements for working additional hours towards an accrued day off) by the local manager after consultation with affected employees. 3.61 except at the regular changeover of shifts an employee should not be required to work more than one shift in each 24 hours. 3.62 the department may change fixed daily hours or shiftwork rosters by mutual consent of the manager and affected employees at any time or by amendment of the roster on ten working days notice given by the manager to the affected employees. in the absence of consent or ten working days notice, employees will be paid overtime for work outside the previously rostered hours of duty. payments on this basis will be continued for each changed shift until employees have received ten working days notice of the shift changing. however this payment does not apply where a manager is unable to give ten working days notice because of the sickness or unanticipated absence of another employee. 3.63 employees working fixed daily hours or on a shift roster basis may exchange shifts or rostered days off with another employee by mutual agreement, and the consent of the manager. shifts and rostered days off must not be exchanged if the arrangement would entitle either employee to an overtime payment.
DAFF enterprise-agreement-2016-2019.txt813flextimeor shift roster basis are not entitled to flextime as outlined in clauses 3.17 to 3.23. this definition does not prevent a shiftworker returning from parental or maternity leave requesting to work on a part-time basis under clause 3.30. 3.60 where for operational reasons the delegate considers that employees in a work area should work fixed daily hours or shiftwork, the delegate may require an employee to work these hours. the actual hours of work and rostering arrangements will be determined at the work place (including any arrangements for working additional hours towards an accrued day off) by the local manager after consultation with affected employees. 3.61 except at the regular changeover of shifts an employee should not be required to work more than one shift in each 24 hours. 3.62 the department may change fixed daily hours or shiftwork rosters by mutual consent of the manager and affected employees at any time or by amendment of the roster on ten working days notice given by the manager to the affected employees. in the absence of consent or ten working days notice, employees will be paid overtime for work outside the previously rostered hours of duty. payments on this basis will be continued for each changed shift until employees have received ten working days notice of the shift changing. however this payment does not apply where a manager is unable to give ten working days notice because of the sickness or unanticipated absence of another employee. 3.63 employees working fixed daily hours or on a shift roster basis may exchange shifts or rostered days off with another employee by mutual agreement, and the consent of the manager. shifts and rostered days off must not be exchanged if the arrangement would entitle either employee to an overtime payment. 3.64 where a public holiday occurs on a shiftworker’s rostered day off the employee will be granted one day of leave in lieu of that public holiday within a month or if this is not practicable, they will be paid one days pay at ordinary rates. 3.65 the manager may remove an employee or group of employees from a shiftwork roster to work ordinary hours after consulting with affected employees in accordance with clauses 2.17 to 2.23 and providing 28 days notice. for employees who have been on a fixed roster (shiftwork or fixed daily hours) for four years or more, salary maintenance for a three month period (including the 28 day notice period) will be provided. 3.66 where employees employed on a fixed daily hours or a shift roster basis are required to work additional hours, they will receive overtime payments for all duty performed outside their rostered or fixed hours. an employee may elect to take time off at overtime rates in lieu of overtime payments,
DAFF enterprise-agreement-2016-2019.txt814maternity leavenot prevent a shiftworker returning from parental or maternity leave requesting to work on a part-time basis under clause 3.30. 3.60 where for operational reasons the delegate considers that employees in a work area should work fixed daily hours or shiftwork, the delegate may require an employee to work these hours. the actual hours of work and rostering arrangements will be determined at the work place (including any arrangements for working additional hours towards an accrued day off) by the local manager after consultation with affected employees. 3.61 except at the regular changeover of shifts an employee should not be required to work more than one shift in each 24 hours. 3.62 the department may change fixed daily hours or shiftwork rosters by mutual consent of the manager and affected employees at any time or by amendment of the roster on ten working days notice given by the manager to the affected employees. in the absence of consent or ten working days notice, employees will be paid overtime for work outside the previously rostered hours of duty. payments on this basis will be continued for each changed shift until employees have received ten working days notice of the shift changing. however this payment does not apply where a manager is unable to give ten working days notice because of the sickness or unanticipated absence of another employee. 3.63 employees working fixed daily hours or on a shift roster basis may exchange shifts or rostered days off with another employee by mutual agreement, and the consent of the manager. shifts and rostered days off must not be exchanged if the arrangement would entitle either employee to an overtime payment. 3.64 where a public holiday occurs on a shiftworker’s rostered day off the employee will be granted one day of leave in lieu of that public holiday within a month or if this is not practicable, they will be paid one days pay at ordinary rates. 3.65 the manager may remove an employee or group of employees from a shiftwork roster to work ordinary hours after consulting with affected employees in accordance with clauses 2.17 to 2.23 and providing 28 days notice. for employees who have been on a fixed roster (shiftwork or fixed daily hours) for four years or more, salary maintenance for a three month period (including the 28 day notice period) will be provided. 3.66 where employees employed on a fixed daily hours or a shift roster basis are required to work additional hours, they will receive overtime payments for all duty performed outside their rostered or fixed hours. an employee may elect to take time off at overtime rates in lieu of overtime payments, subject to operational requirements and approval of the delegate. where an employee ceases
DAFF enterprise-agreement-2016-2019.txt825overtimeby the manager to the affected employees. in the absence of consent or ten working days notice, employees will be paid overtime for work outside the previously rostered hours of duty. payments on this basis will be continued for each changed shift until employees have received ten working days notice of the shift changing. however this payment does not apply where a manager is unable to give ten working days notice because of the sickness or unanticipated absence of another employee. 3.63 employees working fixed daily hours or on a shift roster basis may exchange shifts or rostered days off with another employee by mutual agreement, and the consent of the manager. shifts and rostered days off must not be exchanged if the arrangement would entitle either employee to an overtime payment. 3.64 where a public holiday occurs on a shiftworker’s rostered day off the employee will be granted one day of leave in lieu of that public holiday within a month or if this is not practicable, they will be paid one days pay at ordinary rates. 3.65 the manager may remove an employee or group of employees from a shiftwork roster to work ordinary hours after consulting with affected employees in accordance with clauses 2.17 to 2.23 and providing 28 days notice. for employees who have been on a fixed roster (shiftwork or fixed daily hours) for four years or more, salary maintenance for a three month period (including the 28 day notice period) will be provided. 3.66 where employees employed on a fixed daily hours or a shift roster basis are required to work additional hours, they will receive overtime payments for all duty performed outside their rostered or fixed hours. an employee may elect to take time off at overtime rates in lieu of overtime payments, subject to operational requirements and approval of the delegate. where an employee ceases employment with the department and their manager certifies that they were unable to access their time in lieu credits prior to ceasing, they will receive payment for those credits. 3.67 shift penalty payments will not be taken into account in the calculation of overtime or in the calculation of any allowance based on salary. 3.68 shiftworkers who do not receive commuted penalty payments (clause 3.69) will be paid the penalty rates outlined in table 3.68.1. 12 table 3.68.1 rostered time of ordinary duty
DAFF enterprise-agreement-2016-2019.txt831overtimedays off must not be exchanged if the arrangement would entitle either employee to an overtime payment. 3.64 where a public holiday occurs on a shiftworker’s rostered day off the employee will be granted one day of leave in lieu of that public holiday within a month or if this is not practicable, they will be paid one days pay at ordinary rates. 3.65 the manager may remove an employee or group of employees from a shiftwork roster to work ordinary hours after consulting with affected employees in accordance with clauses 2.17 to 2.23 and providing 28 days notice. for employees who have been on a fixed roster (shiftwork or fixed daily hours) for four years or more, salary maintenance for a three month period (including the 28 day notice period) will be provided. 3.66 where employees employed on a fixed daily hours or a shift roster basis are required to work additional hours, they will receive overtime payments for all duty performed outside their rostered or fixed hours. an employee may elect to take time off at overtime rates in lieu of overtime payments, subject to operational requirements and approval of the delegate. where an employee ceases employment with the department and their manager certifies that they were unable to access their time in lieu credits prior to ceasing, they will receive payment for those credits. 3.67 shift penalty payments will not be taken into account in the calculation of overtime or in the calculation of any allowance based on salary. 3.68 shiftworkers who do not receive commuted penalty payments (clause 3.69) will be paid the penalty rates outlined in table 3.68.1. 12 table 3.68.1 rostered time of ordinary duty penalty rate ordinary duty performed on a shift (monday–friday) any part of which falls between 6.00 pm and 6.30 am
DAFF enterprise-agreement-2016-2019.txt841overtimeadditional hours, they will receive overtime payments for all duty performed outside their rostered or fixed hours. an employee may elect to take time off at overtime rates in lieu of overtime payments, subject to operational requirements and approval of the delegate. where an employee ceases employment with the department and their manager certifies that they were unable to access their time in lieu credits prior to ceasing, they will receive payment for those credits. 3.67 shift penalty payments will not be taken into account in the calculation of overtime or in the calculation of any allowance based on salary. 3.68 shiftworkers who do not receive commuted penalty payments (clause 3.69) will be paid the penalty rates outlined in table 3.68.1. 12 table 3.68.1 rostered time of ordinary duty penalty rate ordinary duty performed on a shift (monday–friday) any part of which falls between 6.00 pm and 6.30 am 15% ordinary duty performed on saturday 50% ordinary duty performed on sunday 100%
DAFF enterprise-agreement-2016-2019.txt842overtimefixed hours. an employee may elect to take time off at overtime rates in lieu of overtime payments, subject to operational requirements and approval of the delegate. where an employee ceases employment with the department and their manager certifies that they were unable to access their time in lieu credits prior to ceasing, they will receive payment for those credits. 3.67 shift penalty payments will not be taken into account in the calculation of overtime or in the calculation of any allowance based on salary. 3.68 shiftworkers who do not receive commuted penalty payments (clause 3.69) will be paid the penalty rates outlined in table 3.68.1. 12 table 3.68.1 rostered time of ordinary duty penalty rate ordinary duty performed on a shift (monday–friday) any part of which falls between 6.00 pm and 6.30 am 15% ordinary duty performed on saturday 50% ordinary duty performed on sunday 100% ordinary duty performed on a public holiday (or the
DAFF enterprise-agreement-2016-2019.txt846overtime3.67 shift penalty payments will not be taken into account in the calculation of overtime or in the calculation of any allowance based on salary. 3.68 shiftworkers who do not receive commuted penalty payments (clause 3.69) will be paid the penalty rates outlined in table 3.68.1. 12 table 3.68.1 rostered time of ordinary duty penalty rate ordinary duty performed on a shift (monday–friday) any part of which falls between 6.00 pm and 6.30 am 15% ordinary duty performed on saturday 50% ordinary duty performed on sunday 100% ordinary duty performed on a public holiday (or the weekday immediately following the day observed as the boxing day public holiday) 150%
DAFF enterprise-agreement-2016-2019.txt890long service leaveand other paid leave (but not for periods of long service leave in any circumstances). temporary reassignment to shiftwork 3.71 where an employee is temporarily reassigned to duties involving a shiftwork roster they will receive either the relevant commuted penalty payment or if the temporary reassignment is for a short period only they will apply for and be paid shift penalties in accordance with the shift work and fixed daily hours clauses 3.59 to 3.68. if this shiftwork roster involves the employee working weekends as a part of the roster (as for example in a ten days on, four days off roster) they will receive a day off for each saturday and sunday worked as part of their rostered days off. 13 part 4 – remuneration 4.1 all references to amounts of salaries throughout this agreement apply to full-time employees. parttime employees are entitled to a pro rata amount of these salaries based on their part-time hours as outlined in their part-time agreement. payment of salary 4.2 employees will be paid fortnightly. the fortnightly rate of pay will be calculated using the following formula: fortnightly pay = annual salary x 12/313. 4.3 employees will have their fortnightly salary paid by electronic funds transfer into a financial institution account of their choice. 4.4
DAFF enterprise-agreement-2016-2019.txt928long service leavelong service leave, which is covered by the provisions of the long service leave (commonwealth employees) act 1976. the loading is calculated in accordance with the employee’s base annual salary rate. the employee will be paid for the time worked, rounded up to the nearest 15 minutes. the minimum payment per attendance will be two hours. junior rates junior rates of pay will apply to the minimum pay point of the department’s aps 1/2 classification and 4.6 the minimum pay point of the department’s training broadband (unless otherwise stated), as follows. table 4.6.1 age rate of pay under 18 years 60% of the aps 1/2 adult rate of pay at 18 years 70% of the department’s aps 1/2 adult rate of pay at 19 years 81% of the department’s aps 1/2 adult rate of pay at 20 years
DAFF enterprise-agreement-2016-2019.txt1204overtimeii. overtime rates iii. penalty rates iv. allowances v. remuneration vi. leave and leave loading and b. the arrangement meets the genuine needs of the department and the employee in relation to one or more of the matters mentioned in paragraph (a) and c. the arrangement is genuinely agreed to by the delegate and the employee. 4.42 the delegate must ensure that the terms of the individual flexibility arrangement: a. are about permitted matters under section 172 of the fw act and b. are not unlawful terms under section 194 of the fw act and c. result in the employee being better off overall than they would be if no arrangement were made. 4.43 the delegate must ensure that the individual flexibility arrangement: a. is in writing b. includes the names of the employer and the employee and c. is signed by the delegate and the employee and, if the employee is under 18 years of age, signed by a parent or guardian of the employee and d. includes details of i. the terms of this agreement that will be varied by the arrangement and ii. how the arrangement will vary the effect of the terms and iii. how the employee will be better off overall in relation to the terms and conditions of his or her employment as a result of the arrangement and e. states the day on which the arrangement commences and, where applicable, when the arrangement ceases. 4.44 the delegate must give the employee a copy of the individual flexibility arrangement within 14 days after it is agreed. 4.45 the delegate or the employee may terminate the individual flexibility arrangement: a. by giving no more than 28 days written notice to the other party to the arrangement or b. at any time if the delegate and employee agree in writing.
DAFF enterprise-agreement-2016-2019.txt1252salary packagingsalary packaging 4.48 all employees covered by this agreement can access the department’s salary packaging scheme. the employee’s pre-sacrifice salary will be their salary for the purposes of this agreement. further information is contained in the guidelines published by the department’s salary packaging provider. salary progression 4.49 employees (except expeditioner employees or those in the training broadband) will receive an annual increase in their salary (substantive and/or acting) to the next higher pay point in their classification level as set out in schedule 1 of this agreement, if on september 1 each year: a. their performance is assessed at their annual performance review as at least fully effective (further information is contained in the department’s pds policy) b. they are not already receiving salary at the highest pay point of their substantive and, if applicable, acting classification level(s) and c. they have been receiving salary at their current pay point (substantive or acting level) for at least the immediately preceding six months. 4.50 salary progression for eligible employees may occur on the first full pay period on or after 1 september each year. further information is contained in the department’s pds policy. 4.51 eligibility for salary progression is not affected by paid leave, by personal/carer’s leave without pay for personal illness/injury, by defence reserve leave without pay or by work in another commonwealth agency if the employee’s supervisor in that agency provides an assessment of the employee that indicates satisfactory performance. employer superannuation contributions 4.52 the department will make compulsory employer contributions as required by the applicable legislation and fund requirements. 4.53 where employer contributions are to an accumulation superannuation fund the employer contribution will be 15.4 per cent of fortnightly salary. this will not be reduced by any other contributions made through salary sacrifice arrangements. this clause does not apply where a superannuation fund cannot accept employer superannuation contributions (e.g. the fund is unable to accept contributions for people aged over 75).
DAFF enterprise-agreement-2016-2019.txt1253salary packaging4.48 all employees covered by this agreement can access the department’s salary packaging scheme. the employee’s pre-sacrifice salary will be their salary for the purposes of this agreement. further information is contained in the guidelines published by the department’s salary packaging provider. salary progression 4.49 employees (except expeditioner employees or those in the training broadband) will receive an annual increase in their salary (substantive and/or acting) to the next higher pay point in their classification level as set out in schedule 1 of this agreement, if on september 1 each year: a. their performance is assessed at their annual performance review as at least fully effective (further information is contained in the department’s pds policy) b. they are not already receiving salary at the highest pay point of their substantive and, if applicable, acting classification level(s) and c. they have been receiving salary at their current pay point (substantive or acting level) for at least the immediately preceding six months. 4.50 salary progression for eligible employees may occur on the first full pay period on or after 1 september each year. further information is contained in the department’s pds policy. 4.51 eligibility for salary progression is not affected by paid leave, by personal/carer’s leave without pay for personal illness/injury, by defence reserve leave without pay or by work in another commonwealth agency if the employee’s supervisor in that agency provides an assessment of the employee that indicates satisfactory performance. employer superannuation contributions 4.52 the department will make compulsory employer contributions as required by the applicable legislation and fund requirements. 4.53 where employer contributions are to an accumulation superannuation fund the employer contribution will be 15.4 per cent of fortnightly salary. this will not be reduced by any other contributions made through salary sacrifice arrangements. this clause does not apply where a superannuation fund cannot accept employer superannuation contributions (e.g. the fund is unable to accept contributions for people aged over 75). 4.54 the department will make superannuation contributions for employees who earn below the
DAFF enterprise-agreement-2016-2019.txt1255salary packaginginformation is contained in the guidelines published by the department’s salary packaging provider. salary progression 4.49 employees (except expeditioner employees or those in the training broadband) will receive an annual increase in their salary (substantive and/or acting) to the next higher pay point in their classification level as set out in schedule 1 of this agreement, if on september 1 each year: a. their performance is assessed at their annual performance review as at least fully effective (further information is contained in the department’s pds policy) b. they are not already receiving salary at the highest pay point of their substantive and, if applicable, acting classification level(s) and c. they have been receiving salary at their current pay point (substantive or acting level) for at least the immediately preceding six months. 4.50 salary progression for eligible employees may occur on the first full pay period on or after 1 september each year. further information is contained in the department’s pds policy. 4.51 eligibility for salary progression is not affected by paid leave, by personal/carer’s leave without pay for personal illness/injury, by defence reserve leave without pay or by work in another commonwealth agency if the employee’s supervisor in that agency provides an assessment of the employee that indicates satisfactory performance. employer superannuation contributions 4.52 the department will make compulsory employer contributions as required by the applicable legislation and fund requirements. 4.53 where employer contributions are to an accumulation superannuation fund the employer contribution will be 15.4 per cent of fortnightly salary. this will not be reduced by any other contributions made through salary sacrifice arrangements. this clause does not apply where a superannuation fund cannot accept employer superannuation contributions (e.g. the fund is unable to accept contributions for people aged over 75). 4.54 the department will make superannuation contributions for employees who earn below the superannuation guarantee minimum payment of $450 per month. 4.55 for employees who take half pay or unpaid parental leave (which includes maternity, adoption,
DAFF enterprise-agreement-2016-2019.txt1284parental leave4.55 for employees who take half pay or unpaid parental leave (which includes maternity, adoption, supporting partner and foster parent’s leave), employer contributions (based on the employer contribution amount in the full pay period immediately prior to commencing parental leave) will be 20 made for a period up to a maximum of 52 weeks, in accordance with the rules of the appropriate superannuation scheme. 4.56 except for employees who take unpaid parental leave (see clause 4.55) employer superannuation contributions will not be paid during periods of unpaid leave that do not count as service, unless otherwise required by law. 4.57 the delegate may choose to limit superannuation choice to complying superannuation funds that allow employee and/or employer contributions to be paid through fortnightly electronic funds transfer. 21 part 5 – allowances and reimbursements 5.1 all allowance amounts are listed in schedule 2 of this agreement. where indicated in schedule 2, part-time employees are only entitled to a pro rata amount of these allowances based on their parttime hours; otherwise they are entitled to the full allowance. overtime meal allowance 5.2 an employee is entitled to a meal allowance if the employee works more than two hours overtime duty on a weekday or on a normal rostered workday or four hours continuous overtime duty on a weekend or public holiday. where an employee works nine hours continuous overtime, they are entitled to an additional meal allowance. overtime entitlements are contained in clauses 3.48 to 3.58.
DAFF enterprise-agreement-2016-2019.txt1286parental leavecontribution amount in the full pay period immediately prior to commencing parental leave) will be 20 made for a period up to a maximum of 52 weeks, in accordance with the rules of the appropriate superannuation scheme. 4.56 except for employees who take unpaid parental leave (see clause 4.55) employer superannuation contributions will not be paid during periods of unpaid leave that do not count as service, unless otherwise required by law. 4.57 the delegate may choose to limit superannuation choice to complying superannuation funds that allow employee and/or employer contributions to be paid through fortnightly electronic funds transfer. 21 part 5 – allowances and reimbursements 5.1 all allowance amounts are listed in schedule 2 of this agreement. where indicated in schedule 2, part-time employees are only entitled to a pro rata amount of these allowances based on their parttime hours; otherwise they are entitled to the full allowance. overtime meal allowance 5.2 an employee is entitled to a meal allowance if the employee works more than two hours overtime duty on a weekday or on a normal rostered workday or four hours continuous overtime duty on a weekend or public holiday. where an employee works nine hours continuous overtime, they are entitled to an additional meal allowance. overtime entitlements are contained in clauses 3.48 to 3.58. restriction allowances 5.3
DAFF enterprise-agreement-2016-2019.txt1292parental leave4.56 except for employees who take unpaid parental leave (see clause 4.55) employer superannuation contributions will not be paid during periods of unpaid leave that do not count as service, unless otherwise required by law. 4.57 the delegate may choose to limit superannuation choice to complying superannuation funds that allow employee and/or employer contributions to be paid through fortnightly electronic funds transfer. 21 part 5 – allowances and reimbursements 5.1 all allowance amounts are listed in schedule 2 of this agreement. where indicated in schedule 2, part-time employees are only entitled to a pro rata amount of these allowances based on their parttime hours; otherwise they are entitled to the full allowance. overtime meal allowance 5.2 an employee is entitled to a meal allowance if the employee works more than two hours overtime duty on a weekday or on a normal rostered workday or four hours continuous overtime duty on a weekend or public holiday. where an employee works nine hours continuous overtime, they are entitled to an additional meal allowance. overtime entitlements are contained in clauses 3.48 to 3.58. restriction allowances 5.3 an employee (excluding aad employees for whom clauses 5.10 to 5.12 apply) may be required to be ‘on restriction’, which means they are contactable and available to perform extra duty outside their normal hours of work. in addition, employees may have some restrictions placed on their mobility, such as distance from work, and must be ready to work. normal hours of work means for: a. a shiftworker, the employee’s rostered hours of duty
DAFF enterprise-agreement-2016-2019.txt1306overtimeovertime meal allowance 5.2 an employee is entitled to a meal allowance if the employee works more than two hours overtime duty on a weekday or on a normal rostered workday or four hours continuous overtime duty on a weekend or public holiday. where an employee works nine hours continuous overtime, they are entitled to an additional meal allowance. overtime entitlements are contained in clauses 3.48 to 3.58. restriction allowances 5.3 an employee (excluding aad employees for whom clauses 5.10 to 5.12 apply) may be required to be ‘on restriction’, which means they are contactable and available to perform extra duty outside their normal hours of work. in addition, employees may have some restrictions placed on their mobility, such as distance from work, and must be ready to work. normal hours of work means for: a. a shiftworker, the employee’s rostered hours of duty b. an employee with fixed daily hours, those hours, excluding public holidays and the christmas closedown c. 5.4 an employee who works flextime, the hours of 8.30 am to 5.00 pm monday to friday, excluding public holidays and the christmas closedown. an employee will be paid a restriction allowance for each hour they are required to be on restriction at the rate of 8.5 per cent of their hourly salary. 5.5
DAFF enterprise-agreement-2016-2019.txt1309overtimean employee is entitled to a meal allowance if the employee works more than two hours overtime duty on a weekday or on a normal rostered workday or four hours continuous overtime duty on a weekend or public holiday. where an employee works nine hours continuous overtime, they are entitled to an additional meal allowance. overtime entitlements are contained in clauses 3.48 to 3.58. restriction allowances 5.3 an employee (excluding aad employees for whom clauses 5.10 to 5.12 apply) may be required to be ‘on restriction’, which means they are contactable and available to perform extra duty outside their normal hours of work. in addition, employees may have some restrictions placed on their mobility, such as distance from work, and must be ready to work. normal hours of work means for: a. a shiftworker, the employee’s rostered hours of duty b. an employee with fixed daily hours, those hours, excluding public holidays and the christmas closedown c. 5.4 an employee who works flextime, the hours of 8.30 am to 5.00 pm monday to friday, excluding public holidays and the christmas closedown. an employee will be paid a restriction allowance for each hour they are required to be on restriction at the rate of 8.5 per cent of their hourly salary. 5.5 salary for the purpose of calculation of restriction allowance will include additional remuneration paid for temporary re-assignment at a higher level and any allowances in the nature of salary.
DAFF enterprise-agreement-2016-2019.txt1310overtimeon a weekday or on a normal rostered workday or four hours continuous overtime duty on a weekend or public holiday. where an employee works nine hours continuous overtime, they are entitled to an additional meal allowance. overtime entitlements are contained in clauses 3.48 to 3.58. restriction allowances 5.3 an employee (excluding aad employees for whom clauses 5.10 to 5.12 apply) may be required to be ‘on restriction’, which means they are contactable and available to perform extra duty outside their normal hours of work. in addition, employees may have some restrictions placed on their mobility, such as distance from work, and must be ready to work. normal hours of work means for: a. a shiftworker, the employee’s rostered hours of duty b. an employee with fixed daily hours, those hours, excluding public holidays and the christmas closedown c. 5.4 an employee who works flextime, the hours of 8.30 am to 5.00 pm monday to friday, excluding public holidays and the christmas closedown. an employee will be paid a restriction allowance for each hour they are required to be on restriction at the rate of 8.5 per cent of their hourly salary. 5.5 salary for the purpose of calculation of restriction allowance will include additional remuneration paid for temporary re-assignment at a higher level and any allowances in the nature of salary. 5.6
DAFF enterprise-agreement-2016-2019.txt1311overtimeor public holiday. where an employee works nine hours continuous overtime, they are entitled to an additional meal allowance. overtime entitlements are contained in clauses 3.48 to 3.58. restriction allowances 5.3 an employee (excluding aad employees for whom clauses 5.10 to 5.12 apply) may be required to be ‘on restriction’, which means they are contactable and available to perform extra duty outside their normal hours of work. in addition, employees may have some restrictions placed on their mobility, such as distance from work, and must be ready to work. normal hours of work means for: a. a shiftworker, the employee’s rostered hours of duty b. an employee with fixed daily hours, those hours, excluding public holidays and the christmas closedown c. 5.4 an employee who works flextime, the hours of 8.30 am to 5.00 pm monday to friday, excluding public holidays and the christmas closedown. an employee will be paid a restriction allowance for each hour they are required to be on restriction at the rate of 8.5 per cent of their hourly salary. 5.5 salary for the purpose of calculation of restriction allowance will include additional remuneration paid for temporary re-assignment at a higher level and any allowances in the nature of salary. 5.6
DAFF enterprise-agreement-2016-2019.txt1312overtimeadditional meal allowance. overtime entitlements are contained in clauses 3.48 to 3.58. restriction allowances 5.3 an employee (excluding aad employees for whom clauses 5.10 to 5.12 apply) may be required to be ‘on restriction’, which means they are contactable and available to perform extra duty outside their normal hours of work. in addition, employees may have some restrictions placed on their mobility, such as distance from work, and must be ready to work. normal hours of work means for: a. a shiftworker, the employee’s rostered hours of duty b. an employee with fixed daily hours, those hours, excluding public holidays and the christmas closedown c. 5.4 an employee who works flextime, the hours of 8.30 am to 5.00 pm monday to friday, excluding public holidays and the christmas closedown. an employee will be paid a restriction allowance for each hour they are required to be on restriction at the rate of 8.5 per cent of their hourly salary. 5.5 salary for the purpose of calculation of restriction allowance will include additional remuneration paid for temporary re-assignment at a higher level and any allowances in the nature of salary. 5.6 an employee, other than an el employee, who is required to perform work or duties while restricted,
DAFF enterprise-agreement-2016-2019.txt1328flextimean employee who works flextime, the hours of 8.30 am to 5.00 pm monday to friday, excluding public holidays and the christmas closedown. an employee will be paid a restriction allowance for each hour they are required to be on restriction at the rate of 8.5 per cent of their hourly salary. 5.5 salary for the purpose of calculation of restriction allowance will include additional remuneration paid for temporary re-assignment at a higher level and any allowances in the nature of salary. 5.6 an employee, other than an el employee, who is required to perform work or duties while restricted, will be paid overtime for the hours actually worked. payment of overtime for any one day will be: a. if the employee is not required to be recalled to the place of work, payment in accordance with overtime provisions, the minimum payment being for one hour or b. if the employee is recalled to the place of work, payment in accordance with overtime provisions, the minimum payment being for three hours. 5.7 where an employee is on restriction and required to monitor and respond regularly to the radio, they will be paid overtime for the first two hours of the restriction period. 5.8 the delegate may determine an alternative amount of the restriction allowance rate, which may include the payment of overtime having regard to the circumstances of the restriction situation.
DAFF enterprise-agreement-2016-2019.txt1342overtimewill be paid overtime for the hours actually worked. payment of overtime for any one day will be: a. if the employee is not required to be recalled to the place of work, payment in accordance with overtime provisions, the minimum payment being for one hour or b. if the employee is recalled to the place of work, payment in accordance with overtime provisions, the minimum payment being for three hours. 5.7 where an employee is on restriction and required to monitor and respond regularly to the radio, they will be paid overtime for the first two hours of the restriction period. 5.8 the delegate may determine an alternative amount of the restriction allowance rate, which may include the payment of overtime having regard to the circumstances of the restriction situation. 5.9 where more than one attendance or call is involved, the minimum payment provisions will not apply. an employee’s overtime payment will not be greater than the amount that would have been payable had the employee remained on duty from the commencing time of duty on one attendance to the ceasing time of duty on a subsequent attendance. aad restriction allowance 5.10 where the relevant manager (delegate) determines that there is a requirement for an employee to be contactable and available to work extra duty on a regular, extensive and continuing basis, that employee will be paid a restriction allowance at a rate in accordance with schedule 2 of this agreement. this allowance covers telephone calls necessary to provide advice and/or to resolve 22
DAFF enterprise-agreement-2016-2019.txt1344overtimewith overtime provisions, the minimum payment being for one hour or b. if the employee is recalled to the place of work, payment in accordance with overtime provisions, the minimum payment being for three hours. 5.7 where an employee is on restriction and required to monitor and respond regularly to the radio, they will be paid overtime for the first two hours of the restriction period. 5.8 the delegate may determine an alternative amount of the restriction allowance rate, which may include the payment of overtime having regard to the circumstances of the restriction situation. 5.9 where more than one attendance or call is involved, the minimum payment provisions will not apply. an employee’s overtime payment will not be greater than the amount that would have been payable had the employee remained on duty from the commencing time of duty on one attendance to the ceasing time of duty on a subsequent attendance. aad restriction allowance 5.10 where the relevant manager (delegate) determines that there is a requirement for an employee to be contactable and available to work extra duty on a regular, extensive and continuing basis, that employee will be paid a restriction allowance at a rate in accordance with schedule 2 of this agreement. this allowance covers telephone calls necessary to provide advice and/or to resolve 22 problems, and attendance to the employee’s place of work or another location to perform duties of up to three hours where necessary. no other allowance is payable to employees if they receive a
DAFF enterprise-agreement-2016-2019.txt1345overtimeb. if the employee is recalled to the place of work, payment in accordance with overtime provisions, the minimum payment being for three hours. 5.7 where an employee is on restriction and required to monitor and respond regularly to the radio, they will be paid overtime for the first two hours of the restriction period. 5.8 the delegate may determine an alternative amount of the restriction allowance rate, which may include the payment of overtime having regard to the circumstances of the restriction situation. 5.9 where more than one attendance or call is involved, the minimum payment provisions will not apply. an employee’s overtime payment will not be greater than the amount that would have been payable had the employee remained on duty from the commencing time of duty on one attendance to the ceasing time of duty on a subsequent attendance. aad restriction allowance 5.10 where the relevant manager (delegate) determines that there is a requirement for an employee to be contactable and available to work extra duty on a regular, extensive and continuing basis, that employee will be paid a restriction allowance at a rate in accordance with schedule 2 of this agreement. this allowance covers telephone calls necessary to provide advice and/or to resolve 22 problems, and attendance to the employee’s place of work or another location to perform duties of up to three hours where necessary. no other allowance is payable to employees if they receive a restriction allowance under this clause. if an employee in receipt of a restriction allowance is required
DAFF enterprise-agreement-2016-2019.txt1351overtimewill be paid overtime for the first two hours of the restriction period. 5.8 the delegate may determine an alternative amount of the restriction allowance rate, which may include the payment of overtime having regard to the circumstances of the restriction situation. 5.9 where more than one attendance or call is involved, the minimum payment provisions will not apply. an employee’s overtime payment will not be greater than the amount that would have been payable had the employee remained on duty from the commencing time of duty on one attendance to the ceasing time of duty on a subsequent attendance. aad restriction allowance 5.10 where the relevant manager (delegate) determines that there is a requirement for an employee to be contactable and available to work extra duty on a regular, extensive and continuing basis, that employee will be paid a restriction allowance at a rate in accordance with schedule 2 of this agreement. this allowance covers telephone calls necessary to provide advice and/or to resolve 22 problems, and attendance to the employee’s place of work or another location to perform duties of up to three hours where necessary. no other allowance is payable to employees if they receive a restriction allowance under this clause. if an employee in receipt of a restriction allowance is required to attend work, overtime is payable for the portion of attendances extending beyond three hours. this allowance does not count as salary for superannuation purposes. 5.11 where the employee is unavailable for restriction for more than a day the restriction allowance will cease for the period when they are unavailable. 5.12 in exceptional cases where the employee on restriction is unavailable another employee may be called as back-up and the manager may approve payment to the back-up employee at the appropriate
DAFF enterprise-agreement-2016-2019.txt1356overtimeinclude the payment of overtime having regard to the circumstances of the restriction situation. 5.9 where more than one attendance or call is involved, the minimum payment provisions will not apply. an employee’s overtime payment will not be greater than the amount that would have been payable had the employee remained on duty from the commencing time of duty on one attendance to the ceasing time of duty on a subsequent attendance. aad restriction allowance 5.10 where the relevant manager (delegate) determines that there is a requirement for an employee to be contactable and available to work extra duty on a regular, extensive and continuing basis, that employee will be paid a restriction allowance at a rate in accordance with schedule 2 of this agreement. this allowance covers telephone calls necessary to provide advice and/or to resolve 22 problems, and attendance to the employee’s place of work or another location to perform duties of up to three hours where necessary. no other allowance is payable to employees if they receive a restriction allowance under this clause. if an employee in receipt of a restriction allowance is required to attend work, overtime is payable for the portion of attendances extending beyond three hours. this allowance does not count as salary for superannuation purposes. 5.11 where the employee is unavailable for restriction for more than a day the restriction allowance will cease for the period when they are unavailable. 5.12 in exceptional cases where the employee on restriction is unavailable another employee may be called as back-up and the manager may approve payment to the back-up employee at the appropriate overtime rate. the minimum overtime payment in these circumstances will be three hours. at sea allowance 5.13 an employee (excluding aad employees) required to undertake an overnight sea patrol will be paid a taxable allowance as set out in schedule 2 of this agreement.
DAFF enterprise-agreement-2016-2019.txt1361overtimean employee’s overtime payment will not be greater than the amount that would have been payable had the employee remained on duty from the commencing time of duty on one attendance to the ceasing time of duty on a subsequent attendance. aad restriction allowance 5.10 where the relevant manager (delegate) determines that there is a requirement for an employee to be contactable and available to work extra duty on a regular, extensive and continuing basis, that employee will be paid a restriction allowance at a rate in accordance with schedule 2 of this agreement. this allowance covers telephone calls necessary to provide advice and/or to resolve 22 problems, and attendance to the employee’s place of work or another location to perform duties of up to three hours where necessary. no other allowance is payable to employees if they receive a restriction allowance under this clause. if an employee in receipt of a restriction allowance is required to attend work, overtime is payable for the portion of attendances extending beyond three hours. this allowance does not count as salary for superannuation purposes. 5.11 where the employee is unavailable for restriction for more than a day the restriction allowance will cease for the period when they are unavailable. 5.12 in exceptional cases where the employee on restriction is unavailable another employee may be called as back-up and the manager may approve payment to the back-up employee at the appropriate overtime rate. the minimum overtime payment in these circumstances will be three hours. at sea allowance 5.13 an employee (excluding aad employees) required to undertake an overnight sea patrol will be paid a taxable allowance as set out in schedule 2 of this agreement. camping allowance 5.14 a camping allowance is payable for each night an employee (other than employees on, or preparing for, a period of antarctic duty) is required to camp. no part-day or hourly rate is payable for the journey to the campsite. the employee will also be reimbursed for any camping fees that are required.
DAFF enterprise-agreement-2016-2019.txt1375overtimeto attend work, overtime is payable for the portion of attendances extending beyond three hours. this allowance does not count as salary for superannuation purposes. 5.11 where the employee is unavailable for restriction for more than a day the restriction allowance will cease for the period when they are unavailable. 5.12 in exceptional cases where the employee on restriction is unavailable another employee may be called as back-up and the manager may approve payment to the back-up employee at the appropriate overtime rate. the minimum overtime payment in these circumstances will be three hours. at sea allowance 5.13 an employee (excluding aad employees) required to undertake an overnight sea patrol will be paid a taxable allowance as set out in schedule 2 of this agreement. camping allowance 5.14 a camping allowance is payable for each night an employee (other than employees on, or preparing for, a period of antarctic duty) is required to camp. no part-day or hourly rate is payable for the journey to the campsite. the employee will also be reimbursed for any camping fees that are required. 5.15 on the day of return from camping the employee is entitled to an additional camping allowance as set out in schedule 2 to this agreement if they do not return to their normal locality until after 4.00 pm. cadet allowance 5.16 cadet employees are entitled to an allowance, paid before the commencement of their course of study, and to reimbursement for all compulsory study fees. community language allowance 5.17 where the delegate determines that there is a need to regularly utilise an employee’s particular language skills for communicating in languages other than english or utilise sign language skills, the delegate may agree to the payment of a community language allowance (cla). the delegate will determine the rate of cla payable based on three levels of competence. further information is contained in the department’s community language allowance policy.
DAFF enterprise-agreement-2016-2019.txt1381overtimeovertime rate. the minimum overtime payment in these circumstances will be three hours. at sea allowance 5.13 an employee (excluding aad employees) required to undertake an overnight sea patrol will be paid a taxable allowance as set out in schedule 2 of this agreement. camping allowance 5.14 a camping allowance is payable for each night an employee (other than employees on, or preparing for, a period of antarctic duty) is required to camp. no part-day or hourly rate is payable for the journey to the campsite. the employee will also be reimbursed for any camping fees that are required. 5.15 on the day of return from camping the employee is entitled to an additional camping allowance as set out in schedule 2 to this agreement if they do not return to their normal locality until after 4.00 pm. cadet allowance 5.16 cadet employees are entitled to an allowance, paid before the commencement of their course of study, and to reimbursement for all compulsory study fees. community language allowance 5.17 where the delegate determines that there is a need to regularly utilise an employee’s particular language skills for communicating in languages other than english or utilise sign language skills, the delegate may agree to the payment of a community language allowance (cla). the delegate will determine the rate of cla payable based on three levels of competence. further information is contained in the department’s community language allowance policy. departmental liaison officer allowance 5.18 an employee who works as a departmental liaison officer in the office of the minister or assistant minister associated with the department is entitled to be paid a departmental liaison officer allowance. study support
DAFF enterprise-agreement-2016-2019.txt1483travelallowance. the allowance recognises the number of hours worked, hourly rate, travelling time and recognition of disruption to personal time. where an employee in receipt of this allowance is required to attend work, overtime is payable for the portion of attendances extending beyond two hours. this allowance does not count as salary for superannuation purposes. motor vehicle allowance 5.31 where the delegate considers that it will result in greater efficiency or involve less expense, they may authorise an employee to use a private car owned or hired by the employee at their own expense for official purposes. this will be subject to the employee providing proof that, for the period of the journey, they have comprehensive insurance on the vehicle, that the vehicle is registered, and that they possess a current driver’s licence. in these circumstances an employee may claim a motor vehicle allowance in accordance with the rates per business kilometre as specified by the australian taxation office. travel expenses 5.32 employees required to travel for official work purposes will have their accommodation, meals and other expenses met by the department. further information is contained in the department’s travel policy. administrative changes for travel 5.33 the department will continue to improve administrative processes supporting travel arrangements. these arrangements will continue to provide reasonable standards of accommodation, meals and incidentals. special arrangements may be necessary in remote or regional areas. all arrangements will ensure that employees are not out of pocket or disadvantaged. overseas postings 5.34 employees posted overseas will be entitled to the provisions in the department of foreign affairs and trade whole-of-government overseas conditions of service policy, as updated from time to time. relocation expenses 5.35 the delegate will approve payment of an amount, or reimbursement of reasonable costs (including only some of the costs), associated with the necessary relocation of an employee and their immediate
DAFF enterprise-agreement-2016-2019.txt1485overtimeto attend work, overtime is payable for the portion of attendances extending beyond two hours. this allowance does not count as salary for superannuation purposes. motor vehicle allowance 5.31 where the delegate considers that it will result in greater efficiency or involve less expense, they may authorise an employee to use a private car owned or hired by the employee at their own expense for official purposes. this will be subject to the employee providing proof that, for the period of the journey, they have comprehensive insurance on the vehicle, that the vehicle is registered, and that they possess a current driver’s licence. in these circumstances an employee may claim a motor vehicle allowance in accordance with the rates per business kilometre as specified by the australian taxation office. travel expenses 5.32 employees required to travel for official work purposes will have their accommodation, meals and other expenses met by the department. further information is contained in the department’s travel policy. administrative changes for travel 5.33 the department will continue to improve administrative processes supporting travel arrangements. these arrangements will continue to provide reasonable standards of accommodation, meals and incidentals. special arrangements may be necessary in remote or regional areas. all arrangements will ensure that employees are not out of pocket or disadvantaged. overseas postings 5.34 employees posted overseas will be entitled to the provisions in the department of foreign affairs and trade whole-of-government overseas conditions of service policy, as updated from time to time. relocation expenses 5.35 the delegate will approve payment of an amount, or reimbursement of reasonable costs (including only some of the costs), associated with the necessary relocation of an employee and their immediate family from one locality to another upon engagement to, promotion or movement to or within, or separation from the department. the details of what has been approved will be provided to the
DAFF enterprise-agreement-2016-2019.txt1497traveltravel expenses 5.32 employees required to travel for official work purposes will have their accommodation, meals and other expenses met by the department. further information is contained in the department’s travel policy. administrative changes for travel 5.33 the department will continue to improve administrative processes supporting travel arrangements. these arrangements will continue to provide reasonable standards of accommodation, meals and incidentals. special arrangements may be necessary in remote or regional areas. all arrangements will ensure that employees are not out of pocket or disadvantaged. overseas postings 5.34 employees posted overseas will be entitled to the provisions in the department of foreign affairs and trade whole-of-government overseas conditions of service policy, as updated from time to time. relocation expenses 5.35 the delegate will approve payment of an amount, or reimbursement of reasonable costs (including only some of the costs), associated with the necessary relocation of an employee and their immediate family from one locality to another upon engagement to, promotion or movement to or within, or separation from the department. the details of what has been approved will be provided to the employee in writing. an employee’s entitlement to receive a payment for relocation expenses must be outlined in their letter of offer or in writing from the delegate prior to the relocation. a delegate may then approve payment of reasonable costs associated with relocation from one locality to another upon engagement, promotion, movement or separation. further information is contained in the department’s relocation assistance policy. 25 dependant care reimbursements vacation assistance 5.36 where an employee with school-age or preschool-age children has an application for annual leave or purchased leave during school holidays cancelled for operational reasons, the employee may be
DAFF enterprise-agreement-2016-2019.txt1498travel5.32 employees required to travel for official work purposes will have their accommodation, meals and other expenses met by the department. further information is contained in the department’s travel policy. administrative changes for travel 5.33 the department will continue to improve administrative processes supporting travel arrangements. these arrangements will continue to provide reasonable standards of accommodation, meals and incidentals. special arrangements may be necessary in remote or regional areas. all arrangements will ensure that employees are not out of pocket or disadvantaged. overseas postings 5.34 employees posted overseas will be entitled to the provisions in the department of foreign affairs and trade whole-of-government overseas conditions of service policy, as updated from time to time. relocation expenses 5.35 the delegate will approve payment of an amount, or reimbursement of reasonable costs (including only some of the costs), associated with the necessary relocation of an employee and their immediate family from one locality to another upon engagement to, promotion or movement to or within, or separation from the department. the details of what has been approved will be provided to the employee in writing. an employee’s entitlement to receive a payment for relocation expenses must be outlined in their letter of offer or in writing from the delegate prior to the relocation. a delegate may then approve payment of reasonable costs associated with relocation from one locality to another upon engagement, promotion, movement or separation. further information is contained in the department’s relocation assistance policy. 25 dependant care reimbursements vacation assistance 5.36 where an employee with school-age or preschool-age children has an application for annual leave or purchased leave during school holidays cancelled for operational reasons, the employee may be eligible for school holiday or childcare assistance. the maximum amount of this assistance is listed in
DAFF enterprise-agreement-2016-2019.txt1499travelother expenses met by the department. further information is contained in the department’s travel policy. administrative changes for travel 5.33 the department will continue to improve administrative processes supporting travel arrangements. these arrangements will continue to provide reasonable standards of accommodation, meals and incidentals. special arrangements may be necessary in remote or regional areas. all arrangements will ensure that employees are not out of pocket or disadvantaged. overseas postings 5.34 employees posted overseas will be entitled to the provisions in the department of foreign affairs and trade whole-of-government overseas conditions of service policy, as updated from time to time. relocation expenses 5.35 the delegate will approve payment of an amount, or reimbursement of reasonable costs (including only some of the costs), associated with the necessary relocation of an employee and their immediate family from one locality to another upon engagement to, promotion or movement to or within, or separation from the department. the details of what has been approved will be provided to the employee in writing. an employee’s entitlement to receive a payment for relocation expenses must be outlined in their letter of offer or in writing from the delegate prior to the relocation. a delegate may then approve payment of reasonable costs associated with relocation from one locality to another upon engagement, promotion, movement or separation. further information is contained in the department’s relocation assistance policy. 25 dependant care reimbursements vacation assistance 5.36 where an employee with school-age or preschool-age children has an application for annual leave or purchased leave during school holidays cancelled for operational reasons, the employee may be eligible for school holiday or childcare assistance. the maximum amount of this assistance is listed in schedule 2 as a per child per day rate.
DAFF enterprise-agreement-2016-2019.txt1501traveladministrative changes for travel 5.33 the department will continue to improve administrative processes supporting travel arrangements. these arrangements will continue to provide reasonable standards of accommodation, meals and incidentals. special arrangements may be necessary in remote or regional areas. all arrangements will ensure that employees are not out of pocket or disadvantaged. overseas postings 5.34 employees posted overseas will be entitled to the provisions in the department of foreign affairs and trade whole-of-government overseas conditions of service policy, as updated from time to time. relocation expenses 5.35 the delegate will approve payment of an amount, or reimbursement of reasonable costs (including only some of the costs), associated with the necessary relocation of an employee and their immediate family from one locality to another upon engagement to, promotion or movement to or within, or separation from the department. the details of what has been approved will be provided to the employee in writing. an employee’s entitlement to receive a payment for relocation expenses must be outlined in their letter of offer or in writing from the delegate prior to the relocation. a delegate may then approve payment of reasonable costs associated with relocation from one locality to another upon engagement, promotion, movement or separation. further information is contained in the department’s relocation assistance policy. 25 dependant care reimbursements vacation assistance 5.36 where an employee with school-age or preschool-age children has an application for annual leave or purchased leave during school holidays cancelled for operational reasons, the employee may be eligible for school holiday or childcare assistance. the maximum amount of this assistance is listed in schedule 2 as a per child per day rate. extra dependant care costs 5.37 in recognition of dependant care responsibilities, the delegate may authorise reimbursement of
DAFF enterprise-agreement-2016-2019.txt1502travel5.33 the department will continue to improve administrative processes supporting travel arrangements. these arrangements will continue to provide reasonable standards of accommodation, meals and incidentals. special arrangements may be necessary in remote or regional areas. all arrangements will ensure that employees are not out of pocket or disadvantaged. overseas postings 5.34 employees posted overseas will be entitled to the provisions in the department of foreign affairs and trade whole-of-government overseas conditions of service policy, as updated from time to time. relocation expenses 5.35 the delegate will approve payment of an amount, or reimbursement of reasonable costs (including only some of the costs), associated with the necessary relocation of an employee and their immediate family from one locality to another upon engagement to, promotion or movement to or within, or separation from the department. the details of what has been approved will be provided to the employee in writing. an employee’s entitlement to receive a payment for relocation expenses must be outlined in their letter of offer or in writing from the delegate prior to the relocation. a delegate may then approve payment of reasonable costs associated with relocation from one locality to another upon engagement, promotion, movement or separation. further information is contained in the department’s relocation assistance policy. 25 dependant care reimbursements vacation assistance 5.36 where an employee with school-age or preschool-age children has an application for annual leave or purchased leave during school holidays cancelled for operational reasons, the employee may be eligible for school holiday or childcare assistance. the maximum amount of this assistance is listed in schedule 2 as a per child per day rate. extra dependant care costs 5.37 in recognition of dependant care responsibilities, the delegate may authorise reimbursement of reasonable expenses arising from additional dependant care arrangements that are necessary
DAFF enterprise-agreement-2016-2019.txt1533travela. the employee is required to travel away from their normal work location for business purposes b. the employee is directed to be on duty for additional periods outside the employee’s ordinary hours of work or c. other special circumstances exist that the delegate considers justify the payment of reasonable expenses arising from additional dependant care responsibilities. 5.38 reimbursement of such expenses is subject to the employee obtaining prior approval from the delegate. 5.39 in cases of exceptional circumstances where an employee is required to travel with 24 hours or less notification and is required by the department to be away from home outside normal working hours, the delegate will reimburse reasonable costs in relation to additional family care arrangements. 5.40 reimbursement of costs will take into account any government subsidy provided to the employee. eyesight testing/spectacle reimbursement 5.41 the department will meet the full cost of one set of prescribed spectacles or contact lenses, where they are approved by the delegate as necessary to undertake specialised work tasks (e.g. microscopy) which require particular visual acuity not normally required for general tasks, such as screen based equipment. 5.42 the department will meet the full cost of prescription safety glasses where: a. safety glasses are required to perform departmental work tasks and b. the attending/dispensing optometrist’s invoice or letter certifies that the lenses and frames comply with as 1337. loss, damage and indemnity 5.43 where a delegate determines that loss or damage to an employee’s clothing or personal effects is attributable to the employee’s work, the delegate may approve reimbursement of the reasonable cost of repair, or if irreparable, the reasonable cost of replacement of the clothing or personal effects. 26 part 6 – leave provisions principle 6.1
DAFF enterprise-agreement-2016-2019.txt1540travel5.39 in cases of exceptional circumstances where an employee is required to travel with 24 hours or less notification and is required by the department to be away from home outside normal working hours, the delegate will reimburse reasonable costs in relation to additional family care arrangements. 5.40 reimbursement of costs will take into account any government subsidy provided to the employee. eyesight testing/spectacle reimbursement 5.41 the department will meet the full cost of one set of prescribed spectacles or contact lenses, where they are approved by the delegate as necessary to undertake specialised work tasks (e.g. microscopy) which require particular visual acuity not normally required for general tasks, such as screen based equipment. 5.42 the department will meet the full cost of prescription safety glasses where: a. safety glasses are required to perform departmental work tasks and b. the attending/dispensing optometrist’s invoice or letter certifies that the lenses and frames comply with as 1337. loss, damage and indemnity 5.43 where a delegate determines that loss or damage to an employee’s clothing or personal effects is attributable to the employee’s work, the delegate may approve reimbursement of the reasonable cost of repair, or if irreparable, the reasonable cost of replacement of the clothing or personal effects. 26 part 6 – leave provisions principle 6.1 the department is committed to a set of leave entitlements that are fair, based on mutual trust, and provide all employees with adequate rest and support during times of need. 6.2 the department recognises that both individuals and organisations benefit from parental and carer’s
DAFF enterprise-agreement-2016-2019.txt1602long service leavesection 10 of the long service leave (commonwealth employees) act 1976, or a service referred to in subsection 11(2) of that act, they may also have that period of previous employment recognised as service for personal/carer’s leave purposes, provided there has been no break in continuity of service and the person did not receive a redundancy benefit at the end of the period of previous employment. 6.8 accrued personal/carer’s leave credits that are recognised will be administered in accordance with this agreement. annual leave 6.9 employees (excluding those receiving a casual loading) will accrue the equivalent of 20 days (150 hours) annual leave for each full year of service. employees may apply to use their annual leave as it accrues. 6.10 the taking of annual leave is subject to the prior approval of the delegate. approval is not to be unreasonably withheld and, once given, is not to be unreasonably revoked. the delegate will, regardless of operational requirements, approve at least once per calendar year, an employee’s annual leave application for a period of at least five consecutive working days. 6.11 employees will, wherever practicable, regularly take their annual leave and will endeavour to ensure that their accrued annual leave does not exceed two years of accrual. if an employee’s annual leave credits exceed two years of accrual the employee, with the support of their manager, must plan to reduce their leave to less than two years of accrual as soon as possible. 27 6.12 where an employee’s annual leave continues to exceed two years of accrual for three months or more the delegate may in the absence of a plan to reduce the accrued leave direct the employee to take a period of annual leave.
DAFF enterprise-agreement-2016-2019.txt1643travelto duty, the employee will be entitled to be reimbursed reasonable travel costs and incidental expenses not otherwise recoverable under any insurance or from any other source. additional annual leave for shiftworkers 6.16 employees who are working rostered sunday duty are entitled to three hours and 45 minutes of additional annual leave for every sunday worked, up to an additional five days annual leave per year. this applies only to shiftworkers on a standard roster, not to employees working overtime on sunday. payment of annual leave credits on exit from aps 6.17 on separation from the aps an employee’s payment in lieu of any remaining annual leave entitlement will be calculated using the employee’s final rate of salary and allowances considered as salary for all purposes as at the date of exit. temporary reassignment loading is regarded as salary for payment in lieu of annual leave where it is certified that the temporary reassignment of duties would have continued beyond the date of exit. purchased leave 6.18 all employees (excluding those engaged on an irregular or intermittent basis, non-ongoing employees employed for less than 12 months and cadets) are eligible to apply for purchased leave. further information is contained in the department’s leave policy. long service leave 6.19 an employee is eligible for long service leave in accordance with the long service leave (commonwealth employees) act 1976. 6.20 the minimum period during which long service leave can be taken is seven calendar days at full pay or 14 calendar days at half pay. long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. 6.21 except where an employee is on parental or maternity leave, an employee does not have an unqualified right to access long service leave at any particular time, and the delegate will consider applications against operational requirements. 28
DAFF enterprise-agreement-2016-2019.txt1648overtimethis applies only to shiftworkers on a standard roster, not to employees working overtime on sunday. payment of annual leave credits on exit from aps 6.17 on separation from the aps an employee’s payment in lieu of any remaining annual leave entitlement will be calculated using the employee’s final rate of salary and allowances considered as salary for all purposes as at the date of exit. temporary reassignment loading is regarded as salary for payment in lieu of annual leave where it is certified that the temporary reassignment of duties would have continued beyond the date of exit. purchased leave 6.18 all employees (excluding those engaged on an irregular or intermittent basis, non-ongoing employees employed for less than 12 months and cadets) are eligible to apply for purchased leave. further information is contained in the department’s leave policy. long service leave 6.19 an employee is eligible for long service leave in accordance with the long service leave (commonwealth employees) act 1976. 6.20 the minimum period during which long service leave can be taken is seven calendar days at full pay or 14 calendar days at half pay. long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. 6.21 except where an employee is on parental or maternity leave, an employee does not have an unqualified right to access long service leave at any particular time, and the delegate will consider applications against operational requirements. 28 personal/carer’s leave 6.22 employees (excluding those receiving a casual loading) will progressively accrue the equivalent of 20 days (150 hours) personal/carer’s leave for each full year of service. 6.23 ongoing employees in their first 12 months of aps service can anticipate up to five days personal/carer’s leave. non-ongoing employees are eligible to anticipate an equivalent pro rata
DAFF enterprise-agreement-2016-2019.txt1661long service leavelong service leave 6.19 an employee is eligible for long service leave in accordance with the long service leave (commonwealth employees) act 1976. 6.20 the minimum period during which long service leave can be taken is seven calendar days at full pay or 14 calendar days at half pay. long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. 6.21 except where an employee is on parental or maternity leave, an employee does not have an unqualified right to access long service leave at any particular time, and the delegate will consider applications against operational requirements. 28 personal/carer’s leave 6.22 employees (excluding those receiving a casual loading) will progressively accrue the equivalent of 20 days (150 hours) personal/carer’s leave for each full year of service. 6.23 ongoing employees in their first 12 months of aps service can anticipate up to five days personal/carer’s leave. non-ongoing employees are eligible to anticipate an equivalent pro rata amount of personal/carer’s leave any anticipated leave will be offset against future accruals. 6.24 the delegate may approve additional anticipated leave for employees in exceptional circumstances where current personal/carer’s leave credits have been exhausted. 6.25 any anticipated leave will be offset against future accruals. if an employee leaves the department before anticipated leave is offset, this will be treated as an overpayment of salary. 6.26 all personal/carer’s leave entitlements will be recorded and deducted in hours and minutes. 6.27 personal/carer’s leave may be used for any period, including periods of one day or less. employees may elect to take personal/carer’s leave at half pay, in which case existing leave credits will be deducted by half of the duration of the leave taken. 6.28 personal/carer’s leave cannot be converted to salary and cashed out upon termination of employment. 6.29 employees may take personal/carer’s leave for purposes of personal illness/injury, emergency caring or support purposes, and for unexpected emergencies, including: a.
DAFF enterprise-agreement-2016-2019.txt1662long service leave6.19 an employee is eligible for long service leave in accordance with the long service leave (commonwealth employees) act 1976. 6.20 the minimum period during which long service leave can be taken is seven calendar days at full pay or 14 calendar days at half pay. long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. 6.21 except where an employee is on parental or maternity leave, an employee does not have an unqualified right to access long service leave at any particular time, and the delegate will consider applications against operational requirements. 28 personal/carer’s leave 6.22 employees (excluding those receiving a casual loading) will progressively accrue the equivalent of 20 days (150 hours) personal/carer’s leave for each full year of service. 6.23 ongoing employees in their first 12 months of aps service can anticipate up to five days personal/carer’s leave. non-ongoing employees are eligible to anticipate an equivalent pro rata amount of personal/carer’s leave any anticipated leave will be offset against future accruals. 6.24 the delegate may approve additional anticipated leave for employees in exceptional circumstances where current personal/carer’s leave credits have been exhausted. 6.25 any anticipated leave will be offset against future accruals. if an employee leaves the department before anticipated leave is offset, this will be treated as an overpayment of salary. 6.26 all personal/carer’s leave entitlements will be recorded and deducted in hours and minutes. 6.27 personal/carer’s leave may be used for any period, including periods of one day or less. employees may elect to take personal/carer’s leave at half pay, in which case existing leave credits will be deducted by half of the duration of the leave taken. 6.28 personal/carer’s leave cannot be converted to salary and cashed out upon termination of employment. 6.29 employees may take personal/carer’s leave for purposes of personal illness/injury, emergency caring or support purposes, and for unexpected emergencies, including: a. b.
DAFF enterprise-agreement-2016-2019.txt1664long service leave6.20 the minimum period during which long service leave can be taken is seven calendar days at full pay or 14 calendar days at half pay. long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. 6.21 except where an employee is on parental or maternity leave, an employee does not have an unqualified right to access long service leave at any particular time, and the delegate will consider applications against operational requirements. 28 personal/carer’s leave 6.22 employees (excluding those receiving a casual loading) will progressively accrue the equivalent of 20 days (150 hours) personal/carer’s leave for each full year of service. 6.23 ongoing employees in their first 12 months of aps service can anticipate up to five days personal/carer’s leave. non-ongoing employees are eligible to anticipate an equivalent pro rata amount of personal/carer’s leave any anticipated leave will be offset against future accruals. 6.24 the delegate may approve additional anticipated leave for employees in exceptional circumstances where current personal/carer’s leave credits have been exhausted. 6.25 any anticipated leave will be offset against future accruals. if an employee leaves the department before anticipated leave is offset, this will be treated as an overpayment of salary. 6.26 all personal/carer’s leave entitlements will be recorded and deducted in hours and minutes. 6.27 personal/carer’s leave may be used for any period, including periods of one day or less. employees may elect to take personal/carer’s leave at half pay, in which case existing leave credits will be deducted by half of the duration of the leave taken. 6.28 personal/carer’s leave cannot be converted to salary and cashed out upon termination of employment. 6.29 employees may take personal/carer’s leave for purposes of personal illness/injury, emergency caring or support purposes, and for unexpected emergencies, including: a. b. c. d.
DAFF enterprise-agreement-2016-2019.txt1665long service leaveor 14 calendar days at half pay. long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. 6.21 except where an employee is on parental or maternity leave, an employee does not have an unqualified right to access long service leave at any particular time, and the delegate will consider applications against operational requirements. 28 personal/carer’s leave 6.22 employees (excluding those receiving a casual loading) will progressively accrue the equivalent of 20 days (150 hours) personal/carer’s leave for each full year of service. 6.23 ongoing employees in their first 12 months of aps service can anticipate up to five days personal/carer’s leave. non-ongoing employees are eligible to anticipate an equivalent pro rata amount of personal/carer’s leave any anticipated leave will be offset against future accruals. 6.24 the delegate may approve additional anticipated leave for employees in exceptional circumstances where current personal/carer’s leave credits have been exhausted. 6.25 any anticipated leave will be offset against future accruals. if an employee leaves the department before anticipated leave is offset, this will be treated as an overpayment of salary. 6.26 all personal/carer’s leave entitlements will be recorded and deducted in hours and minutes. 6.27 personal/carer’s leave may be used for any period, including periods of one day or less. employees may elect to take personal/carer’s leave at half pay, in which case existing leave credits will be deducted by half of the duration of the leave taken. 6.28 personal/carer’s leave cannot be converted to salary and cashed out upon termination of employment. 6.29 employees may take personal/carer’s leave for purposes of personal illness/injury, emergency caring or support purposes, and for unexpected emergencies, including: a. b. c. d.
DAFF enterprise-agreement-2016-2019.txt1667maternity leave6.21 except where an employee is on parental or maternity leave, an employee does not have an unqualified right to access long service leave at any particular time, and the delegate will consider applications against operational requirements. 28 personal/carer’s leave 6.22 employees (excluding those receiving a casual loading) will progressively accrue the equivalent of 20 days (150 hours) personal/carer’s leave for each full year of service. 6.23 ongoing employees in their first 12 months of aps service can anticipate up to five days personal/carer’s leave. non-ongoing employees are eligible to anticipate an equivalent pro rata amount of personal/carer’s leave any anticipated leave will be offset against future accruals. 6.24 the delegate may approve additional anticipated leave for employees in exceptional circumstances where current personal/carer’s leave credits have been exhausted. 6.25 any anticipated leave will be offset against future accruals. if an employee leaves the department before anticipated leave is offset, this will be treated as an overpayment of salary. 6.26 all personal/carer’s leave entitlements will be recorded and deducted in hours and minutes. 6.27 personal/carer’s leave may be used for any period, including periods of one day or less. employees may elect to take personal/carer’s leave at half pay, in which case existing leave credits will be deducted by half of the duration of the leave taken. 6.28 personal/carer’s leave cannot be converted to salary and cashed out upon termination of employment. 6.29 employees may take personal/carer’s leave for purposes of personal illness/injury, emergency caring or support purposes, and for unexpected emergencies, including: a. b. c. d. attending health appointments or accompanying a member of the employee’s family or household or, where agreed by the delegate, a close friend to a health appointment
DAFF enterprise-agreement-2016-2019.txt1668long service leaveunqualified right to access long service leave at any particular time, and the delegate will consider applications against operational requirements. 28 personal/carer’s leave 6.22 employees (excluding those receiving a casual loading) will progressively accrue the equivalent of 20 days (150 hours) personal/carer’s leave for each full year of service. 6.23 ongoing employees in their first 12 months of aps service can anticipate up to five days personal/carer’s leave. non-ongoing employees are eligible to anticipate an equivalent pro rata amount of personal/carer’s leave any anticipated leave will be offset against future accruals. 6.24 the delegate may approve additional anticipated leave for employees in exceptional circumstances where current personal/carer’s leave credits have been exhausted. 6.25 any anticipated leave will be offset against future accruals. if an employee leaves the department before anticipated leave is offset, this will be treated as an overpayment of salary. 6.26 all personal/carer’s leave entitlements will be recorded and deducted in hours and minutes. 6.27 personal/carer’s leave may be used for any period, including periods of one day or less. employees may elect to take personal/carer’s leave at half pay, in which case existing leave credits will be deducted by half of the duration of the leave taken. 6.28 personal/carer’s leave cannot be converted to salary and cashed out upon termination of employment. 6.29 employees may take personal/carer’s leave for purposes of personal illness/injury, emergency caring or support purposes, and for unexpected emergencies, including: a. b. c. d. attending health appointments or accompanying a member of the employee’s family or household or, where agreed by the delegate, a close friend to a health appointment care of a member of the employee’s family or household or, where agreed by the delegate, a
DAFF enterprise-agreement-2016-2019.txt1728long service leaveaccess to other types of paid leave, while on annual, purchased or long service leave 6.36 the delegate may approve other types of leave (e.g. personal/carer’s leave) for an employee during a period of their annual, purchased or long service leave subject to their eligibility and the production of satisfactory evidence. the employee’s annual or purchased or long service leave will be re-credited to the extent of any other eligible leave granted in its place. access while on paid maternity leave, adoption leave or foster parent’s leave 6.37 an employee will not be entitled to take paid personal/carer’s leave during periods of: a. paid leave under the maternity leave (commonwealth employees) act 1973 b. paid permanent care leave c. paid adoption leave or d. paid foster parent’s leave. personal/carer’s leave to be taken before termination on invalidity grounds 6.38 an employee will not, without the employee’s consent, be retired on invalidity grounds before the employee’s paid personal/carer’s leave credit has expired, except as otherwise provided by legislation. compassionate leave (including bereavement) 6.39 employees (other than those engaged on an irregular and intermittent basis) may take three days of paid compassionate leave on each occasion when a member of the employee’s family or household: a.
DAFF enterprise-agreement-2016-2019.txt1730long service leaveperiod of their annual, purchased or long service leave subject to their eligibility and the production of satisfactory evidence. the employee’s annual or purchased or long service leave will be re-credited to the extent of any other eligible leave granted in its place. access while on paid maternity leave, adoption leave or foster parent’s leave 6.37 an employee will not be entitled to take paid personal/carer’s leave during periods of: a. paid leave under the maternity leave (commonwealth employees) act 1973 b. paid permanent care leave c. paid adoption leave or d. paid foster parent’s leave. personal/carer’s leave to be taken before termination on invalidity grounds 6.38 an employee will not, without the employee’s consent, be retired on invalidity grounds before the employee’s paid personal/carer’s leave credit has expired, except as otherwise provided by legislation. compassionate leave (including bereavement) 6.39 employees (other than those engaged on an irregular and intermittent basis) may take three days of paid compassionate leave on each occasion when a member of the employee’s family or household: a. contracts or develops an illness that poses a serious threat to their life or
DAFF enterprise-agreement-2016-2019.txt1731long service leavesatisfactory evidence. the employee’s annual or purchased or long service leave will be re-credited to the extent of any other eligible leave granted in its place. access while on paid maternity leave, adoption leave or foster parent’s leave 6.37 an employee will not be entitled to take paid personal/carer’s leave during periods of: a. paid leave under the maternity leave (commonwealth employees) act 1973 b. paid permanent care leave c. paid adoption leave or d. paid foster parent’s leave. personal/carer’s leave to be taken before termination on invalidity grounds 6.38 an employee will not, without the employee’s consent, be retired on invalidity grounds before the employee’s paid personal/carer’s leave credit has expired, except as otherwise provided by legislation. compassionate leave (including bereavement) 6.39 employees (other than those engaged on an irregular and intermittent basis) may take three days of paid compassionate leave on each occasion when a member of the employee’s family or household: a. contracts or develops an illness that poses a serious threat to their life or
DAFF enterprise-agreement-2016-2019.txt1733maternity leaveaccess while on paid maternity leave, adoption leave or foster parent’s leave 6.37 an employee will not be entitled to take paid personal/carer’s leave during periods of: a. paid leave under the maternity leave (commonwealth employees) act 1973 b. paid permanent care leave c. paid adoption leave or d. paid foster parent’s leave. personal/carer’s leave to be taken before termination on invalidity grounds 6.38 an employee will not, without the employee’s consent, be retired on invalidity grounds before the employee’s paid personal/carer’s leave credit has expired, except as otherwise provided by legislation. compassionate leave (including bereavement) 6.39 employees (other than those engaged on an irregular and intermittent basis) may take three days of paid compassionate leave on each occasion when a member of the employee’s family or household: a. contracts or develops an illness that poses a serious threat to their life or b.
DAFF enterprise-agreement-2016-2019.txt1737maternity leavepaid leave under the maternity leave (commonwealth employees) act 1973 b. paid permanent care leave c. paid adoption leave or d. paid foster parent’s leave. personal/carer’s leave to be taken before termination on invalidity grounds 6.38 an employee will not, without the employee’s consent, be retired on invalidity grounds before the employee’s paid personal/carer’s leave credit has expired, except as otherwise provided by legislation. compassionate leave (including bereavement) 6.39 employees (other than those engaged on an irregular and intermittent basis) may take three days of paid compassionate leave on each occasion when a member of the employee’s family or household: a. contracts or develops an illness that poses a serious threat to their life or b. sustains a personal injury that poses a serious threat to their life or c.
DAFF enterprise-agreement-2016-2019.txt1795parental leaveparental leave 6.48 employees who have completed at least 12 months of continuous service in the aps, or for the purposes of maternity leave provided by the ml act, service with an organisation covered by the ml act, may be eligible for paid parental leave subject to meeting the relevant requirements set out in clauses 6.52 to 6.61. 6.49 employees who have completed less than the 12 months continuous service referred to in clause 6.48 may be eligible for unpaid parental leave subject to meeting the relevant requirements set out in clause 6.63. an employee who initially takes unpaid parental leave but then completes 12 months continuous service at any time during the first 14 weeks of their parental leave, may be eligible for paid parental leave for the remaining balance of the 14 week period subject to meeting the relevant requirements set out in clauses 6.52 to 6.60. 6.50 all parental leave types covered by clauses 6.52 to 6.66 must be taken in a single unbroken period unless otherwise provided for under legislation or elsewhere in this agreement. 6.51 all paid parental leave types will count as service for all purposes. for employees with less than 12 months continuous service in the aps, up to 14 weeks of unpaid parental leave will count as service. any additional unpaid parental leave will not count as service for any purpose other than for superannuation as set out in clause 4.55, or unless otherwise provided by legislation. paid maternity leave 6.52 eligible employees covered by the ml act are entitled to up to 12 weeks of paid maternity leave subject to the qualifying service requirements prescribed by the ml act and administered as described in clause 6.48. where an employee qualifies for paid leave under the ml act, this agreement provides an additional two weeks paid leave. special maternity leave 6.53 an employee with no other entitlement to leave may be entitled to a period of unpaid leave (special maternity leave) in accordance with part 2-2, division 5, subdivision c of the fw act if the employee suffers from a pregnancy-related illness or their pregnancy ends within 28 weeks of the expected date of birth of the child. adoption leave, foster parent’s leave and permanent care leave 6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child: a. b. c. is under 16 years of age and did not previously live with the employee for a period of six months or more as at the day of
DAFF enterprise-agreement-2016-2019.txt1796maternity leave6.48 employees who have completed at least 12 months of continuous service in the aps, or for the purposes of maternity leave provided by the ml act, service with an organisation covered by the ml act, may be eligible for paid parental leave subject to meeting the relevant requirements set out in clauses 6.52 to 6.61. 6.49 employees who have completed less than the 12 months continuous service referred to in clause 6.48 may be eligible for unpaid parental leave subject to meeting the relevant requirements set out in clause 6.63. an employee who initially takes unpaid parental leave but then completes 12 months continuous service at any time during the first 14 weeks of their parental leave, may be eligible for paid parental leave for the remaining balance of the 14 week period subject to meeting the relevant requirements set out in clauses 6.52 to 6.60. 6.50 all parental leave types covered by clauses 6.52 to 6.66 must be taken in a single unbroken period unless otherwise provided for under legislation or elsewhere in this agreement. 6.51 all paid parental leave types will count as service for all purposes. for employees with less than 12 months continuous service in the aps, up to 14 weeks of unpaid parental leave will count as service. any additional unpaid parental leave will not count as service for any purpose other than for superannuation as set out in clause 4.55, or unless otherwise provided by legislation. paid maternity leave 6.52 eligible employees covered by the ml act are entitled to up to 12 weeks of paid maternity leave subject to the qualifying service requirements prescribed by the ml act and administered as described in clause 6.48. where an employee qualifies for paid leave under the ml act, this agreement provides an additional two weeks paid leave. special maternity leave 6.53 an employee with no other entitlement to leave may be entitled to a period of unpaid leave (special maternity leave) in accordance with part 2-2, division 5, subdivision c of the fw act if the employee suffers from a pregnancy-related illness or their pregnancy ends within 28 weeks of the expected date of birth of the child. adoption leave, foster parent’s leave and permanent care leave 6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child: a. b. c. is under 16 years of age and did not previously live with the employee for a period of six months or more as at the day of placement and
DAFF enterprise-agreement-2016-2019.txt1797parental leavemay be eligible for paid parental leave subject to meeting the relevant requirements set out in clauses 6.52 to 6.61. 6.49 employees who have completed less than the 12 months continuous service referred to in clause 6.48 may be eligible for unpaid parental leave subject to meeting the relevant requirements set out in clause 6.63. an employee who initially takes unpaid parental leave but then completes 12 months continuous service at any time during the first 14 weeks of their parental leave, may be eligible for paid parental leave for the remaining balance of the 14 week period subject to meeting the relevant requirements set out in clauses 6.52 to 6.60. 6.50 all parental leave types covered by clauses 6.52 to 6.66 must be taken in a single unbroken period unless otherwise provided for under legislation or elsewhere in this agreement. 6.51 all paid parental leave types will count as service for all purposes. for employees with less than 12 months continuous service in the aps, up to 14 weeks of unpaid parental leave will count as service. any additional unpaid parental leave will not count as service for any purpose other than for superannuation as set out in clause 4.55, or unless otherwise provided by legislation. paid maternity leave 6.52 eligible employees covered by the ml act are entitled to up to 12 weeks of paid maternity leave subject to the qualifying service requirements prescribed by the ml act and administered as described in clause 6.48. where an employee qualifies for paid leave under the ml act, this agreement provides an additional two weeks paid leave. special maternity leave 6.53 an employee with no other entitlement to leave may be entitled to a period of unpaid leave (special maternity leave) in accordance with part 2-2, division 5, subdivision c of the fw act if the employee suffers from a pregnancy-related illness or their pregnancy ends within 28 weeks of the expected date of birth of the child. adoption leave, foster parent’s leave and permanent care leave 6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child: a. b. c. is under 16 years of age and did not previously live with the employee for a period of six months or more as at the day of placement and is not (otherwise than because of the adoption or fostering) a child or step child of the
DAFF enterprise-agreement-2016-2019.txt1800parental leavemay be eligible for unpaid parental leave subject to meeting the relevant requirements set out in clause 6.63. an employee who initially takes unpaid parental leave but then completes 12 months continuous service at any time during the first 14 weeks of their parental leave, may be eligible for paid parental leave for the remaining balance of the 14 week period subject to meeting the relevant requirements set out in clauses 6.52 to 6.60. 6.50 all parental leave types covered by clauses 6.52 to 6.66 must be taken in a single unbroken period unless otherwise provided for under legislation or elsewhere in this agreement. 6.51 all paid parental leave types will count as service for all purposes. for employees with less than 12 months continuous service in the aps, up to 14 weeks of unpaid parental leave will count as service. any additional unpaid parental leave will not count as service for any purpose other than for superannuation as set out in clause 4.55, or unless otherwise provided by legislation. paid maternity leave 6.52 eligible employees covered by the ml act are entitled to up to 12 weeks of paid maternity leave subject to the qualifying service requirements prescribed by the ml act and administered as described in clause 6.48. where an employee qualifies for paid leave under the ml act, this agreement provides an additional two weeks paid leave. special maternity leave 6.53 an employee with no other entitlement to leave may be entitled to a period of unpaid leave (special maternity leave) in accordance with part 2-2, division 5, subdivision c of the fw act if the employee suffers from a pregnancy-related illness or their pregnancy ends within 28 weeks of the expected date of birth of the child. adoption leave, foster parent’s leave and permanent care leave 6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child: a. b. c. is under 16 years of age and did not previously live with the employee for a period of six months or more as at the day of placement and is not (otherwise than because of the adoption or fostering) a child or step child of the employee or the employee’s partner. 31
DAFF enterprise-agreement-2016-2019.txt1801parental leaveclause 6.63. an employee who initially takes unpaid parental leave but then completes 12 months continuous service at any time during the first 14 weeks of their parental leave, may be eligible for paid parental leave for the remaining balance of the 14 week period subject to meeting the relevant requirements set out in clauses 6.52 to 6.60. 6.50 all parental leave types covered by clauses 6.52 to 6.66 must be taken in a single unbroken period unless otherwise provided for under legislation or elsewhere in this agreement. 6.51 all paid parental leave types will count as service for all purposes. for employees with less than 12 months continuous service in the aps, up to 14 weeks of unpaid parental leave will count as service. any additional unpaid parental leave will not count as service for any purpose other than for superannuation as set out in clause 4.55, or unless otherwise provided by legislation. paid maternity leave 6.52 eligible employees covered by the ml act are entitled to up to 12 weeks of paid maternity leave subject to the qualifying service requirements prescribed by the ml act and administered as described in clause 6.48. where an employee qualifies for paid leave under the ml act, this agreement provides an additional two weeks paid leave. special maternity leave 6.53 an employee with no other entitlement to leave may be entitled to a period of unpaid leave (special maternity leave) in accordance with part 2-2, division 5, subdivision c of the fw act if the employee suffers from a pregnancy-related illness or their pregnancy ends within 28 weeks of the expected date of birth of the child. adoption leave, foster parent’s leave and permanent care leave 6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child: a. b. c. is under 16 years of age and did not previously live with the employee for a period of six months or more as at the day of placement and is not (otherwise than because of the adoption or fostering) a child or step child of the employee or the employee’s partner. 31 6.55 the delegate will grant 14 weeks full paid leave to eligible employees. documentary evidence must
DAFF enterprise-agreement-2016-2019.txt1802parental leaveparental leave for the remaining balance of the 14 week period subject to meeting the relevant requirements set out in clauses 6.52 to 6.60. 6.50 all parental leave types covered by clauses 6.52 to 6.66 must be taken in a single unbroken period unless otherwise provided for under legislation or elsewhere in this agreement. 6.51 all paid parental leave types will count as service for all purposes. for employees with less than 12 months continuous service in the aps, up to 14 weeks of unpaid parental leave will count as service. any additional unpaid parental leave will not count as service for any purpose other than for superannuation as set out in clause 4.55, or unless otherwise provided by legislation. paid maternity leave 6.52 eligible employees covered by the ml act are entitled to up to 12 weeks of paid maternity leave subject to the qualifying service requirements prescribed by the ml act and administered as described in clause 6.48. where an employee qualifies for paid leave under the ml act, this agreement provides an additional two weeks paid leave. special maternity leave 6.53 an employee with no other entitlement to leave may be entitled to a period of unpaid leave (special maternity leave) in accordance with part 2-2, division 5, subdivision c of the fw act if the employee suffers from a pregnancy-related illness or their pregnancy ends within 28 weeks of the expected date of birth of the child. adoption leave, foster parent’s leave and permanent care leave 6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child: a. b. c. is under 16 years of age and did not previously live with the employee for a period of six months or more as at the day of placement and is not (otherwise than because of the adoption or fostering) a child or step child of the employee or the employee’s partner. 31 6.55 the delegate will grant 14 weeks full paid leave to eligible employees. documentary evidence must be provided.
DAFF enterprise-agreement-2016-2019.txt1803parental leave6.50 all parental leave types covered by clauses 6.52 to 6.66 must be taken in a single unbroken period unless otherwise provided for under legislation or elsewhere in this agreement. 6.51 all paid parental leave types will count as service for all purposes. for employees with less than 12 months continuous service in the aps, up to 14 weeks of unpaid parental leave will count as service. any additional unpaid parental leave will not count as service for any purpose other than for superannuation as set out in clause 4.55, or unless otherwise provided by legislation. paid maternity leave 6.52 eligible employees covered by the ml act are entitled to up to 12 weeks of paid maternity leave subject to the qualifying service requirements prescribed by the ml act and administered as described in clause 6.48. where an employee qualifies for paid leave under the ml act, this agreement provides an additional two weeks paid leave. special maternity leave 6.53 an employee with no other entitlement to leave may be entitled to a period of unpaid leave (special maternity leave) in accordance with part 2-2, division 5, subdivision c of the fw act if the employee suffers from a pregnancy-related illness or their pregnancy ends within 28 weeks of the expected date of birth of the child. adoption leave, foster parent’s leave and permanent care leave 6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child: a. b. c. is under 16 years of age and did not previously live with the employee for a period of six months or more as at the day of placement and is not (otherwise than because of the adoption or fostering) a child or step child of the employee or the employee’s partner. 31 6.55 the delegate will grant 14 weeks full paid leave to eligible employees. documentary evidence must be provided. 6.56 this leave is not gender specific. for employee couples the nominated primary carer will be eligible for
DAFF enterprise-agreement-2016-2019.txt1805parental leave6.51 all paid parental leave types will count as service for all purposes. for employees with less than 12 months continuous service in the aps, up to 14 weeks of unpaid parental leave will count as service. any additional unpaid parental leave will not count as service for any purpose other than for superannuation as set out in clause 4.55, or unless otherwise provided by legislation. paid maternity leave 6.52 eligible employees covered by the ml act are entitled to up to 12 weeks of paid maternity leave subject to the qualifying service requirements prescribed by the ml act and administered as described in clause 6.48. where an employee qualifies for paid leave under the ml act, this agreement provides an additional two weeks paid leave. special maternity leave 6.53 an employee with no other entitlement to leave may be entitled to a period of unpaid leave (special maternity leave) in accordance with part 2-2, division 5, subdivision c of the fw act if the employee suffers from a pregnancy-related illness or their pregnancy ends within 28 weeks of the expected date of birth of the child. adoption leave, foster parent’s leave and permanent care leave 6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child: a. b. c. is under 16 years of age and did not previously live with the employee for a period of six months or more as at the day of placement and is not (otherwise than because of the adoption or fostering) a child or step child of the employee or the employee’s partner. 31 6.55 the delegate will grant 14 weeks full paid leave to eligible employees. documentary evidence must be provided. 6.56 this leave is not gender specific. for employee couples the nominated primary carer will be eligible for 14 weeks paid leave while the other partner may utilise supporting partner leave under clause 6.61. adoption leave
DAFF enterprise-agreement-2016-2019.txt1806parental leavemonths continuous service in the aps, up to 14 weeks of unpaid parental leave will count as service. any additional unpaid parental leave will not count as service for any purpose other than for superannuation as set out in clause 4.55, or unless otherwise provided by legislation. paid maternity leave 6.52 eligible employees covered by the ml act are entitled to up to 12 weeks of paid maternity leave subject to the qualifying service requirements prescribed by the ml act and administered as described in clause 6.48. where an employee qualifies for paid leave under the ml act, this agreement provides an additional two weeks paid leave. special maternity leave 6.53 an employee with no other entitlement to leave may be entitled to a period of unpaid leave (special maternity leave) in accordance with part 2-2, division 5, subdivision c of the fw act if the employee suffers from a pregnancy-related illness or their pregnancy ends within 28 weeks of the expected date of birth of the child. adoption leave, foster parent’s leave and permanent care leave 6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child: a. b. c. is under 16 years of age and did not previously live with the employee for a period of six months or more as at the day of placement and is not (otherwise than because of the adoption or fostering) a child or step child of the employee or the employee’s partner. 31 6.55 the delegate will grant 14 weeks full paid leave to eligible employees. documentary evidence must be provided. 6.56 this leave is not gender specific. for employee couples the nominated primary carer will be eligible for 14 weeks paid leave while the other partner may utilise supporting partner leave under clause 6.61. adoption leave 6.57 adoption leave will be approved for the purposes of:
DAFF enterprise-agreement-2016-2019.txt1807parental leaveany additional unpaid parental leave will not count as service for any purpose other than for superannuation as set out in clause 4.55, or unless otherwise provided by legislation. paid maternity leave 6.52 eligible employees covered by the ml act are entitled to up to 12 weeks of paid maternity leave subject to the qualifying service requirements prescribed by the ml act and administered as described in clause 6.48. where an employee qualifies for paid leave under the ml act, this agreement provides an additional two weeks paid leave. special maternity leave 6.53 an employee with no other entitlement to leave may be entitled to a period of unpaid leave (special maternity leave) in accordance with part 2-2, division 5, subdivision c of the fw act if the employee suffers from a pregnancy-related illness or their pregnancy ends within 28 weeks of the expected date of birth of the child. adoption leave, foster parent’s leave and permanent care leave 6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child: a. b. c. is under 16 years of age and did not previously live with the employee for a period of six months or more as at the day of placement and is not (otherwise than because of the adoption or fostering) a child or step child of the employee or the employee’s partner. 31 6.55 the delegate will grant 14 weeks full paid leave to eligible employees. documentary evidence must be provided. 6.56 this leave is not gender specific. for employee couples the nominated primary carer will be eligible for 14 weeks paid leave while the other partner may utilise supporting partner leave under clause 6.61. adoption leave 6.57 adoption leave will be approved for the purposes of: a.
DAFF enterprise-agreement-2016-2019.txt1808maternity leavepaid maternity leave 6.52 eligible employees covered by the ml act are entitled to up to 12 weeks of paid maternity leave subject to the qualifying service requirements prescribed by the ml act and administered as described in clause 6.48. where an employee qualifies for paid leave under the ml act, this agreement provides an additional two weeks paid leave. special maternity leave 6.53 an employee with no other entitlement to leave may be entitled to a period of unpaid leave (special maternity leave) in accordance with part 2-2, division 5, subdivision c of the fw act if the employee suffers from a pregnancy-related illness or their pregnancy ends within 28 weeks of the expected date of birth of the child. adoption leave, foster parent’s leave and permanent care leave 6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child: a. b. c. is under 16 years of age and did not previously live with the employee for a period of six months or more as at the day of placement and is not (otherwise than because of the adoption or fostering) a child or step child of the employee or the employee’s partner. 31 6.55 the delegate will grant 14 weeks full paid leave to eligible employees. documentary evidence must be provided. 6.56 this leave is not gender specific. for employee couples the nominated primary carer will be eligible for 14 weeks paid leave while the other partner may utilise supporting partner leave under clause 6.61. adoption leave 6.57 adoption leave will be approved for the purposes of: a. b.
DAFF enterprise-agreement-2016-2019.txt1809maternity leave6.52 eligible employees covered by the ml act are entitled to up to 12 weeks of paid maternity leave subject to the qualifying service requirements prescribed by the ml act and administered as described in clause 6.48. where an employee qualifies for paid leave under the ml act, this agreement provides an additional two weeks paid leave. special maternity leave 6.53 an employee with no other entitlement to leave may be entitled to a period of unpaid leave (special maternity leave) in accordance with part 2-2, division 5, subdivision c of the fw act if the employee suffers from a pregnancy-related illness or their pregnancy ends within 28 weeks of the expected date of birth of the child. adoption leave, foster parent’s leave and permanent care leave 6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child: a. b. c. is under 16 years of age and did not previously live with the employee for a period of six months or more as at the day of placement and is not (otherwise than because of the adoption or fostering) a child or step child of the employee or the employee’s partner. 31 6.55 the delegate will grant 14 weeks full paid leave to eligible employees. documentary evidence must be provided. 6.56 this leave is not gender specific. for employee couples the nominated primary carer will be eligible for 14 weeks paid leave while the other partner may utilise supporting partner leave under clause 6.61. adoption leave 6.57 adoption leave will be approved for the purposes of: a. b. c.
DAFF enterprise-agreement-2016-2019.txt1812maternity leavespecial maternity leave 6.53 an employee with no other entitlement to leave may be entitled to a period of unpaid leave (special maternity leave) in accordance with part 2-2, division 5, subdivision c of the fw act if the employee suffers from a pregnancy-related illness or their pregnancy ends within 28 weeks of the expected date of birth of the child. adoption leave, foster parent’s leave and permanent care leave 6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child: a. b. c. is under 16 years of age and did not previously live with the employee for a period of six months or more as at the day of placement and is not (otherwise than because of the adoption or fostering) a child or step child of the employee or the employee’s partner. 31 6.55 the delegate will grant 14 weeks full paid leave to eligible employees. documentary evidence must be provided. 6.56 this leave is not gender specific. for employee couples the nominated primary carer will be eligible for 14 weeks paid leave while the other partner may utilise supporting partner leave under clause 6.61. adoption leave 6.57 adoption leave will be approved for the purposes of: a. b. c. completing administrative and legal procedures (leave may be granted on more than one occasion during this stage of the adoption process)
DAFF enterprise-agreement-2016-2019.txt1814maternity leavematernity leave) in accordance with part 2-2, division 5, subdivision c of the fw act if the employee suffers from a pregnancy-related illness or their pregnancy ends within 28 weeks of the expected date of birth of the child. adoption leave, foster parent’s leave and permanent care leave 6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child: a. b. c. is under 16 years of age and did not previously live with the employee for a period of six months or more as at the day of placement and is not (otherwise than because of the adoption or fostering) a child or step child of the employee or the employee’s partner. 31 6.55 the delegate will grant 14 weeks full paid leave to eligible employees. documentary evidence must be provided. 6.56 this leave is not gender specific. for employee couples the nominated primary carer will be eligible for 14 weeks paid leave while the other partner may utilise supporting partner leave under clause 6.61. adoption leave 6.57 adoption leave will be approved for the purposes of: a. b. c. completing administrative and legal procedures (leave may be granted on more than one occasion during this stage of the adoption process) travelling to and returning from the location where the employee first accepts responsibility for the adopted child and
DAFF enterprise-agreement-2016-2019.txt1818parental leave6.54 employees are eligible for paid parental leave for adoption or long term care of a child when that child: a. b. c. is under 16 years of age and did not previously live with the employee for a period of six months or more as at the day of placement and is not (otherwise than because of the adoption or fostering) a child or step child of the employee or the employee’s partner. 31 6.55 the delegate will grant 14 weeks full paid leave to eligible employees. documentary evidence must be provided. 6.56 this leave is not gender specific. for employee couples the nominated primary carer will be eligible for 14 weeks paid leave while the other partner may utilise supporting partner leave under clause 6.61. adoption leave 6.57 adoption leave will be approved for the purposes of: a. b. c. completing administrative and legal procedures (leave may be granted on more than one occasion during this stage of the adoption process) travelling to and returning from the location where the employee first accepts responsibility for the adopted child and recuperating with the child upon returning home. 6.58 consistent with the federal government’s closing the gap policy, traditional aboriginal and torres strait islander adoption practices are recognised as equivalent to formal adoption and employees will
DAFF enterprise-agreement-2016-2019.txt1842traveltravelling to and returning from the location where the employee first accepts responsibility for the adopted child and recuperating with the child upon returning home. 6.58 consistent with the federal government’s closing the gap policy, traditional aboriginal and torres strait islander adoption practices are recognised as equivalent to formal adoption and employees will receive the same leave entitlements. this includes the torres strait islander adoption kupai omasker practices recognised by the family court of australia. foster parent’s leave 6.59 foster parent’s leave will be approved for the purposes of assuming long-term responsibility arising from the placement of a child in a ‘fostering’ arrangement by a person/organisation with statutory responsibility for the placement of the child. permanent care order leave 6.60 permanent care leave will be approved for the purposes of caring for a child under a formal permanent care order (pco), long term care order or similarly termed order. permanent care leave will only be approved for new pcos where the child has not previously lived with the employee (e.g. under a foster care arrangement or on a permanent care basis). if more than one child is placed with the employee at or around the same time (e.g. siblings) under separate pcos, the employee will only be entitled to 14 weeks paid leave in respect of all of the children (not 14 weeks paid leave for each child). supporting partner leave 6.61 the delegate will grant ten days paid leave or 20 days leave at half pay to employees (on production of satisfactory evidence) within 12 months following the birth of (or adoption of, or assumption of responsibility by permanent care order or fostering) a child. this provision is not applicable to employees who have utilised maternity, adoption, foster parents or permanent care order leave for the same child. half pay parental leave 6.62 employees have the option to spread the payment for all paid parental leave types up to double the number of weeks at a rate of half the normal salary for the employee. when payment is spread at half pay, any period beyond the first 14 weeks does not count for service, other than for superannuation as set out in clause 4.55. unpaid parental leave 6.63 an employee is entitled to 12 months of unpaid parental leave if the leave is associated with: a.
DAFF enterprise-agreement-2016-2019.txt1864parental leavehalf pay parental leave 6.62 employees have the option to spread the payment for all paid parental leave types up to double the number of weeks at a rate of half the normal salary for the employee. when payment is spread at half pay, any period beyond the first 14 weeks does not count for service, other than for superannuation as set out in clause 4.55. unpaid parental leave 6.63 an employee is entitled to 12 months of unpaid parental leave if the leave is associated with: a. the birth of a child of the employee or the employee’s spouse or de facto partner or b. the placement of a child with the employee for adoption or c. the placement of a child with the employee for foster caring or 32 d. the placement of a child with the employee under a permanent care order or e. the traditional adoption of a child by an aboriginal or torres strait islander employee and f.
DAFF enterprise-agreement-2016-2019.txt1865parental leave6.62 employees have the option to spread the payment for all paid parental leave types up to double the number of weeks at a rate of half the normal salary for the employee. when payment is spread at half pay, any period beyond the first 14 weeks does not count for service, other than for superannuation as set out in clause 4.55. unpaid parental leave 6.63 an employee is entitled to 12 months of unpaid parental leave if the leave is associated with: a. the birth of a child of the employee or the employee’s spouse or de facto partner or b. the placement of a child with the employee for adoption or c. the placement of a child with the employee for foster caring or 32 d. the placement of a child with the employee under a permanent care order or e. the traditional adoption of a child by an aboriginal or torres strait islander employee and f. the employee has or will have a responsibility for the care of the child.
DAFF enterprise-agreement-2016-2019.txt1869parental leaveunpaid parental leave 6.63 an employee is entitled to 12 months of unpaid parental leave if the leave is associated with: a. the birth of a child of the employee or the employee’s spouse or de facto partner or b. the placement of a child with the employee for adoption or c. the placement of a child with the employee for foster caring or 32 d. the placement of a child with the employee under a permanent care order or e. the traditional adoption of a child by an aboriginal or torres strait islander employee and f. the employee has or will have a responsibility for the care of the child. 6.64 unpaid parental leave may be taken in conjunction with long service leave and/or annual leave. extending unpaid leave 6.65 on ending the initial 12 months of maternity or parental leave, employees may request an extension of
DAFF enterprise-agreement-2016-2019.txt1870parental leave6.63 an employee is entitled to 12 months of unpaid parental leave if the leave is associated with: a. the birth of a child of the employee or the employee’s spouse or de facto partner or b. the placement of a child with the employee for adoption or c. the placement of a child with the employee for foster caring or 32 d. the placement of a child with the employee under a permanent care order or e. the traditional adoption of a child by an aboriginal or torres strait islander employee and f. the employee has or will have a responsibility for the care of the child. 6.64 unpaid parental leave may be taken in conjunction with long service leave and/or annual leave. extending unpaid leave 6.65 on ending the initial 12 months of maternity or parental leave, employees may request an extension of unpaid parental leave for a further period of up to 12 months. the second period of unpaid leave is to
DAFF enterprise-agreement-2016-2019.txt1896parental leave6.64 unpaid parental leave may be taken in conjunction with long service leave and/or annual leave. extending unpaid leave 6.65 on ending the initial 12 months of maternity or parental leave, employees may request an extension of unpaid parental leave for a further period of up to 12 months. the second period of unpaid leave is to commence immediately following the initial 12 months leave period. 6.66 a request made by a member of an employee couple (as defined in the fw act) to extend their unpaid parental leave must specify any amount of unpaid parental leave and unpaid special maternity leave that the other member of the employee couple has taken, or will have taken, in relation to the child before the extension starts. the period of the extension cannot exceed 12 months and will be reduced by any period of unpaid parental leave or unpaid special maternity leave that the other member of the employee couple has taken, or will have taken, in relation to the child before the extension starts. 6.67 the requests referred to in clauses 6.65 and 6.66 must be in writing and submitted to the delegate at least four weeks before the end of the available parental leave period. the delegate will respond to a request in writing within 21 calendar days, either granting or refusing the request. if the request is refused, reasons for this decision must be provided to the employee. the delegate may refuse the request only on reasonable business grounds. return to work from any type of parental leave 6.68 on ending any form of parental leave an employee is entitled to the return-to-work guarantee provided by section 84 of the fw act. defence reserve leave 6.69 an employee may be granted leave (with or without pay) to enable them to fulfil australian defence force (adf) reserve, continuous full time service (cfts) or cadet force obligations. note: the defence reserve service (protection) act 2001 requires the department to release an employee who is a defence reservist to undertake defence service and training. 6.70 an employee is entitled to leave with pay for up to four weeks each financial year, and an additional two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling adf reserve service obligations. 6.71 with the exception of the additional two weeks in the first year of service, paid leave referred to in clause 6.70 can be accumulated and taken over a period of two years. 6.72 an employee who is an officer or instructor of cadets in a cadet force may be granted paid leave for up to three weeks each financial year to perform duties as an officer or instructor of cadets. for these purposes ‘cadet force’ means the australian navy cadets, australian army cadets or australian air force cadets.
DAFF enterprise-agreement-2016-2019.txt1896long service leave6.64 unpaid parental leave may be taken in conjunction with long service leave and/or annual leave. extending unpaid leave 6.65 on ending the initial 12 months of maternity or parental leave, employees may request an extension of unpaid parental leave for a further period of up to 12 months. the second period of unpaid leave is to commence immediately following the initial 12 months leave period. 6.66 a request made by a member of an employee couple (as defined in the fw act) to extend their unpaid parental leave must specify any amount of unpaid parental leave and unpaid special maternity leave that the other member of the employee couple has taken, or will have taken, in relation to the child before the extension starts. the period of the extension cannot exceed 12 months and will be reduced by any period of unpaid parental leave or unpaid special maternity leave that the other member of the employee couple has taken, or will have taken, in relation to the child before the extension starts. 6.67 the requests referred to in clauses 6.65 and 6.66 must be in writing and submitted to the delegate at least four weeks before the end of the available parental leave period. the delegate will respond to a request in writing within 21 calendar days, either granting or refusing the request. if the request is refused, reasons for this decision must be provided to the employee. the delegate may refuse the request only on reasonable business grounds. return to work from any type of parental leave 6.68 on ending any form of parental leave an employee is entitled to the return-to-work guarantee provided by section 84 of the fw act. defence reserve leave 6.69 an employee may be granted leave (with or without pay) to enable them to fulfil australian defence force (adf) reserve, continuous full time service (cfts) or cadet force obligations. note: the defence reserve service (protection) act 2001 requires the department to release an employee who is a defence reservist to undertake defence service and training. 6.70 an employee is entitled to leave with pay for up to four weeks each financial year, and an additional two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling adf reserve service obligations. 6.71 with the exception of the additional two weeks in the first year of service, paid leave referred to in clause 6.70 can be accumulated and taken over a period of two years. 6.72 an employee who is an officer or instructor of cadets in a cadet force may be granted paid leave for up to three weeks each financial year to perform duties as an officer or instructor of cadets. for these purposes ‘cadet force’ means the australian navy cadets, australian army cadets or australian air force cadets.
DAFF enterprise-agreement-2016-2019.txt1898parental leave6.65 on ending the initial 12 months of maternity or parental leave, employees may request an extension of unpaid parental leave for a further period of up to 12 months. the second period of unpaid leave is to commence immediately following the initial 12 months leave period. 6.66 a request made by a member of an employee couple (as defined in the fw act) to extend their unpaid parental leave must specify any amount of unpaid parental leave and unpaid special maternity leave that the other member of the employee couple has taken, or will have taken, in relation to the child before the extension starts. the period of the extension cannot exceed 12 months and will be reduced by any period of unpaid parental leave or unpaid special maternity leave that the other member of the employee couple has taken, or will have taken, in relation to the child before the extension starts. 6.67 the requests referred to in clauses 6.65 and 6.66 must be in writing and submitted to the delegate at least four weeks before the end of the available parental leave period. the delegate will respond to a request in writing within 21 calendar days, either granting or refusing the request. if the request is refused, reasons for this decision must be provided to the employee. the delegate may refuse the request only on reasonable business grounds. return to work from any type of parental leave 6.68 on ending any form of parental leave an employee is entitled to the return-to-work guarantee provided by section 84 of the fw act. defence reserve leave 6.69 an employee may be granted leave (with or without pay) to enable them to fulfil australian defence force (adf) reserve, continuous full time service (cfts) or cadet force obligations. note: the defence reserve service (protection) act 2001 requires the department to release an employee who is a defence reservist to undertake defence service and training. 6.70 an employee is entitled to leave with pay for up to four weeks each financial year, and an additional two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling adf reserve service obligations. 6.71 with the exception of the additional two weeks in the first year of service, paid leave referred to in clause 6.70 can be accumulated and taken over a period of two years. 6.72 an employee who is an officer or instructor of cadets in a cadet force may be granted paid leave for up to three weeks each financial year to perform duties as an officer or instructor of cadets. for these purposes ‘cadet force’ means the australian navy cadets, australian army cadets or australian air force cadets. 6.73 eligible employees may also apply for annual leave, long service leave, unlimited leave without pay or top-up pay or they may use flextime or make up time, for the purpose of fulfilling adf reserve, cfts
DAFF enterprise-agreement-2016-2019.txt1899parental leaveunpaid parental leave for a further period of up to 12 months. the second period of unpaid leave is to commence immediately following the initial 12 months leave period. 6.66 a request made by a member of an employee couple (as defined in the fw act) to extend their unpaid parental leave must specify any amount of unpaid parental leave and unpaid special maternity leave that the other member of the employee couple has taken, or will have taken, in relation to the child before the extension starts. the period of the extension cannot exceed 12 months and will be reduced by any period of unpaid parental leave or unpaid special maternity leave that the other member of the employee couple has taken, or will have taken, in relation to the child before the extension starts. 6.67 the requests referred to in clauses 6.65 and 6.66 must be in writing and submitted to the delegate at least four weeks before the end of the available parental leave period. the delegate will respond to a request in writing within 21 calendar days, either granting or refusing the request. if the request is refused, reasons for this decision must be provided to the employee. the delegate may refuse the request only on reasonable business grounds. return to work from any type of parental leave 6.68 on ending any form of parental leave an employee is entitled to the return-to-work guarantee provided by section 84 of the fw act. defence reserve leave 6.69 an employee may be granted leave (with or without pay) to enable them to fulfil australian defence force (adf) reserve, continuous full time service (cfts) or cadet force obligations. note: the defence reserve service (protection) act 2001 requires the department to release an employee who is a defence reservist to undertake defence service and training. 6.70 an employee is entitled to leave with pay for up to four weeks each financial year, and an additional two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling adf reserve service obligations. 6.71 with the exception of the additional two weeks in the first year of service, paid leave referred to in clause 6.70 can be accumulated and taken over a period of two years. 6.72 an employee who is an officer or instructor of cadets in a cadet force may be granted paid leave for up to three weeks each financial year to perform duties as an officer or instructor of cadets. for these purposes ‘cadet force’ means the australian navy cadets, australian army cadets or australian air force cadets. 6.73 eligible employees may also apply for annual leave, long service leave, unlimited leave without pay or top-up pay or they may use flextime or make up time, for the purpose of fulfilling adf reserve, cfts or cadet force obligations. employees are not required to pay their tax free adf reserve salary to
DAFF enterprise-agreement-2016-2019.txt1902maternity leaveparental leave must specify any amount of unpaid parental leave and unpaid special maternity leave that the other member of the employee couple has taken, or will have taken, in relation to the child before the extension starts. the period of the extension cannot exceed 12 months and will be reduced by any period of unpaid parental leave or unpaid special maternity leave that the other member of the employee couple has taken, or will have taken, in relation to the child before the extension starts. 6.67 the requests referred to in clauses 6.65 and 6.66 must be in writing and submitted to the delegate at least four weeks before the end of the available parental leave period. the delegate will respond to a request in writing within 21 calendar days, either granting or refusing the request. if the request is refused, reasons for this decision must be provided to the employee. the delegate may refuse the request only on reasonable business grounds. return to work from any type of parental leave 6.68 on ending any form of parental leave an employee is entitled to the return-to-work guarantee provided by section 84 of the fw act. defence reserve leave 6.69 an employee may be granted leave (with or without pay) to enable them to fulfil australian defence force (adf) reserve, continuous full time service (cfts) or cadet force obligations. note: the defence reserve service (protection) act 2001 requires the department to release an employee who is a defence reservist to undertake defence service and training. 6.70 an employee is entitled to leave with pay for up to four weeks each financial year, and an additional two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling adf reserve service obligations. 6.71 with the exception of the additional two weeks in the first year of service, paid leave referred to in clause 6.70 can be accumulated and taken over a period of two years. 6.72 an employee who is an officer or instructor of cadets in a cadet force may be granted paid leave for up to three weeks each financial year to perform duties as an officer or instructor of cadets. for these purposes ‘cadet force’ means the australian navy cadets, australian army cadets or australian air force cadets. 6.73 eligible employees may also apply for annual leave, long service leave, unlimited leave without pay or top-up pay or they may use flextime or make up time, for the purpose of fulfilling adf reserve, cfts or cadet force obligations. employees are not required to pay their tax free adf reserve salary to the agency in any circumstances. 6.74 defence reserve leave, except unpaid leave to undertake cfts, counts as service for all purposes. unpaid leave for cfts counts as service for all purposes except for annual leave accrual when the
DAFF enterprise-agreement-2016-2019.txt1902parental leaveparental leave must specify any amount of unpaid parental leave and unpaid special maternity leave that the other member of the employee couple has taken, or will have taken, in relation to the child before the extension starts. the period of the extension cannot exceed 12 months and will be reduced by any period of unpaid parental leave or unpaid special maternity leave that the other member of the employee couple has taken, or will have taken, in relation to the child before the extension starts. 6.67 the requests referred to in clauses 6.65 and 6.66 must be in writing and submitted to the delegate at least four weeks before the end of the available parental leave period. the delegate will respond to a request in writing within 21 calendar days, either granting or refusing the request. if the request is refused, reasons for this decision must be provided to the employee. the delegate may refuse the request only on reasonable business grounds. return to work from any type of parental leave 6.68 on ending any form of parental leave an employee is entitled to the return-to-work guarantee provided by section 84 of the fw act. defence reserve leave 6.69 an employee may be granted leave (with or without pay) to enable them to fulfil australian defence force (adf) reserve, continuous full time service (cfts) or cadet force obligations. note: the defence reserve service (protection) act 2001 requires the department to release an employee who is a defence reservist to undertake defence service and training. 6.70 an employee is entitled to leave with pay for up to four weeks each financial year, and an additional two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling adf reserve service obligations. 6.71 with the exception of the additional two weeks in the first year of service, paid leave referred to in clause 6.70 can be accumulated and taken over a period of two years. 6.72 an employee who is an officer or instructor of cadets in a cadet force may be granted paid leave for up to three weeks each financial year to perform duties as an officer or instructor of cadets. for these purposes ‘cadet force’ means the australian navy cadets, australian army cadets or australian air force cadets. 6.73 eligible employees may also apply for annual leave, long service leave, unlimited leave without pay or top-up pay or they may use flextime or make up time, for the purpose of fulfilling adf reserve, cfts or cadet force obligations. employees are not required to pay their tax free adf reserve salary to the agency in any circumstances. 6.74 defence reserve leave, except unpaid leave to undertake cfts, counts as service for all purposes. unpaid leave for cfts counts as service for all purposes except for annual leave accrual when the
DAFF enterprise-agreement-2016-2019.txt1904maternity leaveany period of unpaid parental leave or unpaid special maternity leave that the other member of the employee couple has taken, or will have taken, in relation to the child before the extension starts. 6.67 the requests referred to in clauses 6.65 and 6.66 must be in writing and submitted to the delegate at least four weeks before the end of the available parental leave period. the delegate will respond to a request in writing within 21 calendar days, either granting or refusing the request. if the request is refused, reasons for this decision must be provided to the employee. the delegate may refuse the request only on reasonable business grounds. return to work from any type of parental leave 6.68 on ending any form of parental leave an employee is entitled to the return-to-work guarantee provided by section 84 of the fw act. defence reserve leave 6.69 an employee may be granted leave (with or without pay) to enable them to fulfil australian defence force (adf) reserve, continuous full time service (cfts) or cadet force obligations. note: the defence reserve service (protection) act 2001 requires the department to release an employee who is a defence reservist to undertake defence service and training. 6.70 an employee is entitled to leave with pay for up to four weeks each financial year, and an additional two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling adf reserve service obligations. 6.71 with the exception of the additional two weeks in the first year of service, paid leave referred to in clause 6.70 can be accumulated and taken over a period of two years. 6.72 an employee who is an officer or instructor of cadets in a cadet force may be granted paid leave for up to three weeks each financial year to perform duties as an officer or instructor of cadets. for these purposes ‘cadet force’ means the australian navy cadets, australian army cadets or australian air force cadets. 6.73 eligible employees may also apply for annual leave, long service leave, unlimited leave without pay or top-up pay or they may use flextime or make up time, for the purpose of fulfilling adf reserve, cfts or cadet force obligations. employees are not required to pay their tax free adf reserve salary to the agency in any circumstances. 6.74 defence reserve leave, except unpaid leave to undertake cfts, counts as service for all purposes. unpaid leave for cfts counts as service for all purposes except for annual leave accrual when the period(s) of leave without pay exceed six months. 33
DAFF enterprise-agreement-2016-2019.txt1904parental leaveany period of unpaid parental leave or unpaid special maternity leave that the other member of the employee couple has taken, or will have taken, in relation to the child before the extension starts. 6.67 the requests referred to in clauses 6.65 and 6.66 must be in writing and submitted to the delegate at least four weeks before the end of the available parental leave period. the delegate will respond to a request in writing within 21 calendar days, either granting or refusing the request. if the request is refused, reasons for this decision must be provided to the employee. the delegate may refuse the request only on reasonable business grounds. return to work from any type of parental leave 6.68 on ending any form of parental leave an employee is entitled to the return-to-work guarantee provided by section 84 of the fw act. defence reserve leave 6.69 an employee may be granted leave (with or without pay) to enable them to fulfil australian defence force (adf) reserve, continuous full time service (cfts) or cadet force obligations. note: the defence reserve service (protection) act 2001 requires the department to release an employee who is a defence reservist to undertake defence service and training. 6.70 an employee is entitled to leave with pay for up to four weeks each financial year, and an additional two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling adf reserve service obligations. 6.71 with the exception of the additional two weeks in the first year of service, paid leave referred to in clause 6.70 can be accumulated and taken over a period of two years. 6.72 an employee who is an officer or instructor of cadets in a cadet force may be granted paid leave for up to three weeks each financial year to perform duties as an officer or instructor of cadets. for these purposes ‘cadet force’ means the australian navy cadets, australian army cadets or australian air force cadets. 6.73 eligible employees may also apply for annual leave, long service leave, unlimited leave without pay or top-up pay or they may use flextime or make up time, for the purpose of fulfilling adf reserve, cfts or cadet force obligations. employees are not required to pay their tax free adf reserve salary to the agency in any circumstances. 6.74 defence reserve leave, except unpaid leave to undertake cfts, counts as service for all purposes. unpaid leave for cfts counts as service for all purposes except for annual leave accrual when the period(s) of leave without pay exceed six months. 33
DAFF enterprise-agreement-2016-2019.txt1907parental leaveleast four weeks before the end of the available parental leave period. the delegate will respond to a request in writing within 21 calendar days, either granting or refusing the request. if the request is refused, reasons for this decision must be provided to the employee. the delegate may refuse the request only on reasonable business grounds. return to work from any type of parental leave 6.68 on ending any form of parental leave an employee is entitled to the return-to-work guarantee provided by section 84 of the fw act. defence reserve leave 6.69 an employee may be granted leave (with or without pay) to enable them to fulfil australian defence force (adf) reserve, continuous full time service (cfts) or cadet force obligations. note: the defence reserve service (protection) act 2001 requires the department to release an employee who is a defence reservist to undertake defence service and training. 6.70 an employee is entitled to leave with pay for up to four weeks each financial year, and an additional two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling adf reserve service obligations. 6.71 with the exception of the additional two weeks in the first year of service, paid leave referred to in clause 6.70 can be accumulated and taken over a period of two years. 6.72 an employee who is an officer or instructor of cadets in a cadet force may be granted paid leave for up to three weeks each financial year to perform duties as an officer or instructor of cadets. for these purposes ‘cadet force’ means the australian navy cadets, australian army cadets or australian air force cadets. 6.73 eligible employees may also apply for annual leave, long service leave, unlimited leave without pay or top-up pay or they may use flextime or make up time, for the purpose of fulfilling adf reserve, cfts or cadet force obligations. employees are not required to pay their tax free adf reserve salary to the agency in any circumstances. 6.74 defence reserve leave, except unpaid leave to undertake cfts, counts as service for all purposes. unpaid leave for cfts counts as service for all purposes except for annual leave accrual when the period(s) of leave without pay exceed six months. 33 emergency services leave 6.75 employees who are members of recognised community service organisations will have access to paid
DAFF enterprise-agreement-2016-2019.txt1909parental leavereturn to work from any type of parental leave 6.68 on ending any form of parental leave an employee is entitled to the return-to-work guarantee provided by section 84 of the fw act. defence reserve leave 6.69 an employee may be granted leave (with or without pay) to enable them to fulfil australian defence force (adf) reserve, continuous full time service (cfts) or cadet force obligations. note: the defence reserve service (protection) act 2001 requires the department to release an employee who is a defence reservist to undertake defence service and training. 6.70 an employee is entitled to leave with pay for up to four weeks each financial year, and an additional two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling adf reserve service obligations. 6.71 with the exception of the additional two weeks in the first year of service, paid leave referred to in clause 6.70 can be accumulated and taken over a period of two years. 6.72 an employee who is an officer or instructor of cadets in a cadet force may be granted paid leave for up to three weeks each financial year to perform duties as an officer or instructor of cadets. for these purposes ‘cadet force’ means the australian navy cadets, australian army cadets or australian air force cadets. 6.73 eligible employees may also apply for annual leave, long service leave, unlimited leave without pay or top-up pay or they may use flextime or make up time, for the purpose of fulfilling adf reserve, cfts or cadet force obligations. employees are not required to pay their tax free adf reserve salary to the agency in any circumstances. 6.74 defence reserve leave, except unpaid leave to undertake cfts, counts as service for all purposes. unpaid leave for cfts counts as service for all purposes except for annual leave accrual when the period(s) of leave without pay exceed six months. 33 emergency services leave 6.75 employees who are members of recognised community service organisations will have access to paid leave (on production of satisfactory evidence) for emergency services responses, regular training, reasonable travel and recovery time and ceremonial duties. this will be limited to four days initially but
DAFF enterprise-agreement-2016-2019.txt1910parental leave6.68 on ending any form of parental leave an employee is entitled to the return-to-work guarantee provided by section 84 of the fw act. defence reserve leave 6.69 an employee may be granted leave (with or without pay) to enable them to fulfil australian defence force (adf) reserve, continuous full time service (cfts) or cadet force obligations. note: the defence reserve service (protection) act 2001 requires the department to release an employee who is a defence reservist to undertake defence service and training. 6.70 an employee is entitled to leave with pay for up to four weeks each financial year, and an additional two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling adf reserve service obligations. 6.71 with the exception of the additional two weeks in the first year of service, paid leave referred to in clause 6.70 can be accumulated and taken over a period of two years. 6.72 an employee who is an officer or instructor of cadets in a cadet force may be granted paid leave for up to three weeks each financial year to perform duties as an officer or instructor of cadets. for these purposes ‘cadet force’ means the australian navy cadets, australian army cadets or australian air force cadets. 6.73 eligible employees may also apply for annual leave, long service leave, unlimited leave without pay or top-up pay or they may use flextime or make up time, for the purpose of fulfilling adf reserve, cfts or cadet force obligations. employees are not required to pay their tax free adf reserve salary to the agency in any circumstances. 6.74 defence reserve leave, except unpaid leave to undertake cfts, counts as service for all purposes. unpaid leave for cfts counts as service for all purposes except for annual leave accrual when the period(s) of leave without pay exceed six months. 33 emergency services leave 6.75 employees who are members of recognised community service organisations will have access to paid leave (on production of satisfactory evidence) for emergency services responses, regular training, reasonable travel and recovery time and ceremonial duties. this will be limited to four days initially but may be extended by the delegate at the end of that period.
DAFF enterprise-agreement-2016-2019.txt1926long service leave6.73 eligible employees may also apply for annual leave, long service leave, unlimited leave without pay or top-up pay or they may use flextime or make up time, for the purpose of fulfilling adf reserve, cfts or cadet force obligations. employees are not required to pay their tax free adf reserve salary to the agency in any circumstances. 6.74 defence reserve leave, except unpaid leave to undertake cfts, counts as service for all purposes. unpaid leave for cfts counts as service for all purposes except for annual leave accrual when the period(s) of leave without pay exceed six months. 33 emergency services leave 6.75 employees who are members of recognised community service organisations will have access to paid leave (on production of satisfactory evidence) for emergency services responses, regular training, reasonable travel and recovery time and ceremonial duties. this will be limited to four days initially but may be extended by the delegate at the end of that period. community service leave 6.76 employees are entitled to leave without pay to participate in eligible community services in accordance with division 8 of part 2-2 of chapter 2 of the fw act. 6.77 the delegate may grant a reasonable amount of leave without pay to undertake other community volunteering for organisations registered with volunteering australia, subject to the operational requirements of the employee’s workplace. naidoc ceremonies 6.78 employees are entitled to up to one day of paid leave per calendar year to attend national aborigines and islanders day observance committee (naidoc) ceremonies. aboriginal and torres strait islander employees’ ceremonial leave 6.79 the department is committed to the employment of aboriginal and torres strait islander people, particularly in the jointly managed national parks, and recognises the traditional rights, roles and obligations of aboriginal and torres strait islander employees. 6.80 the delegate may grant leave with or without pay to aboriginal and torres strait islander employees
DAFF enterprise-agreement-2016-2019.txt1927flextimetop-up pay or they may use flextime or make up time, for the purpose of fulfilling adf reserve, cfts or cadet force obligations. employees are not required to pay their tax free adf reserve salary to the agency in any circumstances. 6.74 defence reserve leave, except unpaid leave to undertake cfts, counts as service for all purposes. unpaid leave for cfts counts as service for all purposes except for annual leave accrual when the period(s) of leave without pay exceed six months. 33 emergency services leave 6.75 employees who are members of recognised community service organisations will have access to paid leave (on production of satisfactory evidence) for emergency services responses, regular training, reasonable travel and recovery time and ceremonial duties. this will be limited to four days initially but may be extended by the delegate at the end of that period. community service leave 6.76 employees are entitled to leave without pay to participate in eligible community services in accordance with division 8 of part 2-2 of chapter 2 of the fw act. 6.77 the delegate may grant a reasonable amount of leave without pay to undertake other community volunteering for organisations registered with volunteering australia, subject to the operational requirements of the employee’s workplace. naidoc ceremonies 6.78 employees are entitled to up to one day of paid leave per calendar year to attend national aborigines and islanders day observance committee (naidoc) ceremonies. aboriginal and torres strait islander employees’ ceremonial leave 6.79 the department is committed to the employment of aboriginal and torres strait islander people, particularly in the jointly managed national parks, and recognises the traditional rights, roles and obligations of aboriginal and torres strait islander employees. 6.80 the delegate may grant leave with or without pay to aboriginal and torres strait islander employees for the purpose of participating in ceremonies relating to cultural practices, customs and traditions. the
DAFF enterprise-agreement-2016-2019.txt1938travelreasonable travel and recovery time and ceremonial duties. this will be limited to four days initially but may be extended by the delegate at the end of that period. community service leave 6.76 employees are entitled to leave without pay to participate in eligible community services in accordance with division 8 of part 2-2 of chapter 2 of the fw act. 6.77 the delegate may grant a reasonable amount of leave without pay to undertake other community volunteering for organisations registered with volunteering australia, subject to the operational requirements of the employee’s workplace. naidoc ceremonies 6.78 employees are entitled to up to one day of paid leave per calendar year to attend national aborigines and islanders day observance committee (naidoc) ceremonies. aboriginal and torres strait islander employees’ ceremonial leave 6.79 the department is committed to the employment of aboriginal and torres strait islander people, particularly in the jointly managed national parks, and recognises the traditional rights, roles and obligations of aboriginal and torres strait islander employees. 6.80 the delegate may grant leave with or without pay to aboriginal and torres strait islander employees for the purpose of participating in ceremonies relating to cultural practices, customs and traditions. the maximum period of paid leave for this purpose in any calendar year is five days. 6.81 aboriginal and torres strait islander employees’ ceremonial leave is subject to their manager’s approval. employees must notify their manager of their intention to be absent and, where possible, the anticipated length of absence. 6.82 employees may also access purchased, annual and flex leave for ceremonial purposes. 6.83 aboriginal and torres strait islander employees attending non-department-sponsored naidoc activities are eligible to apply for ceremonial leave and/or leave for naidoc ceremonies under clause 6.78. 6.84 in jointly managed national parks, aboriginal and torres strait islander employees may participate in naidoc ceremonies in their communities as part of their normal working duties, subject to operational demands.
DAFF enterprise-agreement-2016-2019.txt1976study leavestudy leave 6.86 employees undertaking approved external studies, distance education and/or study activities related only to the preparation and presentation of a thesis may apply for: 34 a. leave with full pay to travel to and from and attend residential courses or seminars, or any other compulsory study activities required for successful completion of the course of study and b. up to 42 hours leave with full pay each 6 month period in which approved study is undertaken. 6.87 employees undertaking approved studies on the campus of a tertiary institution (i.e. not those covered in clause 6.86 of this agreement) may apply for up to 150 hours of leave with pay for each 12 month period in which approved study is undertaken (subject to discussions with the manager), to travel to and from and attend approved study activities. further information is contained in the department’s study support scheme policy. 6.88 study leave without pay may be granted by the delegate for a maximum period of 12 months to allow employees to undertake full-time study. periods of study leave without pay for periods longer than 12 months will be considered in exceptional circumstances. study leave without pay does not count as service for any purpose unless required by relevant legislation. indigenous study support 6.89 aboriginal and torres strait islander employees may apply for up to 300 hours leave for each 12 month period in which the approved study activities are undertaken. further information is contained in the department’s study support scheme policy. other leave (with and without pay)
DAFF enterprise-agreement-2016-2019.txt1983travelleave with full pay to travel to and from and attend residential courses or seminars, or any other compulsory study activities required for successful completion of the course of study and b. up to 42 hours leave with full pay each 6 month period in which approved study is undertaken. 6.87 employees undertaking approved studies on the campus of a tertiary institution (i.e. not those covered in clause 6.86 of this agreement) may apply for up to 150 hours of leave with pay for each 12 month period in which approved study is undertaken (subject to discussions with the manager), to travel to and from and attend approved study activities. further information is contained in the department’s study support scheme policy. 6.88 study leave without pay may be granted by the delegate for a maximum period of 12 months to allow employees to undertake full-time study. periods of study leave without pay for periods longer than 12 months will be considered in exceptional circumstances. study leave without pay does not count as service for any purpose unless required by relevant legislation. indigenous study support 6.89 aboriginal and torres strait islander employees may apply for up to 300 hours leave for each 12 month period in which the approved study activities are undertaken. further information is contained in the department’s study support scheme policy. other leave (with and without pay) 6.90 other leave with pay (for short periods only) or without pay may be approved by the delegate for purposes not provided for elsewhere in this agreement. leave without pay may be granted for a maximum period of 12 months. periods of leave without pay for periods longer than 12 months will be considered in exceptional circumstances. further information is contained in the department’s leave policy. 6.91 leave without pay does not count as service for any purpose except as provided for elsewhere in this agreement or under the long service leave (commonwealth employees) act 1976, the
DAFF enterprise-agreement-2016-2019.txt1992travelperiod in which approved study is undertaken (subject to discussions with the manager), to travel to and from and attend approved study activities. further information is contained in the department’s study support scheme policy. 6.88 study leave without pay may be granted by the delegate for a maximum period of 12 months to allow employees to undertake full-time study. periods of study leave without pay for periods longer than 12 months will be considered in exceptional circumstances. study leave without pay does not count as service for any purpose unless required by relevant legislation. indigenous study support 6.89 aboriginal and torres strait islander employees may apply for up to 300 hours leave for each 12 month period in which the approved study activities are undertaken. further information is contained in the department’s study support scheme policy. other leave (with and without pay) 6.90 other leave with pay (for short periods only) or without pay may be approved by the delegate for purposes not provided for elsewhere in this agreement. leave without pay may be granted for a maximum period of 12 months. periods of leave without pay for periods longer than 12 months will be considered in exceptional circumstances. further information is contained in the department’s leave policy. 6.91 leave without pay does not count as service for any purpose except as provided for elsewhere in this agreement or under the long service leave (commonwealth employees) act 1976, the superannuation act 1976, the superannuation act 1990 or the superannuation act 2005. 35 part 7 – workforce management employee assistance program 7.1 the department will provide employees and their family members with access to a confidential, professional counselling service.
DAFF enterprise-agreement-2016-2019.txt1995study leave6.88 study leave without pay may be granted by the delegate for a maximum period of 12 months to allow employees to undertake full-time study. periods of study leave without pay for periods longer than 12 months will be considered in exceptional circumstances. study leave without pay does not count as service for any purpose unless required by relevant legislation. indigenous study support 6.89 aboriginal and torres strait islander employees may apply for up to 300 hours leave for each 12 month period in which the approved study activities are undertaken. further information is contained in the department’s study support scheme policy. other leave (with and without pay) 6.90 other leave with pay (for short periods only) or without pay may be approved by the delegate for purposes not provided for elsewhere in this agreement. leave without pay may be granted for a maximum period of 12 months. periods of leave without pay for periods longer than 12 months will be considered in exceptional circumstances. further information is contained in the department’s leave policy. 6.91 leave without pay does not count as service for any purpose except as provided for elsewhere in this agreement or under the long service leave (commonwealth employees) act 1976, the superannuation act 1976, the superannuation act 1990 or the superannuation act 2005. 35 part 7 – workforce management employee assistance program 7.1 the department will provide employees and their family members with access to a confidential, professional counselling service. probation 7.2
DAFF enterprise-agreement-2016-2019.txt1996study leaveemployees to undertake full-time study. periods of study leave without pay for periods longer than 12 months will be considered in exceptional circumstances. study leave without pay does not count as service for any purpose unless required by relevant legislation. indigenous study support 6.89 aboriginal and torres strait islander employees may apply for up to 300 hours leave for each 12 month period in which the approved study activities are undertaken. further information is contained in the department’s study support scheme policy. other leave (with and without pay) 6.90 other leave with pay (for short periods only) or without pay may be approved by the delegate for purposes not provided for elsewhere in this agreement. leave without pay may be granted for a maximum period of 12 months. periods of leave without pay for periods longer than 12 months will be considered in exceptional circumstances. further information is contained in the department’s leave policy. 6.91 leave without pay does not count as service for any purpose except as provided for elsewhere in this agreement or under the long service leave (commonwealth employees) act 1976, the superannuation act 1976, the superannuation act 1990 or the superannuation act 2005. 35 part 7 – workforce management employee assistance program 7.1 the department will provide employees and their family members with access to a confidential, professional counselling service. probation 7.2
DAFF enterprise-agreement-2016-2019.txt1997study leave12 months will be considered in exceptional circumstances. study leave without pay does not count as service for any purpose unless required by relevant legislation. indigenous study support 6.89 aboriginal and torres strait islander employees may apply for up to 300 hours leave for each 12 month period in which the approved study activities are undertaken. further information is contained in the department’s study support scheme policy. other leave (with and without pay) 6.90 other leave with pay (for short periods only) or without pay may be approved by the delegate for purposes not provided for elsewhere in this agreement. leave without pay may be granted for a maximum period of 12 months. periods of leave without pay for periods longer than 12 months will be considered in exceptional circumstances. further information is contained in the department’s leave policy. 6.91 leave without pay does not count as service for any purpose except as provided for elsewhere in this agreement or under the long service leave (commonwealth employees) act 1976, the superannuation act 1976, the superannuation act 1990 or the superannuation act 2005. 35 part 7 – workforce management employee assistance program 7.1 the department will provide employees and their family members with access to a confidential, professional counselling service. probation 7.2 probation may be imposed on the engagement of an employee, in accordance with section 22 of the
DAFF enterprise-agreement-2016-2019.txt2012long service leaveagreement or under the long service leave (commonwealth employees) act 1976, the superannuation act 1976, the superannuation act 1990 or the superannuation act 2005. 35 part 7 – workforce management employee assistance program 7.1 the department will provide employees and their family members with access to a confidential, professional counselling service. probation 7.2 probation may be imposed on the engagement of an employee, in accordance with section 22 of the ps act. the probation period is generally six months but the delegate may set an alternative period of probation where reasonable, having regard to the nature and circumstances of employment. further information is contained in the department’s probation policy. managing performance 7.3 all employees covered by this agreement (other than expeditioner employees who are subject to clauses 9.33 to 9.34, employees on irregular and intermittent contracts and non-ongoing employees on contracts of less than three months) are required to participate in the department’s performance and development scheme (pds). the scheme aims to provide each employee with regular opportunities to discuss with their manager performance expectations and the extent to which expectations have been met. it also enables employees to discuss with their manager their development needs for both their current responsibilities and broader career development. further information is contained in the department’s pds policy.
DAFF enterprise-agreement-2016-2019.txt2209long service leavegovernment service as defined in section 10 of the long service leave (commonwealth employees) act 1976 service with the commonwealth (other than service with a joint commonwealth–state body corporate in which the commonwealth does not have a controlling interest) which is recognised for long service leave purposes service with the australian defence force and service in another agency, where such service is recognised for long service leave purposes and the employee was moved from the aps to that agency with a transfer of function or, having been engaged by that agency on work within a function, the employee was appointed as a result of the transfer of that function to the aps. 7.36 for earlier periods of service to count for severance pay purposes those periods must not have been recognised for a previous severance payment and there must have been no breaks between the periods of service, except where: a. b. the break in service was for less than one month and occurred where an offer of employment in relation to the second period of service was made and accepted by the employee before the first period of service ended (whether or not the two periods of service are with the same employer or agency) or the earlier period of service was with the aps and ceased because the employee was deemed to have resigned from the aps on marriage under the repealed section 49 of the public service act 1922. 7.37 absences from work that do not count as service for long service leave purposes will not count as service for severance pay purposes. rate of redundancy payment 7.38 for the purpose of calculating any payment under clauses 7.32 to 7.37, salary will exclude allowances
DAFF enterprise-agreement-2016-2019.txt2213long service leaverecognised for long service leave purposes service with the australian defence force and service in another agency, where such service is recognised for long service leave purposes and the employee was moved from the aps to that agency with a transfer of function or, having been engaged by that agency on work within a function, the employee was appointed as a result of the transfer of that function to the aps. 7.36 for earlier periods of service to count for severance pay purposes those periods must not have been recognised for a previous severance payment and there must have been no breaks between the periods of service, except where: a. b. the break in service was for less than one month and occurred where an offer of employment in relation to the second period of service was made and accepted by the employee before the first period of service ended (whether or not the two periods of service are with the same employer or agency) or the earlier period of service was with the aps and ceased because the employee was deemed to have resigned from the aps on marriage under the repealed section 49 of the public service act 1922. 7.37 absences from work that do not count as service for long service leave purposes will not count as service for severance pay purposes. rate of redundancy payment 7.38 for the purpose of calculating any payment under clauses 7.32 to 7.37, salary will exclude allowances that are reimbursements for expenses incurred or living allowances such as the remote locality allowance, but will include: a. b.
DAFF enterprise-agreement-2016-2019.txt2215long service leaveservice in another agency, where such service is recognised for long service leave purposes and the employee was moved from the aps to that agency with a transfer of function or, having been engaged by that agency on work within a function, the employee was appointed as a result of the transfer of that function to the aps. 7.36 for earlier periods of service to count for severance pay purposes those periods must not have been recognised for a previous severance payment and there must have been no breaks between the periods of service, except where: a. b. the break in service was for less than one month and occurred where an offer of employment in relation to the second period of service was made and accepted by the employee before the first period of service ended (whether or not the two periods of service are with the same employer or agency) or the earlier period of service was with the aps and ceased because the employee was deemed to have resigned from the aps on marriage under the repealed section 49 of the public service act 1922. 7.37 absences from work that do not count as service for long service leave purposes will not count as service for severance pay purposes. rate of redundancy payment 7.38 for the purpose of calculating any payment under clauses 7.32 to 7.37, salary will exclude allowances that are reimbursements for expenses incurred or living allowances such as the remote locality allowance, but will include: a. b. c.
DAFF enterprise-agreement-2016-2019.txt2235long service leave7.37 absences from work that do not count as service for long service leave purposes will not count as service for severance pay purposes. rate of redundancy payment 7.38 for the purpose of calculating any payment under clauses 7.32 to 7.37, salary will exclude allowances that are reimbursements for expenses incurred or living allowances such as the remote locality allowance, but will include: a. b. c. d. the employee’s salary at their substantive classification level or for the purposes of long service leave in lieu, annual leave and severance, the salary of a higher work value level at which the employee has been working for a continuous period of at least 12 months immediately preceding the date on which the employee is given notice of the termination of employment shift penalties, where the employee has undertaken shiftwork and is entitled to shift penalties for 50% or more of the pay periods in the 12 months preceding being given notice of termination of employment. a weekly average of penalties due over the 12 months will be included in the salary other allowances in the nature of salary that are paid during periods of annual leave and on a regular basis. retention periods 7.39 an excess employee who does not elect for voluntary redundancy with the payment of a redundancy benefit will be entitled to the following period of retention: 39
DAFF enterprise-agreement-2016-2019.txt2249long service leavefor the purposes of long service leave in lieu, annual leave and severance, the salary of a higher work value level at which the employee has been working for a continuous period of at least 12 months immediately preceding the date on which the employee is given notice of the termination of employment shift penalties, where the employee has undertaken shiftwork and is entitled to shift penalties for 50% or more of the pay periods in the 12 months preceding being given notice of termination of employment. a weekly average of penalties due over the 12 months will be included in the salary other allowances in the nature of salary that are paid during periods of annual leave and on a regular basis. retention periods 7.39 an excess employee who does not elect for voluntary redundancy with the payment of a redundancy benefit will be entitled to the following period of retention: 39 a. b. 56 weeks if the employee has 20 or more years of service or is over 45 years old or 30 weeks for all other employees. 7.40 if an employee is entitled to a redundancy payment under the nes the retention period at clause 7.39 will be reduced by the employee’s redundancy pay entitlement under the nes on termination, calculated as at the expiration of the retention period (as adjusted by this clause). commencement of retention period 7.41 the retention period will commence on the earlier of the following: a. b.
DAFF enterprise-agreement-2016-2019.txt2312travel7.45 an excess employee may request assistance in meeting reasonable travel and incidental expenses incurred in seeking alternative employment if these are not met by the prospective employer. 7.46 where an excess employee is required to move their household to a new locality as a result of a movement or reduction in classification they will be entitled to reasonable expenses as determined by the delegate. retention period – early termination 7.47 where the delegate is satisfied that there is insufficient productive work available for the employee within the agency during the remainder of the retention period and that there are no reasonable redeployment prospects in the aps: a. the delegate may, with the agreement of the employee, terminate the employee’s employment under section 29 of the ps act and b. upon termination, the employee will be paid a lump sum comprising i. payment for the balance of the retention period (as shortened for the nes under clause 7.40), which will be taken to include the payment in lieu of notice of termination of employment and ii. the employee’s nes entitlement to redundancy pay. 40 involuntary termination of employment 7.48 subject to clauses 7.49 to 7.50, the delegate will, under section 29 of the ps act, involuntarily terminate the employment of an excess employee at the end of the retention period. 7.49 an excess employee will not have their employment terminated involuntarily if the employee has not been invited to accept an offer of voluntary redundancy or if the employee has elected to have their
DAFF enterprise-agreement-2016-2019.txt2489long service leaverla does not count as salary for superannuation, long service leave in lieu or severance payment purposes. 8.5 an employee with a spouse/partner who is also an employee of an aps agency and is entitled to rla will be regarded as an employee without dependants for the calculation of the allowance. payment of rla during periods of leave 8.6 the rla will be paid during periods of personal/carer’s leave, annual leave, long service leave and other paid leave. however, for long service leave the allowance is paid only if the employee resides in the locality while on long service leave. payment of rla for a temporary period 8.7 an employee may be paid rla while temporarily stationed in a locality that would normally attract the payment of rla, if the delegate considers this appropriate. in these circumstances rla is generally 43 payable after the first 21 days. further information is contained in the department’s travel policy and the department’s relocation assistance policy. former remote localities 8.8 only employees who were employed at the department’s former remote localities (as outlined in table 8.8.1) will remain eligible, while they continue to work at those localities, to receive rla as outlined in schedule 2, table 8.8.1 and in accordance with the provisions of clauses 8.3 to 8.7 of this agreement.
DAFF enterprise-agreement-2016-2019.txt2500long service leavethe rla will be paid during periods of personal/carer’s leave, annual leave, long service leave and other paid leave. however, for long service leave the allowance is paid only if the employee resides in the locality while on long service leave. payment of rla for a temporary period 8.7 an employee may be paid rla while temporarily stationed in a locality that would normally attract the payment of rla, if the delegate considers this appropriate. in these circumstances rla is generally 43 payable after the first 21 days. further information is contained in the department’s travel policy and the department’s relocation assistance policy. former remote localities 8.8 only employees who were employed at the department’s former remote localities (as outlined in table 8.8.1) will remain eligible, while they continue to work at those localities, to receive rla as outlined in schedule 2, table 8.8.1 and in accordance with the provisions of clauses 8.3 to 8.7 of this agreement. table 8.8.1 8.9 leave fares location date of eligibility
DAFF enterprise-agreement-2016-2019.txt2501long service leaveother paid leave. however, for long service leave the allowance is paid only if the employee resides in the locality while on long service leave. payment of rla for a temporary period 8.7 an employee may be paid rla while temporarily stationed in a locality that would normally attract the payment of rla, if the delegate considers this appropriate. in these circumstances rla is generally 43 payable after the first 21 days. further information is contained in the department’s travel policy and the department’s relocation assistance policy. former remote localities 8.8 only employees who were employed at the department’s former remote localities (as outlined in table 8.8.1) will remain eligible, while they continue to work at those localities, to receive rla as outlined in schedule 2, table 8.8.1 and in accordance with the provisions of clauses 8.3 to 8.7 of this agreement. table 8.8.1 8.9 leave fares location date of eligibility extra annual leave per annum
DAFF enterprise-agreement-2016-2019.txt2502long service leavethe locality while on long service leave. payment of rla for a temporary period 8.7 an employee may be paid rla while temporarily stationed in a locality that would normally attract the payment of rla, if the delegate considers this appropriate. in these circumstances rla is generally 43 payable after the first 21 days. further information is contained in the department’s travel policy and the department’s relocation assistance policy. former remote localities 8.8 only employees who were employed at the department’s former remote localities (as outlined in table 8.8.1) will remain eligible, while they continue to work at those localities, to receive rla as outlined in schedule 2, table 8.8.1 and in accordance with the provisions of clauses 8.3 to 8.7 of this agreement. table 8.8.1 8.9 leave fares location date of eligibility extra annual leave per annum
DAFF enterprise-agreement-2016-2019.txt2511travelpayable after the first 21 days. further information is contained in the department’s travel policy and the department’s relocation assistance policy. former remote localities 8.8 only employees who were employed at the department’s former remote localities (as outlined in table 8.8.1) will remain eligible, while they continue to work at those localities, to receive rla as outlined in schedule 2, table 8.8.1 and in accordance with the provisions of clauses 8.3 to 8.7 of this agreement. table 8.8.1 8.9 leave fares location date of eligibility extra annual leave per annum darwin 10 august 2006 5 days annual booderee
DAFF enterprise-agreement-2016-2019.txt2622travel8.22 employees working in a remote locality will be entitled to reimbursement of reasonable travel costs, as determined by the delegate, for medical or dental treatment where: a. it is immediately necessary for the employee or a dependant of the employee to travel from the remote locality for medical, dental or specialist treatment because the relevant service is unavailable at the remote locality and b. a qualified medical practitioner, dentist or medical specialist certifies the immediate necessity and essential nature of this treatment. 45 8.23 if the employee or their dependant accesses similar payments or services provided under provisions of another government subsidy or by another aps agency, the amount of assistance provided by the department will be reduced by the amount received by the employee accessing the assistance. emergency or compassionate travel – reimbursement of transport costs 8.24 where: a. an employee or dependant of an employee is stationed at a remote locality and b. it is necessary for the employee or a dependant of the employee to travel from the locality for emergency or compassionate reasons (i.e. where a close family member becomes critically or dangerously ill or dies, or in other crisis situations approved as such by the delegate) the delegate will authorise reimbursement of reasonable costs incurred for return transport by air (through the department’s travel management provider where possible) or surface travel within australia to the locality where the close family member lives (or lived immediately before his or her death). however, if that locality is in another country, the delegate will authorise reimbursement of the reasonable cost of travel to the closest australian capital city international airport that has reasonable flight connections to that locality.
DAFF enterprise-agreement-2016-2019.txt2624travela. it is immediately necessary for the employee or a dependant of the employee to travel from the remote locality for medical, dental or specialist treatment because the relevant service is unavailable at the remote locality and b. a qualified medical practitioner, dentist or medical specialist certifies the immediate necessity and essential nature of this treatment. 45 8.23 if the employee or their dependant accesses similar payments or services provided under provisions of another government subsidy or by another aps agency, the amount of assistance provided by the department will be reduced by the amount received by the employee accessing the assistance. emergency or compassionate travel – reimbursement of transport costs 8.24 where: a. an employee or dependant of an employee is stationed at a remote locality and b. it is necessary for the employee or a dependant of the employee to travel from the locality for emergency or compassionate reasons (i.e. where a close family member becomes critically or dangerously ill or dies, or in other crisis situations approved as such by the delegate) the delegate will authorise reimbursement of reasonable costs incurred for return transport by air (through the department’s travel management provider where possible) or surface travel within australia to the locality where the close family member lives (or lived immediately before his or her death). however, if that locality is in another country, the delegate will authorise reimbursement of the reasonable cost of travel to the closest australian capital city international airport that has reasonable flight connections to that locality. reunion travel for school children 8.25 where a dependent child of an ongoing employee stationed in a remote locality listed in table 8.2.1
DAFF enterprise-agreement-2016-2019.txt2637travelemergency or compassionate travel – reimbursement of transport costs 8.24 where: a. an employee or dependant of an employee is stationed at a remote locality and b. it is necessary for the employee or a dependant of the employee to travel from the locality for emergency or compassionate reasons (i.e. where a close family member becomes critically or dangerously ill or dies, or in other crisis situations approved as such by the delegate) the delegate will authorise reimbursement of reasonable costs incurred for return transport by air (through the department’s travel management provider where possible) or surface travel within australia to the locality where the close family member lives (or lived immediately before his or her death). however, if that locality is in another country, the delegate will authorise reimbursement of the reasonable cost of travel to the closest australian capital city international airport that has reasonable flight connections to that locality. reunion travel for school children 8.25 where a dependent child of an ongoing employee stationed in a remote locality listed in table 8.2.1 who ordinarily lives with the employee is receiving primary or secondary education at a school in a locality other than where the employee is stationed and, as a result, does not live with the employee, the delegate will approve reunion travel for the child to visit the employee. travel may be between the locality where the employee is stationed and the locality where the child is receiving education. travel should normally be booked through the department’s travel management provider. 8.26 where it is not possible to book travel through the travel management provider, the employee will be reimbursed as follows: a. if the child travels from the locality where he or she is receiving education to the locality where the employee is stationed, an amount equal to the cost of return fares reasonably incurred by the employee or b. if the child travels from the locality where he or she is receiving education to a locality other than where the employee is stationed to visit the employee or the spouse/partner of the employee, an amount equal to the lesser of the cost of return fares reasonably incurred by the employee
DAFF enterprise-agreement-2016-2019.txt2642travelit is necessary for the employee or a dependant of the employee to travel from the locality for emergency or compassionate reasons (i.e. where a close family member becomes critically or dangerously ill or dies, or in other crisis situations approved as such by the delegate) the delegate will authorise reimbursement of reasonable costs incurred for return transport by air (through the department’s travel management provider where possible) or surface travel within australia to the locality where the close family member lives (or lived immediately before his or her death). however, if that locality is in another country, the delegate will authorise reimbursement of the reasonable cost of travel to the closest australian capital city international airport that has reasonable flight connections to that locality. reunion travel for school children 8.25 where a dependent child of an ongoing employee stationed in a remote locality listed in table 8.2.1 who ordinarily lives with the employee is receiving primary or secondary education at a school in a locality other than where the employee is stationed and, as a result, does not live with the employee, the delegate will approve reunion travel for the child to visit the employee. travel may be between the locality where the employee is stationed and the locality where the child is receiving education. travel should normally be booked through the department’s travel management provider. 8.26 where it is not possible to book travel through the travel management provider, the employee will be reimbursed as follows: a. if the child travels from the locality where he or she is receiving education to the locality where the employee is stationed, an amount equal to the cost of return fares reasonably incurred by the employee or b. if the child travels from the locality where he or she is receiving education to a locality other than where the employee is stationed to visit the employee or the spouse/partner of the employee, an amount equal to the lesser of the cost of return fares reasonably incurred by the employee and the amount that would have been reimbursed if the child had travelled to the locality where the employee is stationed. 8.27 reunion travel will be limited to three return fares per dependent child during a school year. the delegate may approve an additional reunion visit if: a.
DAFF enterprise-agreement-2016-2019.txt2647travel(through the department’s travel management provider where possible) or surface travel within australia to the locality where the close family member lives (or lived immediately before his or her death). however, if that locality is in another country, the delegate will authorise reimbursement of the reasonable cost of travel to the closest australian capital city international airport that has reasonable flight connections to that locality. reunion travel for school children 8.25 where a dependent child of an ongoing employee stationed in a remote locality listed in table 8.2.1 who ordinarily lives with the employee is receiving primary or secondary education at a school in a locality other than where the employee is stationed and, as a result, does not live with the employee, the delegate will approve reunion travel for the child to visit the employee. travel may be between the locality where the employee is stationed and the locality where the child is receiving education. travel should normally be booked through the department’s travel management provider. 8.26 where it is not possible to book travel through the travel management provider, the employee will be reimbursed as follows: a. if the child travels from the locality where he or she is receiving education to the locality where the employee is stationed, an amount equal to the cost of return fares reasonably incurred by the employee or b. if the child travels from the locality where he or she is receiving education to a locality other than where the employee is stationed to visit the employee or the spouse/partner of the employee, an amount equal to the lesser of the cost of return fares reasonably incurred by the employee and the amount that would have been reimbursed if the child had travelled to the locality where the employee is stationed. 8.27 reunion travel will be limited to three return fares per dependent child during a school year. the delegate may approve an additional reunion visit if: a. b. c. the child has already been authorised for three return fares in a year the child attends a school that has four terms in a school year and
DAFF enterprise-agreement-2016-2019.txt2650travelreimbursement of the reasonable cost of travel to the closest australian capital city international airport that has reasonable flight connections to that locality. reunion travel for school children 8.25 where a dependent child of an ongoing employee stationed in a remote locality listed in table 8.2.1 who ordinarily lives with the employee is receiving primary or secondary education at a school in a locality other than where the employee is stationed and, as a result, does not live with the employee, the delegate will approve reunion travel for the child to visit the employee. travel may be between the locality where the employee is stationed and the locality where the child is receiving education. travel should normally be booked through the department’s travel management provider. 8.26 where it is not possible to book travel through the travel management provider, the employee will be reimbursed as follows: a. if the child travels from the locality where he or she is receiving education to the locality where the employee is stationed, an amount equal to the cost of return fares reasonably incurred by the employee or b. if the child travels from the locality where he or she is receiving education to a locality other than where the employee is stationed to visit the employee or the spouse/partner of the employee, an amount equal to the lesser of the cost of return fares reasonably incurred by the employee and the amount that would have been reimbursed if the child had travelled to the locality where the employee is stationed. 8.27 reunion travel will be limited to three return fares per dependent child during a school year. the delegate may approve an additional reunion visit if: a. b. c. the child has already been authorised for three return fares in a year the child attends a school that has four terms in a school year and the delegate is satisfied that there are special circumstances requiring an additional reunion visit.
DAFF enterprise-agreement-2016-2019.txt2652travelreunion travel for school children 8.25 where a dependent child of an ongoing employee stationed in a remote locality listed in table 8.2.1 who ordinarily lives with the employee is receiving primary or secondary education at a school in a locality other than where the employee is stationed and, as a result, does not live with the employee, the delegate will approve reunion travel for the child to visit the employee. travel may be between the locality where the employee is stationed and the locality where the child is receiving education. travel should normally be booked through the department’s travel management provider. 8.26 where it is not possible to book travel through the travel management provider, the employee will be reimbursed as follows: a. if the child travels from the locality where he or she is receiving education to the locality where the employee is stationed, an amount equal to the cost of return fares reasonably incurred by the employee or b. if the child travels from the locality where he or she is receiving education to a locality other than where the employee is stationed to visit the employee or the spouse/partner of the employee, an amount equal to the lesser of the cost of return fares reasonably incurred by the employee and the amount that would have been reimbursed if the child had travelled to the locality where the employee is stationed. 8.27 reunion travel will be limited to three return fares per dependent child during a school year. the delegate may approve an additional reunion visit if: a. b. c. the child has already been authorised for three return fares in a year the child attends a school that has four terms in a school year and the delegate is satisfied that there are special circumstances requiring an additional reunion visit. 8.28 each dependent child away at school who would otherwise normally reside with an employee at a remote locality will also be entitled to an annual leave fare, as provided for at clauses 8.15 – 8.18. correspondence school travel assistance
DAFF enterprise-agreement-2016-2019.txt2656travelthe delegate will approve reunion travel for the child to visit the employee. travel may be between the locality where the employee is stationed and the locality where the child is receiving education. travel should normally be booked through the department’s travel management provider. 8.26 where it is not possible to book travel through the travel management provider, the employee will be reimbursed as follows: a. if the child travels from the locality where he or she is receiving education to the locality where the employee is stationed, an amount equal to the cost of return fares reasonably incurred by the employee or b. if the child travels from the locality where he or she is receiving education to a locality other than where the employee is stationed to visit the employee or the spouse/partner of the employee, an amount equal to the lesser of the cost of return fares reasonably incurred by the employee and the amount that would have been reimbursed if the child had travelled to the locality where the employee is stationed. 8.27 reunion travel will be limited to three return fares per dependent child during a school year. the delegate may approve an additional reunion visit if: a. b. c. the child has already been authorised for three return fares in a year the child attends a school that has four terms in a school year and the delegate is satisfied that there are special circumstances requiring an additional reunion visit. 8.28 each dependent child away at school who would otherwise normally reside with an employee at a remote locality will also be entitled to an annual leave fare, as provided for at clauses 8.15 – 8.18. correspondence school travel assistance 8.29 where a dependent child of an ongoing employee stationed in a remote locality who lives with the employee and is studying at primary or secondary school level by correspondence is required to travel to another location as part of their course of study, the delegate may approve reimbursement of airfares on up to three occasions during a school year.
DAFF enterprise-agreement-2016-2019.txt2657travellocality where the employee is stationed and the locality where the child is receiving education. travel should normally be booked through the department’s travel management provider. 8.26 where it is not possible to book travel through the travel management provider, the employee will be reimbursed as follows: a. if the child travels from the locality where he or she is receiving education to the locality where the employee is stationed, an amount equal to the cost of return fares reasonably incurred by the employee or b. if the child travels from the locality where he or she is receiving education to a locality other than where the employee is stationed to visit the employee or the spouse/partner of the employee, an amount equal to the lesser of the cost of return fares reasonably incurred by the employee and the amount that would have been reimbursed if the child had travelled to the locality where the employee is stationed. 8.27 reunion travel will be limited to three return fares per dependent child during a school year. the delegate may approve an additional reunion visit if: a. b. c. the child has already been authorised for three return fares in a year the child attends a school that has four terms in a school year and the delegate is satisfied that there are special circumstances requiring an additional reunion visit. 8.28 each dependent child away at school who would otherwise normally reside with an employee at a remote locality will also be entitled to an annual leave fare, as provided for at clauses 8.15 – 8.18. correspondence school travel assistance 8.29 where a dependent child of an ongoing employee stationed in a remote locality who lives with the employee and is studying at primary or secondary school level by correspondence is required to travel to another location as part of their course of study, the delegate may approve reimbursement of airfares on up to three occasions during a school year.
DAFF enterprise-agreement-2016-2019.txt2658travelshould normally be booked through the department’s travel management provider. 8.26 where it is not possible to book travel through the travel management provider, the employee will be reimbursed as follows: a. if the child travels from the locality where he or she is receiving education to the locality where the employee is stationed, an amount equal to the cost of return fares reasonably incurred by the employee or b. if the child travels from the locality where he or she is receiving education to a locality other than where the employee is stationed to visit the employee or the spouse/partner of the employee, an amount equal to the lesser of the cost of return fares reasonably incurred by the employee and the amount that would have been reimbursed if the child had travelled to the locality where the employee is stationed. 8.27 reunion travel will be limited to three return fares per dependent child during a school year. the delegate may approve an additional reunion visit if: a. b. c. the child has already been authorised for three return fares in a year the child attends a school that has four terms in a school year and the delegate is satisfied that there are special circumstances requiring an additional reunion visit. 8.28 each dependent child away at school who would otherwise normally reside with an employee at a remote locality will also be entitled to an annual leave fare, as provided for at clauses 8.15 – 8.18. correspondence school travel assistance 8.29 where a dependent child of an ongoing employee stationed in a remote locality who lives with the employee and is studying at primary or secondary school level by correspondence is required to travel to another location as part of their course of study, the delegate may approve reimbursement of airfares on up to three occasions during a school year. 46
DAFF enterprise-agreement-2016-2019.txt2659travel8.26 where it is not possible to book travel through the travel management provider, the employee will be reimbursed as follows: a. if the child travels from the locality where he or she is receiving education to the locality where the employee is stationed, an amount equal to the cost of return fares reasonably incurred by the employee or b. if the child travels from the locality where he or she is receiving education to a locality other than where the employee is stationed to visit the employee or the spouse/partner of the employee, an amount equal to the lesser of the cost of return fares reasonably incurred by the employee and the amount that would have been reimbursed if the child had travelled to the locality where the employee is stationed. 8.27 reunion travel will be limited to three return fares per dependent child during a school year. the delegate may approve an additional reunion visit if: a. b. c. the child has already been authorised for three return fares in a year the child attends a school that has four terms in a school year and the delegate is satisfied that there are special circumstances requiring an additional reunion visit. 8.28 each dependent child away at school who would otherwise normally reside with an employee at a remote locality will also be entitled to an annual leave fare, as provided for at clauses 8.15 – 8.18. correspondence school travel assistance 8.29 where a dependent child of an ongoing employee stationed in a remote locality who lives with the employee and is studying at primary or secondary school level by correspondence is required to travel to another location as part of their course of study, the delegate may approve reimbursement of airfares on up to three occasions during a school year. 46
DAFF enterprise-agreement-2016-2019.txt2661travela. if the child travels from the locality where he or she is receiving education to the locality where the employee is stationed, an amount equal to the cost of return fares reasonably incurred by the employee or b. if the child travels from the locality where he or she is receiving education to a locality other than where the employee is stationed to visit the employee or the spouse/partner of the employee, an amount equal to the lesser of the cost of return fares reasonably incurred by the employee and the amount that would have been reimbursed if the child had travelled to the locality where the employee is stationed. 8.27 reunion travel will be limited to three return fares per dependent child during a school year. the delegate may approve an additional reunion visit if: a. b. c. the child has already been authorised for three return fares in a year the child attends a school that has four terms in a school year and the delegate is satisfied that there are special circumstances requiring an additional reunion visit. 8.28 each dependent child away at school who would otherwise normally reside with an employee at a remote locality will also be entitled to an annual leave fare, as provided for at clauses 8.15 – 8.18. correspondence school travel assistance 8.29 where a dependent child of an ongoing employee stationed in a remote locality who lives with the employee and is studying at primary or secondary school level by correspondence is required to travel to another location as part of their course of study, the delegate may approve reimbursement of airfares on up to three occasions during a school year. 46 additional travel leave for christmas island and cocos (keeling) islands employees 8.30 the delegate may grant up to an additional five days paid leave per calendar year to employees on
DAFF enterprise-agreement-2016-2019.txt2664travelb. if the child travels from the locality where he or she is receiving education to a locality other than where the employee is stationed to visit the employee or the spouse/partner of the employee, an amount equal to the lesser of the cost of return fares reasonably incurred by the employee and the amount that would have been reimbursed if the child had travelled to the locality where the employee is stationed. 8.27 reunion travel will be limited to three return fares per dependent child during a school year. the delegate may approve an additional reunion visit if: a. b. c. the child has already been authorised for three return fares in a year the child attends a school that has four terms in a school year and the delegate is satisfied that there are special circumstances requiring an additional reunion visit. 8.28 each dependent child away at school who would otherwise normally reside with an employee at a remote locality will also be entitled to an annual leave fare, as provided for at clauses 8.15 – 8.18. correspondence school travel assistance 8.29 where a dependent child of an ongoing employee stationed in a remote locality who lives with the employee and is studying at primary or secondary school level by correspondence is required to travel to another location as part of their course of study, the delegate may approve reimbursement of airfares on up to three occasions during a school year. 46 additional travel leave for christmas island and cocos (keeling) islands employees 8.30 the delegate may grant up to an additional five days paid leave per calendar year to employees on christmas island and cocos (keeling) islands. this leave may be taken in the following circumstances: a. for travel time when employees are required to travel for medical, specialist, dental, emergency
DAFF enterprise-agreement-2016-2019.txt2667traveland the amount that would have been reimbursed if the child had travelled to the locality where the employee is stationed. 8.27 reunion travel will be limited to three return fares per dependent child during a school year. the delegate may approve an additional reunion visit if: a. b. c. the child has already been authorised for three return fares in a year the child attends a school that has four terms in a school year and the delegate is satisfied that there are special circumstances requiring an additional reunion visit. 8.28 each dependent child away at school who would otherwise normally reside with an employee at a remote locality will also be entitled to an annual leave fare, as provided for at clauses 8.15 – 8.18. correspondence school travel assistance 8.29 where a dependent child of an ongoing employee stationed in a remote locality who lives with the employee and is studying at primary or secondary school level by correspondence is required to travel to another location as part of their course of study, the delegate may approve reimbursement of airfares on up to three occasions during a school year. 46 additional travel leave for christmas island and cocos (keeling) islands employees 8.30 the delegate may grant up to an additional five days paid leave per calendar year to employees on christmas island and cocos (keeling) islands. this leave may be taken in the following circumstances: a. for travel time when employees are required to travel for medical, specialist, dental, emergency or compassionate reasons using personal/carer’s leave and/or b. where a scheduled flight they are booked to travel on during any other paid leave is cancelled, delayed or unable to complete its service (due to, for example, atmospheric conditions or
DAFF enterprise-agreement-2016-2019.txt2669travel8.27 reunion travel will be limited to three return fares per dependent child during a school year. the delegate may approve an additional reunion visit if: a. b. c. the child has already been authorised for three return fares in a year the child attends a school that has four terms in a school year and the delegate is satisfied that there are special circumstances requiring an additional reunion visit. 8.28 each dependent child away at school who would otherwise normally reside with an employee at a remote locality will also be entitled to an annual leave fare, as provided for at clauses 8.15 – 8.18. correspondence school travel assistance 8.29 where a dependent child of an ongoing employee stationed in a remote locality who lives with the employee and is studying at primary or secondary school level by correspondence is required to travel to another location as part of their course of study, the delegate may approve reimbursement of airfares on up to three occasions during a school year. 46 additional travel leave for christmas island and cocos (keeling) islands employees 8.30 the delegate may grant up to an additional five days paid leave per calendar year to employees on christmas island and cocos (keeling) islands. this leave may be taken in the following circumstances: a. for travel time when employees are required to travel for medical, specialist, dental, emergency or compassionate reasons using personal/carer’s leave and/or b. where a scheduled flight they are booked to travel on during any other paid leave is cancelled, delayed or unable to complete its service (due to, for example, atmospheric conditions or mechanical breakdown). supporting evidence from the air carrier will be required. re-crediting of annual leave for annual medical examinations
DAFF enterprise-agreement-2016-2019.txt2681travelcorrespondence school travel assistance 8.29 where a dependent child of an ongoing employee stationed in a remote locality who lives with the employee and is studying at primary or secondary school level by correspondence is required to travel to another location as part of their course of study, the delegate may approve reimbursement of airfares on up to three occasions during a school year. 46 additional travel leave for christmas island and cocos (keeling) islands employees 8.30 the delegate may grant up to an additional five days paid leave per calendar year to employees on christmas island and cocos (keeling) islands. this leave may be taken in the following circumstances: a. for travel time when employees are required to travel for medical, specialist, dental, emergency or compassionate reasons using personal/carer’s leave and/or b. where a scheduled flight they are booked to travel on during any other paid leave is cancelled, delayed or unable to complete its service (due to, for example, atmospheric conditions or mechanical breakdown). supporting evidence from the air carrier will be required. re-crediting of annual leave for annual medical examinations 8.31 employees who return from annual leave having had an annual medical examination will be recredited one day of annual leave and have one day of personal/carer’s leave subsequently deducted from their leave balance. employees will be required to produce supporting evidence (e.g. a medical certificate) to claim this entitlement. 47 part 9 – antarctic duty provisions 9.1 all employees required to participate in periods of antarctic duty will be subject to the conditions of part 9 of this agreement. where a distinction needs to be made, employees on antarctic duty are referred to as either:
DAFF enterprise-agreement-2016-2019.txt2683travelemployee and is studying at primary or secondary school level by correspondence is required to travel to another location as part of their course of study, the delegate may approve reimbursement of airfares on up to three occasions during a school year. 46 additional travel leave for christmas island and cocos (keeling) islands employees 8.30 the delegate may grant up to an additional five days paid leave per calendar year to employees on christmas island and cocos (keeling) islands. this leave may be taken in the following circumstances: a. for travel time when employees are required to travel for medical, specialist, dental, emergency or compassionate reasons using personal/carer’s leave and/or b. where a scheduled flight they are booked to travel on during any other paid leave is cancelled, delayed or unable to complete its service (due to, for example, atmospheric conditions or mechanical breakdown). supporting evidence from the air carrier will be required. re-crediting of annual leave for annual medical examinations 8.31 employees who return from annual leave having had an annual medical examination will be recredited one day of annual leave and have one day of personal/carer’s leave subsequently deducted from their leave balance. employees will be required to produce supporting evidence (e.g. a medical certificate) to claim this entitlement. 47 part 9 – antarctic duty provisions 9.1 all employees required to participate in periods of antarctic duty will be subject to the conditions of part 9 of this agreement. where a distinction needs to be made, employees on antarctic duty are referred to as either: a.
DAFF enterprise-agreement-2016-2019.txt2689traveladditional travel leave for christmas island and cocos (keeling) islands employees 8.30 the delegate may grant up to an additional five days paid leave per calendar year to employees on christmas island and cocos (keeling) islands. this leave may be taken in the following circumstances: a. for travel time when employees are required to travel for medical, specialist, dental, emergency or compassionate reasons using personal/carer’s leave and/or b. where a scheduled flight they are booked to travel on during any other paid leave is cancelled, delayed or unable to complete its service (due to, for example, atmospheric conditions or mechanical breakdown). supporting evidence from the air carrier will be required. re-crediting of annual leave for annual medical examinations 8.31 employees who return from annual leave having had an annual medical examination will be recredited one day of annual leave and have one day of personal/carer’s leave subsequently deducted from their leave balance. employees will be required to produce supporting evidence (e.g. a medical certificate) to claim this entitlement. 47 part 9 – antarctic duty provisions 9.1 all employees required to participate in periods of antarctic duty will be subject to the conditions of part 9 of this agreement. where a distinction needs to be made, employees on antarctic duty are referred to as either: a. expeditioner employees: those whose work is predominantly performed in antarctica and who b. are identified as such by the delegate or head office employees: those whose work is predominantly performed in head office but who
DAFF enterprise-agreement-2016-2019.txt2693travela. for travel time when employees are required to travel for medical, specialist, dental, emergency or compassionate reasons using personal/carer’s leave and/or b. where a scheduled flight they are booked to travel on during any other paid leave is cancelled, delayed or unable to complete its service (due to, for example, atmospheric conditions or mechanical breakdown). supporting evidence from the air carrier will be required. re-crediting of annual leave for annual medical examinations 8.31 employees who return from annual leave having had an annual medical examination will be recredited one day of annual leave and have one day of personal/carer’s leave subsequently deducted from their leave balance. employees will be required to produce supporting evidence (e.g. a medical certificate) to claim this entitlement. 47 part 9 – antarctic duty provisions 9.1 all employees required to participate in periods of antarctic duty will be subject to the conditions of part 9 of this agreement. where a distinction needs to be made, employees on antarctic duty are referred to as either: a. expeditioner employees: those whose work is predominantly performed in antarctica and who b. are identified as such by the delegate or head office employees: those whose work is predominantly performed in head office but who are required to undertake a period of antarctic duty as part of their role. 9.2
DAFF enterprise-agreement-2016-2019.txt2695travelb. where a scheduled flight they are booked to travel on during any other paid leave is cancelled, delayed or unable to complete its service (due to, for example, atmospheric conditions or mechanical breakdown). supporting evidence from the air carrier will be required. re-crediting of annual leave for annual medical examinations 8.31 employees who return from annual leave having had an annual medical examination will be recredited one day of annual leave and have one day of personal/carer’s leave subsequently deducted from their leave balance. employees will be required to produce supporting evidence (e.g. a medical certificate) to claim this entitlement. 47 part 9 – antarctic duty provisions 9.1 all employees required to participate in periods of antarctic duty will be subject to the conditions of part 9 of this agreement. where a distinction needs to be made, employees on antarctic duty are referred to as either: a. expeditioner employees: those whose work is predominantly performed in antarctica and who b. are identified as such by the delegate or head office employees: those whose work is predominantly performed in head office but who are required to undertake a period of antarctic duty as part of their role. 9.2 head office employees will be considered to be expeditioner employees if they have applied for the expeditioner employee role and it is not deemed to be part of their normal head office duties. a head
DAFF enterprise-agreement-2016-2019.txt2787overtimeas periods of antarctic duty. employees who are not entitled to overtime payments for these voyages will instead receive antarctic duty allowances in accordance with the relevant clauses. antarctic duty allowances 9.14 during periods of antarctic duty, together with their base salary (as specified in schedule 4 of this agreement), employees will be paid antarctic duty allowances in accordance with clauses 9.16 to 9.28 and as set out in schedule 2. 9.15 rates of payment of antarctic duty allowances will be as per schedule 2 of this agreement, per annum, pro rata. allowance in lieu of overtime 9.16 during a period of antarctic duty, employees will be paid an allowance in lieu of overtime. payment of the allowance is in recognition of the performance of primary duties that might, in other situations, be compensated by overtime, penalty, shift, roster, call-out, restriction, supplementary leave loading or other like payments. common duties allowance 9.17 during a period of antarctic duty, employees will be paid a common duties allowance. payment of the allowance is in recognition of the reasonable additional duty necessary to the functioning of an expedition, including assisting other expedition members, whether employees or otherwise, with official expedition programs and other general duties necessary for the community life of the expedition; such duties are unrelated to the primary duties. antarctic allowance 9.18 during a period of antarctic duty, employees will be paid an antarctic allowance. payment of the allowance is in recognition of working requirements and circumstances that might, in other situations, be compensated by functional, site, disability or other like allowances. the allowance is also in recognition of remoteness, isolation, weather, social debt, living conditions, lack of amenities, all forms of transportation and all other environmental factors associated with antarctica. loading on antarctic duty allowances 9.19 where, at the direction of the delegate, an employee is required to work in the circumstances detailed in clause 9.20 for at least seven consecutive days, an additional loading of 40 per cent of the antarctic duty allowances being received will be paid.
DAFF enterprise-agreement-2016-2019.txt2796overtimeallowance in lieu of overtime 9.16 during a period of antarctic duty, employees will be paid an allowance in lieu of overtime. payment of the allowance is in recognition of the performance of primary duties that might, in other situations, be compensated by overtime, penalty, shift, roster, call-out, restriction, supplementary leave loading or other like payments. common duties allowance 9.17 during a period of antarctic duty, employees will be paid a common duties allowance. payment of the allowance is in recognition of the reasonable additional duty necessary to the functioning of an expedition, including assisting other expedition members, whether employees or otherwise, with official expedition programs and other general duties necessary for the community life of the expedition; such duties are unrelated to the primary duties. antarctic allowance 9.18 during a period of antarctic duty, employees will be paid an antarctic allowance. payment of the allowance is in recognition of working requirements and circumstances that might, in other situations, be compensated by functional, site, disability or other like allowances. the allowance is also in recognition of remoteness, isolation, weather, social debt, living conditions, lack of amenities, all forms of transportation and all other environmental factors associated with antarctica. loading on antarctic duty allowances 9.19 where, at the direction of the delegate, an employee is required to work in the circumstances detailed in clause 9.20 for at least seven consecutive days, an additional loading of 40 per cent of the antarctic duty allowances being received will be paid. 9.20 clause 9.19 will apply in the following circumstances: a. working at wilkins aerodrome or b. working in a ‘deep field’ situation (e.g. an ice drilling program or traverse) or
DAFF enterprise-agreement-2016-2019.txt2797overtime9.16 during a period of antarctic duty, employees will be paid an allowance in lieu of overtime. payment of the allowance is in recognition of the performance of primary duties that might, in other situations, be compensated by overtime, penalty, shift, roster, call-out, restriction, supplementary leave loading or other like payments. common duties allowance 9.17 during a period of antarctic duty, employees will be paid a common duties allowance. payment of the allowance is in recognition of the reasonable additional duty necessary to the functioning of an expedition, including assisting other expedition members, whether employees or otherwise, with official expedition programs and other general duties necessary for the community life of the expedition; such duties are unrelated to the primary duties. antarctic allowance 9.18 during a period of antarctic duty, employees will be paid an antarctic allowance. payment of the allowance is in recognition of working requirements and circumstances that might, in other situations, be compensated by functional, site, disability or other like allowances. the allowance is also in recognition of remoteness, isolation, weather, social debt, living conditions, lack of amenities, all forms of transportation and all other environmental factors associated with antarctica. loading on antarctic duty allowances 9.19 where, at the direction of the delegate, an employee is required to work in the circumstances detailed in clause 9.20 for at least seven consecutive days, an additional loading of 40 per cent of the antarctic duty allowances being received will be paid. 9.20 clause 9.19 will apply in the following circumstances: a. working at wilkins aerodrome or b. working in a ‘deep field’ situation (e.g. an ice drilling program or traverse) or c.
DAFF enterprise-agreement-2016-2019.txt2799overtimebe compensated by overtime, penalty, shift, roster, call-out, restriction, supplementary leave loading or other like payments. common duties allowance 9.17 during a period of antarctic duty, employees will be paid a common duties allowance. payment of the allowance is in recognition of the reasonable additional duty necessary to the functioning of an expedition, including assisting other expedition members, whether employees or otherwise, with official expedition programs and other general duties necessary for the community life of the expedition; such duties are unrelated to the primary duties. antarctic allowance 9.18 during a period of antarctic duty, employees will be paid an antarctic allowance. payment of the allowance is in recognition of working requirements and circumstances that might, in other situations, be compensated by functional, site, disability or other like allowances. the allowance is also in recognition of remoteness, isolation, weather, social debt, living conditions, lack of amenities, all forms of transportation and all other environmental factors associated with antarctica. loading on antarctic duty allowances 9.19 where, at the direction of the delegate, an employee is required to work in the circumstances detailed in clause 9.20 for at least seven consecutive days, an additional loading of 40 per cent of the antarctic duty allowances being received will be paid. 9.20 clause 9.19 will apply in the following circumstances: a. working at wilkins aerodrome or b. working in a ‘deep field’ situation (e.g. an ice drilling program or traverse) or c. performing rostered marine science technical support duty at sea for a minimum of 10 hours
DAFF enterprise-agreement-2016-2019.txt3080travelinclude those associated with travel, accommodation, meals, transport and storage of personal and household effects, storage of a motor vehicle, training and protective clothing and equipment. the department will also provide a range of amenities including access to communication services for employees while they are in antarctica as determined by the delegate. further information is contained in the department’s antarctic duty expeditioner support policy. employee assistance program 9.60 the department provides expeditioner employees and their immediate families with access to an independent, confidential, and professional counselling service at no cost to the employee, from the date of commencement until six months after the expeditioner employee’s return from a period of antarctic duty. 54 part 10 – interpretations/definitions for the purposes of this agreement, the following definitions apply: aad means the australian antarctic division of the department of the environment and energy. accredited course means a course of study that, on successful completion, would result in the awarding of a qualification recognised under the australian qualifications framework. agency head means the secretary of the department of the environment and energy. agreement means the department of the environment and energy enterprise agreement 2016–2019. antarctica means the area south of the antarctic convergence and also includes macquarie island, heard island, and such other islands or waters that form the operational area for an expedition. aps means the australian public service. aps employee has the same meaning as in the ps act. cadet means an employee who is employed to undertake a course of study on a full-time basis at a tertiary institution and is required to undertake practical training in the workplace during vacation breaks. day of embarkation, for an employee or expeditioner employee, means the day the ship or aircraft departs from the port or airport. day of disembarkation, for an employee or expeditioner employee, means the day the ship or aircraft
DAFF enterprise-agreement-2016-2019.txt3158maternity leaveml act means the maternity leave (commonwealth employees) act 1973. non-ongoing employee means a non-ongoing aps employee as defined in section 7 of the ps act. ongoing employee means an ongoing aps employee as defined in section 7 of the ps act. parliamentary service refers to employment under the parliamentary service act 1999. partner/spouse means, in relation to an employee who is a member of a couple, the other member of this couple, without discrimination as to gender or any other attribute. pds means the department’s performance and development scheme as amended from time to time. period of antarctic duty, for an employee or expeditioner employee means the period beginning on the day of embarkation of the employee or expeditioner employee at the port or airport specified in an itinerary approved by the director as the port or airport of embarkation for an expedition and ending on the day of disembarkation of the employee or expeditioner employee at a port or airport specified in the itinerary as the port or airport of disembarkation for an expedition. permanent care means a legal arrangement in which the child lives permanently with a family that becomes responsible for his or her custody and guardianship. pre-departure preparation and training means the training and preparation undertaken by employees prior to the day of embarkation. ps act means the public service act 1999. salary means the employee’s rate of salary/pay (in accordance with the annual salary rates at schedule 1, 56 schedule 3 or schedule 4 of this agreement), and is considered to be salary for all purposes. participation in salary sacrifice arrangements (under the department’s salary packaging scheme) or purchased leave options, will not affect salary for these purposes unless specifically authorised/specified. supported wage system means the commonwealth government system to promote employment for people who cannot work at full wages because of a disability, as documented in the department’s supported wage system: guidelines and assessment process. trainee means an employee who is employed to undertake a course of training as determined by the delegate, which may include practical and course-based work. within australia means all areas within australia, excluding those that are part of antarctica.
DAFF enterprise-agreement-2016-2019.txt3179salary packagingsalary sacrifice arrangements (under the department’s salary packaging scheme) or purchased leave options, will not affect salary for these purposes unless specifically authorised/specified. supported wage system means the commonwealth government system to promote employment for people who cannot work at full wages because of a disability, as documented in the department’s supported wage system: guidelines and assessment process. trainee means an employee who is employed to undertake a course of training as determined by the delegate, which may include practical and course-based work. within australia means all areas within australia, excluding those that are part of antarctica. 57 schedule 1 – classification structure and pay rates aps levels pay rates at 1/7/2013 (p.a.) pay rates from commencement (p.a.) pay rates from pay rates from 12 months after commencement (p.a.) 24 months after
DAFF enterprise-agreement-2016-2019.txt4266overtimeovertime meal allowance $27.49 $28.31 $28.88 $29.17 5.10 restriction allowance (aad only) $23,363 p.a. $24,064 p.a. $24,545 p.a. $24,791 p.a. 5.13 at sea allowance $106.93 per day $110.14 per day
DAFF enterprise-agreement-2016-2019.txt4919overtimeovertime (antarctic) head office $28,758 p.a. $29,621.p.a. $29,888 p.a. $29,888 p.a. common expeditioner $14,084 p.a. $14,507 p.a. $14,797 p.a. $14,945 p.a. duties allowance (antarctic) head office
safe-work-australia-enterprise-agreement-2019-2022.txt385travelarrangements regarding travel iii. overtime rates iv. penalty rates v. allowances vi. remuneration, including salary, and/or vii. leave the arrangement meets the genuine needs of the agency and the employee in relation to one or more of the matters mentioned above, and the arrangement is genuinely agreed to by the chief executive officer and the employee. 30. the chief executive officer must ensure that the terms of the ifa: are about permitted matters under section 172 of the fair work act
safe-work-australia-enterprise-agreement-2019-2022.txt389overtimeovertime rates iv. penalty rates v. allowances vi. remuneration, including salary, and/or vii. leave the arrangement meets the genuine needs of the agency and the employee in relation to one or more of the matters mentioned above, and the arrangement is genuinely agreed to by the chief executive officer and the employee. 30. the chief executive officer must ensure that the terms of the ifa: are about permitted matters under section 172 of the fair work act are not unlawful terms under section 194 of the fair work act, and result in the employee being better off overall than the employee would be if no arrangement was made.
safe-work-australia-enterprise-agreement-2019-2022.txt464bandwidth30 minutes from monday to friday, within the bandwidth of 7:00 am to 7:00 pm. 35. a standard day for the purposes of leave, attendance (including flex time) and payment of salary is 8:30 am to 12:30 pm and 1:30 pm to 5:00 pm monday to friday, except where a public holiday occurs. 36. full-time employees must work to a standard day unless otherwise agreed in writing by the chief executive officer. 37. where a full-time employee has a written agreement in place with the chief executive officer to work another pattern of hours, those hours are their standard day. part-time employees 38. a part-time employee is an employee who has an agreement in writing with the chief executive officer to vary their ordinary hours to be less than those specified in clause 34 and in an agreed pattern of hours. agreed part-time hours must be within the bandwidth. 39. a part-time employee’s pattern of hours must be no less than three consecutive hours on any agreed working day unless otherwise agreed by the chief executive officer
safe-work-australia-enterprise-agreement-2019-2022.txt488bandwidthbandwidth. 39. a part-time employee’s pattern of hours must be no less than three consecutive hours on any agreed working day unless otherwise agreed by the chief executive officer 40. at the expiry of the part-time agreement an employee has the right to return to fulltime work. an employee may return to full-time work earlier with the agreement of the chief executive officer. 41. the agency may engage an employee on an ongoing part-time basis. an employee engaged on an ongoing part-time basis does not have an automatic right to increase their part-time hours or access full-time hours, but can request this. 42. unless otherwise agreed between an employee and the chief executive officer, remuneration and other benefits for part-time employees will be calculated on a pro-rata basis. however, this does not apply to long service leave (which is provided and administered in accordance with the long service leave act) or expense related allowances or reimbursements. non-ongoing employees 43. the agency may engage an employee for a specified term or for the duration of a specified
safe-work-australia-enterprise-agreement-2019-2022.txt510long service leavebasis. however, this does not apply to long service leave (which is provided and administered in accordance with the long service leave act) or expense related allowances or reimbursements. non-ongoing employees 43. the agency may engage an employee for a specified term or for the duration of a specified task. these employees will be referred to as non-ongoing employees in this agreement. 44. unless otherwise specified in this agreement, the terms and conditions for non-ongoing employees will be the same as those set out in this agreement for ongoing employees. training classifications 45. the chief executive officer may engage a person as a trainee, graduate or cadet. page 11 of 53 46. trainees, graduates and cadets will be assigned the relevant classification within the training broadband. trainees, graduates and cadets will undertake a course of study and/or training determined by the chief executive officer. 47.
safe-work-australia-enterprise-agreement-2019-2022.txt511long service leaveadministered in accordance with the long service leave act) or expense related allowances or reimbursements. non-ongoing employees 43. the agency may engage an employee for a specified term or for the duration of a specified task. these employees will be referred to as non-ongoing employees in this agreement. 44. unless otherwise specified in this agreement, the terms and conditions for non-ongoing employees will be the same as those set out in this agreement for ongoing employees. training classifications 45. the chief executive officer may engage a person as a trainee, graduate or cadet. page 11 of 53 46. trainees, graduates and cadets will be assigned the relevant classification within the training broadband. trainees, graduates and cadets will undertake a course of study and/or training determined by the chief executive officer. 47. the training broadband is used for those employees who are allocated a training
safe-work-australia-enterprise-agreement-2019-2022.txt698salary advancementqualifying periods for salary advancement under the performance and development scheme page 14 of 53 work level standards, and the nature of the duties which are to be assigned to the employee. salary of junior employees and cadets 69. a cadet undertaking full-time study is entitled to salary at 57 per cent of the minimum pay point (including junior rates where applicable) in the training broadband, that would be payable to the cadet if they were performing practical training. 70. junior rates of pay are only applicable to the aps 1 classification in the general broadband and training broadband and will be a percentage of an aps 1 equivalent adult rate of pay as follows: under 18 years of age – 60 per cent at 18 years of age – 70 per cent at 19 years of age – 81 per cent at 20 years of age – 91 per cent, and at 21 years of age – 100 per cent. casual employees 71. a casual employee will be paid a 25 per cent loading in addition to the hourly rate of pay applicable to their classification. the loading is in lieu of: any payment in relation to any form of paid leave (except where the employee is
safe-work-australia-enterprise-agreement-2019-2022.txt728long service leaveentitled to long service leave) any payment for public holidays on which the employee is not rostered to work, and any payment for the christmas closedown. salary on engagement in the agency or movement to the agency 72. where an employee is engaged in the agency (either as an ongoing or a non-ongoing employee) or moves to the agency, salary will be payable at the lowest pay point for their classification, unless the chief executive officer determines otherwise. 73. the chief executive officer may determine an alternative salary as follows: a pay point for the employee’s classification that is closest to the employee’s current salary without the employee’s salary decreasing, or a salary (the ‘initial salary’) which is between two pay points for the employee’s classification, or is above the highest pay point for their classification. where this occurs, the employee will be entitled to that salary, until such time as a lower pay point meets or exceeds their salary. at that time, the employee will be paid at that pay point. page 15 of 53 74. where an employee from another agency (the “other agency”) is temporarily assigned duties in the agency at a higher classification than the duties performed by the employee in the other agency, salary will be payable at the lowest pay point of the applicable
safe-work-australia-enterprise-agreement-2019-2022.txt821salary advancementsalary advancement through classifications 82. on 15 august each year, an ongoing employee (excluding employees in the training broadband) who is not already at the top pay point for their classification in appendix 2 or appendix 3, will advance to the next pay point for their classification, if the employee: has performed duties in safe work australia at that classification for a period of at least three continuous months in the performance assessment cycle for the financial year that has just been completed, and the employee’s performance is at least satisfactory at the end of the performance assessment cycle for the financial year that has just been completed. 83. an employee on an initial salary between two pay points is eligible to progress to a higher pay point for their classification in accordance with clause 82 of this agreement. salary advancement and temporary performance of duties at a higher classification 84. an employee who temporarily performs duties at a higher classification from 1 april or earlier, to at least 15 august, will be eligible for salary advancement at both the higher and substantive classifications from 15 august, subject to the employee’s performance being at least satisfactory for both classifications. the employee is still entitled to salary advancement where there is a break of three weeks or less in the temporary performance at the higher classification between 30 june and 15 august. 85.
safe-work-australia-enterprise-agreement-2019-2022.txt839salary advancementsalary advancement and temporary performance of duties at a higher classification 84. an employee who temporarily performs duties at a higher classification from 1 april or earlier, to at least 15 august, will be eligible for salary advancement at both the higher and substantive classifications from 15 august, subject to the employee’s performance being at least satisfactory for both classifications. the employee is still entitled to salary advancement where there is a break of three weeks or less in the temporary performance at the higher classification between 30 june and 15 august. 85. an employee who is promoted between 1 april and 30 june in any year, and who was temporarily performing duties at a higher classification immediately before the promotion for more than three continuous months, is entitled to salary advancement at that classification from 15 august, subject to the employee’s performance being at least satisfactory. salary advancement through broadbands 86. ongoing employees are entitled to permanent movement through classifications in a broadband where there are soft barriers. 87. movement to a higher classification in a broadband is not automatic and can only occur when: there is work available at the higher classification, and the employee’s performance is assessed as being at least satisfactory as part of the performance development scheme, and
safe-work-australia-enterprise-agreement-2019-2022.txt843salary advancementearlier, to at least 15 august, will be eligible for salary advancement at both the higher and substantive classifications from 15 august, subject to the employee’s performance being at least satisfactory for both classifications. the employee is still entitled to salary advancement where there is a break of three weeks or less in the temporary performance at the higher classification between 30 june and 15 august. 85. an employee who is promoted between 1 april and 30 june in any year, and who was temporarily performing duties at a higher classification immediately before the promotion for more than three continuous months, is entitled to salary advancement at that classification from 15 august, subject to the employee’s performance being at least satisfactory. salary advancement through broadbands 86. ongoing employees are entitled to permanent movement through classifications in a broadband where there are soft barriers. 87. movement to a higher classification in a broadband is not automatic and can only occur when: there is work available at the higher classification, and the employee’s performance is assessed as being at least satisfactory as part of the performance development scheme, and the employee demonstrates an ability to undertake work satisfactorily at the higher classification, and, if appropriate, has the necessary qualification, skills and/or experience, or
safe-work-australia-enterprise-agreement-2019-2022.txt853salary advancementmore than three continuous months, is entitled to salary advancement at that classification from 15 august, subject to the employee’s performance being at least satisfactory. salary advancement through broadbands 86. ongoing employees are entitled to permanent movement through classifications in a broadband where there are soft barriers. 87. movement to a higher classification in a broadband is not automatic and can only occur when: there is work available at the higher classification, and the employee’s performance is assessed as being at least satisfactory as part of the performance development scheme, and the employee demonstrates an ability to undertake work satisfactorily at the higher classification, and, if appropriate, has the necessary qualification, skills and/or experience, or page 17 of 53 the employee is successful in an open merit selection process consistent with the public service act. government lawyer advancement provisions 88. an employee who is paid under the government lawyer broadband and who satisfies the advancement requirements in clause 87 may advance up to a maximum of three incremental pay points.
safe-work-australia-enterprise-agreement-2019-2022.txt856salary advancementsalary advancement through broadbands 86. ongoing employees are entitled to permanent movement through classifications in a broadband where there are soft barriers. 87. movement to a higher classification in a broadband is not automatic and can only occur when: there is work available at the higher classification, and the employee’s performance is assessed as being at least satisfactory as part of the performance development scheme, and the employee demonstrates an ability to undertake work satisfactorily at the higher classification, and, if appropriate, has the necessary qualification, skills and/or experience, or page 17 of 53 the employee is successful in an open merit selection process consistent with the public service act. government lawyer advancement provisions 88. an employee who is paid under the government lawyer broadband and who satisfies the advancement requirements in clause 87 may advance up to a maximum of three incremental pay points. 89.
safe-work-australia-enterprise-agreement-2019-2022.txt974parental leavesuperannuation funds during periods of paid and unpaid parental leave (including maternity, parental, adoption and foster care leave). contributions for periods of paid leave are not limited. contributions for periods of unpaid leave are up to a maximum of 52 weeks unless otherwise required by legislation or fund requirements. 101. the chief executive officer may decide to limit choice of an alternative superannuation fund to complying superannuation funds that allow employee and/or employer contributions to be paid through fortnightly electronic funds transfer using a file generated by the payroll system used by the agency. 102. any fees applied by a chosen fund associated with the administration of superannuation contributions will be borne by the employee. allowances workplace responsibility allowance 103. ongoing employees who are appointed or elected to a workplace responsibility role are entitled to a workplace responsibility allowance. the following workplace responsibility allowance will apply: $27 each fortnight on commencement of the agreement $27.50 each fortnight 12 months after the commencement of the agreement, and $28 each fortnight 24 months after the commencement of the agreement. 104.
safe-work-australia-enterprise-agreement-2019-2022.txt1028travelduties including official travel. the employee is required to provide the chief executive officer with reasonable evidence of the loss or damage to the clothing or personal effects. this reimbursement is not subject to tax instalment deductions. relocation assistance 108. relocation assistance must be approved in writing by the chief executive officer before any relocation takes place. 109. the chief executive officer may approve a contribution towards reasonable costs when an employee: permanently relocates at the requirement of the agency moves to a position which involves permanently moving from one geographic locality to another (whether on promotion or at classification), or temporarily relocates at the requirement of the agency, for a period of at least 13 weeks or more. 110. relocation assistance is not available for moves within the canberra region. 111. employees requesting transfer to another geographic locality for personal reasons are not entitled to relocation assistance. 112.
safe-work-australia-enterprise-agreement-2019-2022.txt1061salary packagingsalary packaging 113. employees are entitled to access flexible salary packaging. where an employee takes up the option of flexible salary packaging on a ‘salary sacrifice’ basis, the employee’s salary for purposes of superannuation, severance and termination payments (and any other purpose) will be determined as if the flexible salary packaging arrangement had not been entered into. 114. any fringe benefits tax incurred in relation to an employee as a result of their salary packaging arrangement will be met by the individual employee. 115. for more information, refer to the safe work australia salary packaging policy. page 20 of 53 overpayments 116. where an employee is overpaid an amount of salary or other benefits, the overpayment will be recovered in accordance with the fair work act and the agency's accountable authority instructions. page 21 of 53 part d - work life balance
safe-work-australia-enterprise-agreement-2019-2022.txt1064salary packagingemployees are entitled to access flexible salary packaging. where an employee takes up the option of flexible salary packaging on a ‘salary sacrifice’ basis, the employee’s salary for purposes of superannuation, severance and termination payments (and any other purpose) will be determined as if the flexible salary packaging arrangement had not been entered into. 114. any fringe benefits tax incurred in relation to an employee as a result of their salary packaging arrangement will be met by the individual employee. 115. for more information, refer to the safe work australia salary packaging policy. page 20 of 53 overpayments 116. where an employee is overpaid an amount of salary or other benefits, the overpayment will be recovered in accordance with the fair work act and the agency's accountable authority instructions. page 21 of 53 part d - work life balance hours of work and attendance 117.
safe-work-australia-enterprise-agreement-2019-2022.txt1065salary packagingthe option of flexible salary packaging on a ‘salary sacrifice’ basis, the employee’s salary for purposes of superannuation, severance and termination payments (and any other purpose) will be determined as if the flexible salary packaging arrangement had not been entered into. 114. any fringe benefits tax incurred in relation to an employee as a result of their salary packaging arrangement will be met by the individual employee. 115. for more information, refer to the safe work australia salary packaging policy. page 20 of 53 overpayments 116. where an employee is overpaid an amount of salary or other benefits, the overpayment will be recovered in accordance with the fair work act and the agency's accountable authority instructions. page 21 of 53 part d - work life balance hours of work and attendance 117. an employee must work their ordinary hours, unless otherwise agreed in writing by the
safe-work-australia-enterprise-agreement-2019-2022.txt1067salary packagingwill be determined as if the flexible salary packaging arrangement had not been entered into. 114. any fringe benefits tax incurred in relation to an employee as a result of their salary packaging arrangement will be met by the individual employee. 115. for more information, refer to the safe work australia salary packaging policy. page 20 of 53 overpayments 116. where an employee is overpaid an amount of salary or other benefits, the overpayment will be recovered in accordance with the fair work act and the agency's accountable authority instructions. page 21 of 53 part d - work life balance hours of work and attendance 117. an employee must work their ordinary hours, unless otherwise agreed in writing by the chief executive officer.
safe-work-australia-enterprise-agreement-2019-2022.txt1077salary packagingfor more information, refer to the safe work australia salary packaging policy. page 20 of 53 overpayments 116. where an employee is overpaid an amount of salary or other benefits, the overpayment will be recovered in accordance with the fair work act and the agency's accountable authority instructions. page 21 of 53 part d - work life balance hours of work and attendance 117. an employee must work their ordinary hours, unless otherwise agreed in writing by the chief executive officer. 118. ordinary hours may be averaged over the settlement period for the purpose of determining flex debit/credit carry over, with the agreement of the employee’s manager. 119. an employee must not work more than five hours without an unpaid meal break of at least thirty minutes.
safe-work-australia-enterprise-agreement-2019-2022.txt1110travelchief executive officer. the calculation of ten hours does not include travel time. unapproved absences 121. where an employee is absent from duty without approval, the employee is not entitled to remuneration, including salary, and other benefits under this agreement. an unapproved absence will not count as service for any purpose. 122. amounts paid to an employee in respect of an unapproved absence are overpayments and the agency will recover those amounts in accordance with the fair work act and the agency's accountable authority instructions. rest break 123. employees should not commence work on any day without having at least a minimum eight hour break, plus reasonable travelling time, from the previous day’s work. 124. where the chief executive officer requires an employee to resume or continue work without having had a minimum break, the employee will be paid at double the hourly rate for the hours worked, until they have had an eight hour continuous break. 125. where all or some of the employee’s minimum break occurs during their ordinary hours,
safe-work-australia-enterprise-agreement-2019-2022.txt1129travelhour break, plus reasonable travelling time, from the previous day’s work. 124. where the chief executive officer requires an employee to resume or continue work without having had a minimum break, the employee will be paid at double the hourly rate for the hours worked, until they have had an eight hour continuous break. 125. where all or some of the employee’s minimum break occurs during their ordinary hours, the employee will be considered to have worked during this time and the employee will not lose pay for the absence. flex time 126. flex time is available to all employees engaged at or below the aps 6 classification. 127. eligible employees may accumulate flex time within the bandwidth. all employees engaged at or below the aps 6 classification must record their hours of work daily on commencing and ceasing work in the manner stipulated by the agency. 128. a flex credit occurs where an eligible employee accumulates hours in excess of their ordinary hours. for a full-time employee, a maximum of 37 hours and 30 minutes flex credit may be accumulated and carried over into the next settlement period. for a part-time
safe-work-australia-enterprise-agreement-2019-2022.txt1150bandwidtheligible employees may accumulate flex time within the bandwidth. all employees engaged at or below the aps 6 classification must record their hours of work daily on commencing and ceasing work in the manner stipulated by the agency. 128. a flex credit occurs where an eligible employee accumulates hours in excess of their ordinary hours. for a full-time employee, a maximum of 37 hours and 30 minutes flex credit may be accumulated and carried over into the next settlement period. for a part-time employee, a maximum flex credit that is equal to their weekly ordinary hours may be accumulated and carried over to the next settlement period. page 22 of 53 129. a flex debit occurs where an eligible employee works less time than their ordinary hours. for a full-time employee, a maximum of 22 hours and 30 minutes flex debit can be accumulated and carried over to the next settlement period. for a part-time employee, a maximum flex debit that is equivalent to 60 per cent of their weekly ordinary hours can be accumulated and carried over to the next settlement period. 130. any flex debit will be deducted from a person’s final monies if they cease to work for the agency in accordance with the fair work act and the agency's accountable authority instructions. 131.
safe-work-australia-enterprise-agreement-2019-2022.txt1216overtimeovertime 137. where operational requirements make it necessary, the chief executive officer may direct an employee to work outside the standard day or in excess of their ordinary hours on any given day. 138. an employee directed to work outside the standard day or in excess of their ordinary hours on any given day is entitled to overtime payment, or where agreed, equivalent flex time. if the employee receives payment of overtime in their salary, this is instead of, not in addition to, an accrual of flex credits for the purposes of flex time. 139. where a period of overtime is not continuous with the employee's ordinary hours, not including emergency duty, the base period of overtime payment for such work will be calculated as if the employee had worked for four hours. when determining whether a period is continuous with ordinary hours, meal breaks should not be regarded as breaking continuity. page 23 of 53 140. 141. overtime payments will be calculated as follows: 
safe-work-australia-enterprise-agreement-2019-2022.txt1226overtimehours on any given day is entitled to overtime payment, or where agreed, equivalent flex time. if the employee receives payment of overtime in their salary, this is instead of, not in addition to, an accrual of flex credits for the purposes of flex time. 139. where a period of overtime is not continuous with the employee's ordinary hours, not including emergency duty, the base period of overtime payment for such work will be calculated as if the employee had worked for four hours. when determining whether a period is continuous with ordinary hours, meal breaks should not be regarded as breaking continuity. page 23 of 53 140. 141. overtime payments will be calculated as follows:  monday to saturday: one and a half times the employee’s hourly rate for the first three hours each day and double the hourly rate thereafter.  sunday: double the employee’s hourly rate. 
safe-work-australia-enterprise-agreement-2019-2022.txt1227overtimetime. if the employee receives payment of overtime in their salary, this is instead of, not in addition to, an accrual of flex credits for the purposes of flex time. 139. where a period of overtime is not continuous with the employee's ordinary hours, not including emergency duty, the base period of overtime payment for such work will be calculated as if the employee had worked for four hours. when determining whether a period is continuous with ordinary hours, meal breaks should not be regarded as breaking continuity. page 23 of 53 140. 141. overtime payments will be calculated as follows:  monday to saturday: one and a half times the employee’s hourly rate for the first three hours each day and double the hourly rate thereafter.  sunday: double the employee’s hourly rate.  public holiday: two and a half times the employee’s hourly rate.
safe-work-australia-enterprise-agreement-2019-2022.txt1232overtimewhere a period of overtime is not continuous with the employee's ordinary hours, not including emergency duty, the base period of overtime payment for such work will be calculated as if the employee had worked for four hours. when determining whether a period is continuous with ordinary hours, meal breaks should not be regarded as breaking continuity. page 23 of 53 140. 141. overtime payments will be calculated as follows:  monday to saturday: one and a half times the employee’s hourly rate for the first three hours each day and double the hourly rate thereafter.  sunday: double the employee’s hourly rate.  public holiday: two and a half times the employee’s hourly rate. for employees at or below the aps 6 classification, agreed flex time in lieu of overtime may be taken as follows: combination - where the employee and the chief executive officer agree, flex time on an “hour for hour” basis with an entitlement to a residual payment (for
safe-work-australia-enterprise-agreement-2019-2022.txt1233overtimeincluding emergency duty, the base period of overtime payment for such work will be calculated as if the employee had worked for four hours. when determining whether a period is continuous with ordinary hours, meal breaks should not be regarded as breaking continuity. page 23 of 53 140. 141. overtime payments will be calculated as follows:  monday to saturday: one and a half times the employee’s hourly rate for the first three hours each day and double the hourly rate thereafter.  sunday: double the employee’s hourly rate.  public holiday: two and a half times the employee’s hourly rate. for employees at or below the aps 6 classification, agreed flex time in lieu of overtime may be taken as follows: combination - where the employee and the chief executive officer agree, flex time on an “hour for hour” basis with an entitlement to a residual payment (for example - three hours' time off plus three hours pay at half the employees’
safe-work-australia-enterprise-agreement-2019-2022.txt1244overtimeovertime payments will be calculated as follows:  monday to saturday: one and a half times the employee’s hourly rate for the first three hours each day and double the hourly rate thereafter.  sunday: double the employee’s hourly rate.  public holiday: two and a half times the employee’s hourly rate. for employees at or below the aps 6 classification, agreed flex time in lieu of overtime may be taken as follows: combination - where the employee and the chief executive officer agree, flex time on an “hour for hour” basis with an entitlement to a residual payment (for example - three hours' time off plus three hours pay at half the employees’ hourly rate, instead of three hours overtime at time and a half); or flex time only - on an overtime rate basis (for example, four and a half hours' flex time instead of three hours overtime payment at time and a half). 142. where flex time has been agreed instead of overtime payment and the employee has not been granted flex leave in four weeks or another agreed period, due to operational requirements, payment of the overtime entitlement will be made. 143.
safe-work-australia-enterprise-agreement-2019-2022.txt1258overtimefor employees at or below the aps 6 classification, agreed flex time in lieu of overtime may be taken as follows: combination - where the employee and the chief executive officer agree, flex time on an “hour for hour” basis with an entitlement to a residual payment (for example - three hours' time off plus three hours pay at half the employees’ hourly rate, instead of three hours overtime at time and a half); or flex time only - on an overtime rate basis (for example, four and a half hours' flex time instead of three hours overtime payment at time and a half). 142. where flex time has been agreed instead of overtime payment and the employee has not been granted flex leave in four weeks or another agreed period, due to operational requirements, payment of the overtime entitlement will be made. 143. executive level employees will only be entitled to receive overtime in special circumstances and with the approval of the chief executive officer. the employee may be compensated for additional hours worked in the form of toil but there is no entitlement to compensation on an hour-for-hour basis. overtime meal allowance 144. where an employee at or below the aps 6 classification is directed to work at least three hours outside the standard day or in excess of their ordinary hours they will receive a meal allowance of $27.50. where such an employee works a further five hours on a saturday, sunday or public holiday, they will receive an additional meal allowance of $27.50. overtime meal allowance is payable regardless of whether the directed overtime is
safe-work-australia-enterprise-agreement-2019-2022.txt1263overtimehourly rate, instead of three hours overtime at time and a half); or flex time only - on an overtime rate basis (for example, four and a half hours' flex time instead of three hours overtime payment at time and a half). 142. where flex time has been agreed instead of overtime payment and the employee has not been granted flex leave in four weeks or another agreed period, due to operational requirements, payment of the overtime entitlement will be made. 143. executive level employees will only be entitled to receive overtime in special circumstances and with the approval of the chief executive officer. the employee may be compensated for additional hours worked in the form of toil but there is no entitlement to compensation on an hour-for-hour basis. overtime meal allowance 144. where an employee at or below the aps 6 classification is directed to work at least three hours outside the standard day or in excess of their ordinary hours they will receive a meal allowance of $27.50. where such an employee works a further five hours on a saturday, sunday or public holiday, they will receive an additional meal allowance of $27.50. overtime meal allowance is payable regardless of whether the directed overtime is compensated as paid overtime or as flex time at overtime rates. 145. where special circumstances exist and an executive level employee is entitled to paid
safe-work-australia-enterprise-agreement-2019-2022.txt1264overtimeflex time only - on an overtime rate basis (for example, four and a half hours' flex time instead of three hours overtime payment at time and a half). 142. where flex time has been agreed instead of overtime payment and the employee has not been granted flex leave in four weeks or another agreed period, due to operational requirements, payment of the overtime entitlement will be made. 143. executive level employees will only be entitled to receive overtime in special circumstances and with the approval of the chief executive officer. the employee may be compensated for additional hours worked in the form of toil but there is no entitlement to compensation on an hour-for-hour basis. overtime meal allowance 144. where an employee at or below the aps 6 classification is directed to work at least three hours outside the standard day or in excess of their ordinary hours they will receive a meal allowance of $27.50. where such an employee works a further five hours on a saturday, sunday or public holiday, they will receive an additional meal allowance of $27.50. overtime meal allowance is payable regardless of whether the directed overtime is compensated as paid overtime or as flex time at overtime rates. 145. where special circumstances exist and an executive level employee is entitled to paid overtime, they may also receive a meal allowance of $27.50 but only where they have been
safe-work-australia-enterprise-agreement-2019-2022.txt1265overtimeflex time instead of three hours overtime payment at time and a half). 142. where flex time has been agreed instead of overtime payment and the employee has not been granted flex leave in four weeks or another agreed period, due to operational requirements, payment of the overtime entitlement will be made. 143. executive level employees will only be entitled to receive overtime in special circumstances and with the approval of the chief executive officer. the employee may be compensated for additional hours worked in the form of toil but there is no entitlement to compensation on an hour-for-hour basis. overtime meal allowance 144. where an employee at or below the aps 6 classification is directed to work at least three hours outside the standard day or in excess of their ordinary hours they will receive a meal allowance of $27.50. where such an employee works a further five hours on a saturday, sunday or public holiday, they will receive an additional meal allowance of $27.50. overtime meal allowance is payable regardless of whether the directed overtime is compensated as paid overtime or as flex time at overtime rates. 145. where special circumstances exist and an executive level employee is entitled to paid overtime, they may also receive a meal allowance of $27.50 but only where they have been directed to work at least three continuous additional hours outside their ordinary hours.
safe-work-australia-enterprise-agreement-2019-2022.txt1269overtimewhere flex time has been agreed instead of overtime payment and the employee has not been granted flex leave in four weeks or another agreed period, due to operational requirements, payment of the overtime entitlement will be made. 143. executive level employees will only be entitled to receive overtime in special circumstances and with the approval of the chief executive officer. the employee may be compensated for additional hours worked in the form of toil but there is no entitlement to compensation on an hour-for-hour basis. overtime meal allowance 144. where an employee at or below the aps 6 classification is directed to work at least three hours outside the standard day or in excess of their ordinary hours they will receive a meal allowance of $27.50. where such an employee works a further five hours on a saturday, sunday or public holiday, they will receive an additional meal allowance of $27.50. overtime meal allowance is payable regardless of whether the directed overtime is compensated as paid overtime or as flex time at overtime rates. 145. where special circumstances exist and an executive level employee is entitled to paid overtime, they may also receive a meal allowance of $27.50 but only where they have been directed to work at least three continuous additional hours outside their ordinary hours. where an executive level employee is supervising employees on overtime who are entitled to the payment of a meal allowance, the executive level employee will also be entitled to the payment of a meal allowance.
safe-work-australia-enterprise-agreement-2019-2022.txt1271overtimerequirements, payment of the overtime entitlement will be made. 143. executive level employees will only be entitled to receive overtime in special circumstances and with the approval of the chief executive officer. the employee may be compensated for additional hours worked in the form of toil but there is no entitlement to compensation on an hour-for-hour basis. overtime meal allowance 144. where an employee at or below the aps 6 classification is directed to work at least three hours outside the standard day or in excess of their ordinary hours they will receive a meal allowance of $27.50. where such an employee works a further five hours on a saturday, sunday or public holiday, they will receive an additional meal allowance of $27.50. overtime meal allowance is payable regardless of whether the directed overtime is compensated as paid overtime or as flex time at overtime rates. 145. where special circumstances exist and an executive level employee is entitled to paid overtime, they may also receive a meal allowance of $27.50 but only where they have been directed to work at least three continuous additional hours outside their ordinary hours. where an executive level employee is supervising employees on overtime who are entitled to the payment of a meal allowance, the executive level employee will also be entitled to the payment of a meal allowance. working from home or another location 146.
safe-work-australia-enterprise-agreement-2019-2022.txt1275overtimeexecutive level employees will only be entitled to receive overtime in special circumstances and with the approval of the chief executive officer. the employee may be compensated for additional hours worked in the form of toil but there is no entitlement to compensation on an hour-for-hour basis. overtime meal allowance 144. where an employee at or below the aps 6 classification is directed to work at least three hours outside the standard day or in excess of their ordinary hours they will receive a meal allowance of $27.50. where such an employee works a further five hours on a saturday, sunday or public holiday, they will receive an additional meal allowance of $27.50. overtime meal allowance is payable regardless of whether the directed overtime is compensated as paid overtime or as flex time at overtime rates. 145. where special circumstances exist and an executive level employee is entitled to paid overtime, they may also receive a meal allowance of $27.50 but only where they have been directed to work at least three continuous additional hours outside their ordinary hours. where an executive level employee is supervising employees on overtime who are entitled to the payment of a meal allowance, the executive level employee will also be entitled to the payment of a meal allowance. working from home or another location 146. the chief executive officer may approve an employee working from home or another location.
safe-work-australia-enterprise-agreement-2019-2022.txt1280overtimeovertime meal allowance 144. where an employee at or below the aps 6 classification is directed to work at least three hours outside the standard day or in excess of their ordinary hours they will receive a meal allowance of $27.50. where such an employee works a further five hours on a saturday, sunday or public holiday, they will receive an additional meal allowance of $27.50. overtime meal allowance is payable regardless of whether the directed overtime is compensated as paid overtime or as flex time at overtime rates. 145. where special circumstances exist and an executive level employee is entitled to paid overtime, they may also receive a meal allowance of $27.50 but only where they have been directed to work at least three continuous additional hours outside their ordinary hours. where an executive level employee is supervising employees on overtime who are entitled to the payment of a meal allowance, the executive level employee will also be entitled to the payment of a meal allowance. working from home or another location 146. the chief executive officer may approve an employee working from home or another location. 147. where an employee has a regular approved working from home arrangement, assistance to maintain home based it equipment and internet access may be approved by the chief executive officer, up to a maximum value of $3,000 per annum.
safe-work-australia-enterprise-agreement-2019-2022.txt1287overtimeovertime meal allowance is payable regardless of whether the directed overtime is compensated as paid overtime or as flex time at overtime rates. 145. where special circumstances exist and an executive level employee is entitled to paid overtime, they may also receive a meal allowance of $27.50 but only where they have been directed to work at least three continuous additional hours outside their ordinary hours. where an executive level employee is supervising employees on overtime who are entitled to the payment of a meal allowance, the executive level employee will also be entitled to the payment of a meal allowance. working from home or another location 146. the chief executive officer may approve an employee working from home or another location. 147. where an employee has a regular approved working from home arrangement, assistance to maintain home based it equipment and internet access may be approved by the chief executive officer, up to a maximum value of $3,000 per annum. page 24 of 53 workplace health and wellbeing 148. the agency will have a health and wellbeing strategy.
safe-work-australia-enterprise-agreement-2019-2022.txt1288overtimecompensated as paid overtime or as flex time at overtime rates. 145. where special circumstances exist and an executive level employee is entitled to paid overtime, they may also receive a meal allowance of $27.50 but only where they have been directed to work at least three continuous additional hours outside their ordinary hours. where an executive level employee is supervising employees on overtime who are entitled to the payment of a meal allowance, the executive level employee will also be entitled to the payment of a meal allowance. working from home or another location 146. the chief executive officer may approve an employee working from home or another location. 147. where an employee has a regular approved working from home arrangement, assistance to maintain home based it equipment and internet access may be approved by the chief executive officer, up to a maximum value of $3,000 per annum. page 24 of 53 workplace health and wellbeing 148. the agency will have a health and wellbeing strategy.
safe-work-australia-enterprise-agreement-2019-2022.txt1293overtimeovertime, they may also receive a meal allowance of $27.50 but only where they have been directed to work at least three continuous additional hours outside their ordinary hours. where an executive level employee is supervising employees on overtime who are entitled to the payment of a meal allowance, the executive level employee will also be entitled to the payment of a meal allowance. working from home or another location 146. the chief executive officer may approve an employee working from home or another location. 147. where an employee has a regular approved working from home arrangement, assistance to maintain home based it equipment and internet access may be approved by the chief executive officer, up to a maximum value of $3,000 per annum. page 24 of 53 workplace health and wellbeing 148. the agency will have a health and wellbeing strategy. emergency duty and additional childcare costs 149. the chief executive officer may direct an employee who has worked their ordinary hours and ceased duty on a given day to return to duty. this is known as emergency duty.
safe-work-australia-enterprise-agreement-2019-2022.txt1295overtimewhere an executive level employee is supervising employees on overtime who are entitled to the payment of a meal allowance, the executive level employee will also be entitled to the payment of a meal allowance. working from home or another location 146. the chief executive officer may approve an employee working from home or another location. 147. where an employee has a regular approved working from home arrangement, assistance to maintain home based it equipment and internet access may be approved by the chief executive officer, up to a maximum value of $3,000 per annum. page 24 of 53 workplace health and wellbeing 148. the agency will have a health and wellbeing strategy. emergency duty and additional childcare costs 149. the chief executive officer may direct an employee who has worked their ordinary hours and ceased duty on a given day to return to duty. this is known as emergency duty. 150.
safe-work-australia-enterprise-agreement-2019-2022.txt1313health and wellbeingworkplace health and wellbeing 148. the agency will have a health and wellbeing strategy. emergency duty and additional childcare costs 149. the chief executive officer may direct an employee who has worked their ordinary hours and ceased duty on a given day to return to duty. this is known as emergency duty. 150. an employee engaged at or below the aps 6 classification who undertakes emergency duty and who has not received overtime under clause 139 or 140, will be entitled to a base payment of two hours (which includes reasonable travel time) at double the hourly rate. an executive level employee who undertakes emergency duty will be entitled to a base payment of two hours (which includes reasonable travel time) at double the hourly rate in special circumstances with the approval of the chief executive officer. 151. employees who undertake emergency duty are also entitled to reimbursement for child care costs where those costs are incurred as a necessary consequence of undertaking emergency duty and could not reasonably have been avoided by the employee. christmas closedown 152. the agency will close its normal operations from 12:30 pm on the last working day before
safe-work-australia-enterprise-agreement-2019-2022.txt1316health and wellbeingthe agency will have a health and wellbeing strategy. emergency duty and additional childcare costs 149. the chief executive officer may direct an employee who has worked their ordinary hours and ceased duty on a given day to return to duty. this is known as emergency duty. 150. an employee engaged at or below the aps 6 classification who undertakes emergency duty and who has not received overtime under clause 139 or 140, will be entitled to a base payment of two hours (which includes reasonable travel time) at double the hourly rate. an executive level employee who undertakes emergency duty will be entitled to a base payment of two hours (which includes reasonable travel time) at double the hourly rate in special circumstances with the approval of the chief executive officer. 151. employees who undertake emergency duty are also entitled to reimbursement for child care costs where those costs are incurred as a necessary consequence of undertaking emergency duty and could not reasonably have been avoided by the employee. christmas closedown 152. the agency will close its normal operations from 12:30 pm on the last working day before christmas day with operations resuming on the first working day following the first day of january; this is christmas closedown.
safe-work-australia-enterprise-agreement-2019-2022.txt1327overtimeduty and who has not received overtime under clause 139 or 140, will be entitled to a base payment of two hours (which includes reasonable travel time) at double the hourly rate. an executive level employee who undertakes emergency duty will be entitled to a base payment of two hours (which includes reasonable travel time) at double the hourly rate in special circumstances with the approval of the chief executive officer. 151. employees who undertake emergency duty are also entitled to reimbursement for child care costs where those costs are incurred as a necessary consequence of undertaking emergency duty and could not reasonably have been avoided by the employee. christmas closedown 152. the agency will close its normal operations from 12:30 pm on the last working day before christmas day with operations resuming on the first working day following the first day of january; this is christmas closedown. 153. an employee is not required to work during christmas closedown, unless directed otherwise by the chief executive officer. 154. payment for absences on working days during christmas closedown will be made in accordance with employees’ ordinary hours, unless the employee is absent on long service leave or maternity leave. in that case, payment for christmas closedown will be in accordance with the entitlement, if any, for that form of leave
safe-work-australia-enterprise-agreement-2019-2022.txt1328travelpayment of two hours (which includes reasonable travel time) at double the hourly rate. an executive level employee who undertakes emergency duty will be entitled to a base payment of two hours (which includes reasonable travel time) at double the hourly rate in special circumstances with the approval of the chief executive officer. 151. employees who undertake emergency duty are also entitled to reimbursement for child care costs where those costs are incurred as a necessary consequence of undertaking emergency duty and could not reasonably have been avoided by the employee. christmas closedown 152. the agency will close its normal operations from 12:30 pm on the last working day before christmas day with operations resuming on the first working day following the first day of january; this is christmas closedown. 153. an employee is not required to work during christmas closedown, unless directed otherwise by the chief executive officer. 154. payment for absences on working days during christmas closedown will be made in accordance with employees’ ordinary hours, unless the employee is absent on long service leave or maternity leave. in that case, payment for christmas closedown will be in accordance with the entitlement, if any, for that form of leave
safe-work-australia-enterprise-agreement-2019-2022.txt1330travelpayment of two hours (which includes reasonable travel time) at double the hourly rate in special circumstances with the approval of the chief executive officer. 151. employees who undertake emergency duty are also entitled to reimbursement for child care costs where those costs are incurred as a necessary consequence of undertaking emergency duty and could not reasonably have been avoided by the employee. christmas closedown 152. the agency will close its normal operations from 12:30 pm on the last working day before christmas day with operations resuming on the first working day following the first day of january; this is christmas closedown. 153. an employee is not required to work during christmas closedown, unless directed otherwise by the chief executive officer. 154. payment for absences on working days during christmas closedown will be made in accordance with employees’ ordinary hours, unless the employee is absent on long service leave or maternity leave. in that case, payment for christmas closedown will be in accordance with the entitlement, if any, for that form of leave 155.
safe-work-australia-enterprise-agreement-2019-2022.txt1355maternity leaveservice leave or maternity leave. in that case, payment for christmas closedown will be in accordance with the entitlement, if any, for that form of leave 155. with the exception of long service leave and maternity leave, there will be no deduction from leave credits during christmas closedown. 156. if an employee is directed by the chief executive officer to work during christmas closedown, they will entitled to overtime, or where agreed, equivalent flex time for those working hours, or if they are an executive level employee, toil on an hour-for-hour basis. 157. an absence during christmas closedown by an employee who would normally be working their ordinary hours will count as service for all purposes. public holidays 158. employees are entitled to the following public holidays: new year's day (1 january) australia day (26 january) good friday page 25 of 53 easter monday
safe-work-australia-enterprise-agreement-2019-2022.txt1360maternity leavewith the exception of long service leave and maternity leave, there will be no deduction from leave credits during christmas closedown. 156. if an employee is directed by the chief executive officer to work during christmas closedown, they will entitled to overtime, or where agreed, equivalent flex time for those working hours, or if they are an executive level employee, toil on an hour-for-hour basis. 157. an absence during christmas closedown by an employee who would normally be working their ordinary hours will count as service for all purposes. public holidays 158. employees are entitled to the following public holidays: new year's day (1 january) australia day (26 january) good friday page 25 of 53 easter monday anzac day (25 april) the queen's birthday holiday (on the day which it is celebrated in a state or territory or region of a state or territory) christmas day (25 december) boxing day (26 december), and
safe-work-australia-enterprise-agreement-2019-2022.txt1360long service leavewith the exception of long service leave and maternity leave, there will be no deduction from leave credits during christmas closedown. 156. if an employee is directed by the chief executive officer to work during christmas closedown, they will entitled to overtime, or where agreed, equivalent flex time for those working hours, or if they are an executive level employee, toil on an hour-for-hour basis. 157. an absence during christmas closedown by an employee who would normally be working their ordinary hours will count as service for all purposes. public holidays 158. employees are entitled to the following public holidays: new year's day (1 january) australia day (26 january) good friday page 25 of 53 easter monday anzac day (25 april) the queen's birthday holiday (on the day which it is celebrated in a state or territory or region of a state or territory) christmas day (25 december) boxing day (26 december), and
safe-work-australia-enterprise-agreement-2019-2022.txt1366overtimeclosedown, they will entitled to overtime, or where agreed, equivalent flex time for those working hours, or if they are an executive level employee, toil on an hour-for-hour basis. 157. an absence during christmas closedown by an employee who would normally be working their ordinary hours will count as service for all purposes. public holidays 158. employees are entitled to the following public holidays: new year's day (1 january) australia day (26 january) good friday page 25 of 53 easter monday anzac day (25 april) the queen's birthday holiday (on the day which it is celebrated in a state or territory or region of a state or territory) christmas day (25 december) boxing day (26 december), and any other day, or part-day, declared or prescribed by or under a law of a state or territory to be observed generally within the state or territory, or a region of the state or territory, as a public holiday, other than a day, or part-day, or a kind of day or part-day, that is excluded by the fair work regulations as counting as a public holiday. 159.
safe-work-australia-enterprise-agreement-2019-2022.txt1420travelpart e - travel 163. an employee must have prior approval from the chief executive officer to undertake travel for official business and to commit expenditure in relation to that travel. 164. for more information, refer to the safe work australia travel policy. recognition of travel time 165. an employee travelling for official business is entitled to have travel time recognised as ordinary hours. 166. the chief executive officer may approve the adjustment of the bandwidth to another 12 hour period for the purposes of recognising travel time as ordinary hours (e.g. 5:00 am – 5:00 pm). for the purposes of this part, bandwidth means the bandwidth in appendix a or another bandwidth approved by the chief executive officer under this clause. 167. for employees at or below the aps 6 classification, travel for official business undertaken during the bandwidth may be recorded as flex time, subject to any directions from the chief executive officer as to how travel time is recorded. 168.
safe-work-australia-enterprise-agreement-2019-2022.txt1423travelan employee must have prior approval from the chief executive officer to undertake travel for official business and to commit expenditure in relation to that travel. 164. for more information, refer to the safe work australia travel policy. recognition of travel time 165. an employee travelling for official business is entitled to have travel time recognised as ordinary hours. 166. the chief executive officer may approve the adjustment of the bandwidth to another 12 hour period for the purposes of recognising travel time as ordinary hours (e.g. 5:00 am – 5:00 pm). for the purposes of this part, bandwidth means the bandwidth in appendix a or another bandwidth approved by the chief executive officer under this clause. 167. for employees at or below the aps 6 classification, travel for official business undertaken during the bandwidth may be recorded as flex time, subject to any directions from the chief executive officer as to how travel time is recorded. 168. travel time will not be paid as overtime.
safe-work-australia-enterprise-agreement-2019-2022.txt1424travelfor official business and to commit expenditure in relation to that travel. 164. for more information, refer to the safe work australia travel policy. recognition of travel time 165. an employee travelling for official business is entitled to have travel time recognised as ordinary hours. 166. the chief executive officer may approve the adjustment of the bandwidth to another 12 hour period for the purposes of recognising travel time as ordinary hours (e.g. 5:00 am – 5:00 pm). for the purposes of this part, bandwidth means the bandwidth in appendix a or another bandwidth approved by the chief executive officer under this clause. 167. for employees at or below the aps 6 classification, travel for official business undertaken during the bandwidth may be recorded as flex time, subject to any directions from the chief executive officer as to how travel time is recorded. 168. travel time will not be paid as overtime. part day travel allowance
safe-work-australia-enterprise-agreement-2019-2022.txt1428travelfor more information, refer to the safe work australia travel policy. recognition of travel time 165. an employee travelling for official business is entitled to have travel time recognised as ordinary hours. 166. the chief executive officer may approve the adjustment of the bandwidth to another 12 hour period for the purposes of recognising travel time as ordinary hours (e.g. 5:00 am – 5:00 pm). for the purposes of this part, bandwidth means the bandwidth in appendix a or another bandwidth approved by the chief executive officer under this clause. 167. for employees at or below the aps 6 classification, travel for official business undertaken during the bandwidth may be recorded as flex time, subject to any directions from the chief executive officer as to how travel time is recorded. 168. travel time will not be paid as overtime. part day travel allowance 169. where an employee is required to travel for official business for a period of 10 hours or more but no overnight stay, the employee will be entitled to a part day travel allowance of
safe-work-australia-enterprise-agreement-2019-2022.txt1430travelrecognition of travel time 165. an employee travelling for official business is entitled to have travel time recognised as ordinary hours. 166. the chief executive officer may approve the adjustment of the bandwidth to another 12 hour period for the purposes of recognising travel time as ordinary hours (e.g. 5:00 am – 5:00 pm). for the purposes of this part, bandwidth means the bandwidth in appendix a or another bandwidth approved by the chief executive officer under this clause. 167. for employees at or below the aps 6 classification, travel for official business undertaken during the bandwidth may be recorded as flex time, subject to any directions from the chief executive officer as to how travel time is recorded. 168. travel time will not be paid as overtime. part day travel allowance 169. where an employee is required to travel for official business for a period of 10 hours or more but no overnight stay, the employee will be entitled to a part day travel allowance of $44.
safe-work-australia-enterprise-agreement-2019-2022.txt1430recognition of travel timerecognition of travel time 165. an employee travelling for official business is entitled to have travel time recognised as ordinary hours. 166. the chief executive officer may approve the adjustment of the bandwidth to another 12 hour period for the purposes of recognising travel time as ordinary hours (e.g. 5:00 am – 5:00 pm). for the purposes of this part, bandwidth means the bandwidth in appendix a or another bandwidth approved by the chief executive officer under this clause. 167. for employees at or below the aps 6 classification, travel for official business undertaken during the bandwidth may be recorded as flex time, subject to any directions from the chief executive officer as to how travel time is recorded. 168. travel time will not be paid as overtime. part day travel allowance 169. where an employee is required to travel for official business for a period of 10 hours or more but no overnight stay, the employee will be entitled to a part day travel allowance of $44.
safe-work-australia-enterprise-agreement-2019-2022.txt1433travelan employee travelling for official business is entitled to have travel time recognised as ordinary hours. 166. the chief executive officer may approve the adjustment of the bandwidth to another 12 hour period for the purposes of recognising travel time as ordinary hours (e.g. 5:00 am – 5:00 pm). for the purposes of this part, bandwidth means the bandwidth in appendix a or another bandwidth approved by the chief executive officer under this clause. 167. for employees at or below the aps 6 classification, travel for official business undertaken during the bandwidth may be recorded as flex time, subject to any directions from the chief executive officer as to how travel time is recorded. 168. travel time will not be paid as overtime. part day travel allowance 169. where an employee is required to travel for official business for a period of 10 hours or more but no overnight stay, the employee will be entitled to a part day travel allowance of $44. travel expenditure 170.
safe-work-australia-enterprise-agreement-2019-2022.txt1438bandwidththe chief executive officer may approve the adjustment of the bandwidth to another 12 hour period for the purposes of recognising travel time as ordinary hours (e.g. 5:00 am – 5:00 pm). for the purposes of this part, bandwidth means the bandwidth in appendix a or another bandwidth approved by the chief executive officer under this clause. 167. for employees at or below the aps 6 classification, travel for official business undertaken during the bandwidth may be recorded as flex time, subject to any directions from the chief executive officer as to how travel time is recorded. 168. travel time will not be paid as overtime. part day travel allowance 169. where an employee is required to travel for official business for a period of 10 hours or more but no overnight stay, the employee will be entitled to a part day travel allowance of $44. travel expenditure 170. an employee who undertakes travel for official business and is required to be away from home overnight will have travel expenses met, and travel allowances paid, up to the indicative daily cap set out in the safe work australia travel policy. 171.
safe-work-australia-enterprise-agreement-2019-2022.txt1439travelhour period for the purposes of recognising travel time as ordinary hours (e.g. 5:00 am – 5:00 pm). for the purposes of this part, bandwidth means the bandwidth in appendix a or another bandwidth approved by the chief executive officer under this clause. 167. for employees at or below the aps 6 classification, travel for official business undertaken during the bandwidth may be recorded as flex time, subject to any directions from the chief executive officer as to how travel time is recorded. 168. travel time will not be paid as overtime. part day travel allowance 169. where an employee is required to travel for official business for a period of 10 hours or more but no overnight stay, the employee will be entitled to a part day travel allowance of $44. travel expenditure 170. an employee who undertakes travel for official business and is required to be away from home overnight will have travel expenses met, and travel allowances paid, up to the indicative daily cap set out in the safe work australia travel policy. 171.
safe-work-australia-enterprise-agreement-2019-2022.txt1440bandwidth5:00 pm). for the purposes of this part, bandwidth means the bandwidth in appendix a or another bandwidth approved by the chief executive officer under this clause. 167. for employees at or below the aps 6 classification, travel for official business undertaken during the bandwidth may be recorded as flex time, subject to any directions from the chief executive officer as to how travel time is recorded. 168. travel time will not be paid as overtime. part day travel allowance 169. where an employee is required to travel for official business for a period of 10 hours or more but no overnight stay, the employee will be entitled to a part day travel allowance of $44. travel expenditure 170. an employee who undertakes travel for official business and is required to be away from home overnight will have travel expenses met, and travel allowances paid, up to the indicative daily cap set out in the safe work australia travel policy. 171. the chief executive officer may approve the payment or reimbursement for expenditure
safe-work-australia-enterprise-agreement-2019-2022.txt1441bandwidthanother bandwidth approved by the chief executive officer under this clause. 167. for employees at or below the aps 6 classification, travel for official business undertaken during the bandwidth may be recorded as flex time, subject to any directions from the chief executive officer as to how travel time is recorded. 168. travel time will not be paid as overtime. part day travel allowance 169. where an employee is required to travel for official business for a period of 10 hours or more but no overnight stay, the employee will be entitled to a part day travel allowance of $44. travel expenditure 170. an employee who undertakes travel for official business and is required to be away from home overnight will have travel expenses met, and travel allowances paid, up to the indicative daily cap set out in the safe work australia travel policy. 171. the chief executive officer may approve the payment or reimbursement for expenditure incurred in excess of the indicative daily cap.
safe-work-australia-enterprise-agreement-2019-2022.txt1445travelfor employees at or below the aps 6 classification, travel for official business undertaken during the bandwidth may be recorded as flex time, subject to any directions from the chief executive officer as to how travel time is recorded. 168. travel time will not be paid as overtime. part day travel allowance 169. where an employee is required to travel for official business for a period of 10 hours or more but no overnight stay, the employee will be entitled to a part day travel allowance of $44. travel expenditure 170. an employee who undertakes travel for official business and is required to be away from home overnight will have travel expenses met, and travel allowances paid, up to the indicative daily cap set out in the safe work australia travel policy. 171. the chief executive officer may approve the payment or reimbursement for expenditure incurred in excess of the indicative daily cap. non-commercial accommodation allowance 172.
safe-work-australia-enterprise-agreement-2019-2022.txt1446bandwidthduring the bandwidth may be recorded as flex time, subject to any directions from the chief executive officer as to how travel time is recorded. 168. travel time will not be paid as overtime. part day travel allowance 169. where an employee is required to travel for official business for a period of 10 hours or more but no overnight stay, the employee will be entitled to a part day travel allowance of $44. travel expenditure 170. an employee who undertakes travel for official business and is required to be away from home overnight will have travel expenses met, and travel allowances paid, up to the indicative daily cap set out in the safe work australia travel policy. 171. the chief executive officer may approve the payment or reimbursement for expenditure incurred in excess of the indicative daily cap. non-commercial accommodation allowance 172. where an employee is required to be away from home overnight and chooses to stay in
safe-work-australia-enterprise-agreement-2019-2022.txt1447travelchief executive officer as to how travel time is recorded. 168. travel time will not be paid as overtime. part day travel allowance 169. where an employee is required to travel for official business for a period of 10 hours or more but no overnight stay, the employee will be entitled to a part day travel allowance of $44. travel expenditure 170. an employee who undertakes travel for official business and is required to be away from home overnight will have travel expenses met, and travel allowances paid, up to the indicative daily cap set out in the safe work australia travel policy. 171. the chief executive officer may approve the payment or reimbursement for expenditure incurred in excess of the indicative daily cap. non-commercial accommodation allowance 172. where an employee is required to be away from home overnight and chooses to stay in non-commercial accommodation, the employee may access a non-commercial
safe-work-australia-enterprise-agreement-2019-2022.txt1451traveltravel time will not be paid as overtime. part day travel allowance 169. where an employee is required to travel for official business for a period of 10 hours or more but no overnight stay, the employee will be entitled to a part day travel allowance of $44. travel expenditure 170. an employee who undertakes travel for official business and is required to be away from home overnight will have travel expenses met, and travel allowances paid, up to the indicative daily cap set out in the safe work australia travel policy. 171. the chief executive officer may approve the payment or reimbursement for expenditure incurred in excess of the indicative daily cap. non-commercial accommodation allowance 172. where an employee is required to be away from home overnight and chooses to stay in non-commercial accommodation, the employee may access a non-commercial accommodation allowance of up to $60 per night. no other amount for accommodation will be paid or reimbursed by the agency. motor vehicle allowance
safe-work-australia-enterprise-agreement-2019-2022.txt1451overtimetravel time will not be paid as overtime. part day travel allowance 169. where an employee is required to travel for official business for a period of 10 hours or more but no overnight stay, the employee will be entitled to a part day travel allowance of $44. travel expenditure 170. an employee who undertakes travel for official business and is required to be away from home overnight will have travel expenses met, and travel allowances paid, up to the indicative daily cap set out in the safe work australia travel policy. 171. the chief executive officer may approve the payment or reimbursement for expenditure incurred in excess of the indicative daily cap. non-commercial accommodation allowance 172. where an employee is required to be away from home overnight and chooses to stay in non-commercial accommodation, the employee may access a non-commercial accommodation allowance of up to $60 per night. no other amount for accommodation will be paid or reimbursed by the agency. motor vehicle allowance
safe-work-australia-enterprise-agreement-2019-2022.txt1453travelpart day travel allowance 169. where an employee is required to travel for official business for a period of 10 hours or more but no overnight stay, the employee will be entitled to a part day travel allowance of $44. travel expenditure 170. an employee who undertakes travel for official business and is required to be away from home overnight will have travel expenses met, and travel allowances paid, up to the indicative daily cap set out in the safe work australia travel policy. 171. the chief executive officer may approve the payment or reimbursement for expenditure incurred in excess of the indicative daily cap. non-commercial accommodation allowance 172. where an employee is required to be away from home overnight and chooses to stay in non-commercial accommodation, the employee may access a non-commercial accommodation allowance of up to $60 per night. no other amount for accommodation will be paid or reimbursed by the agency. motor vehicle allowance 173.
safe-work-australia-enterprise-agreement-2019-2022.txt1453travel allowancepart day travel allowance 169. where an employee is required to travel for official business for a period of 10 hours or more but no overnight stay, the employee will be entitled to a part day travel allowance of $44. travel expenditure 170. an employee who undertakes travel for official business and is required to be away from home overnight will have travel expenses met, and travel allowances paid, up to the indicative daily cap set out in the safe work australia travel policy. 171. the chief executive officer may approve the payment or reimbursement for expenditure incurred in excess of the indicative daily cap. non-commercial accommodation allowance 172. where an employee is required to be away from home overnight and chooses to stay in non-commercial accommodation, the employee may access a non-commercial accommodation allowance of up to $60 per night. no other amount for accommodation will be paid or reimbursed by the agency. motor vehicle allowance 173.
safe-work-australia-enterprise-agreement-2019-2022.txt1456travelwhere an employee is required to travel for official business for a period of 10 hours or more but no overnight stay, the employee will be entitled to a part day travel allowance of $44. travel expenditure 170. an employee who undertakes travel for official business and is required to be away from home overnight will have travel expenses met, and travel allowances paid, up to the indicative daily cap set out in the safe work australia travel policy. 171. the chief executive officer may approve the payment or reimbursement for expenditure incurred in excess of the indicative daily cap. non-commercial accommodation allowance 172. where an employee is required to be away from home overnight and chooses to stay in non-commercial accommodation, the employee may access a non-commercial accommodation allowance of up to $60 per night. no other amount for accommodation will be paid or reimbursed by the agency. motor vehicle allowance 173. where the chief executive officer authorises an employee to use a private vehicle for official business, the employee is entitled to a motor vehicle allowance, payable in accordance with the relevant australian taxation office determination.
safe-work-australia-enterprise-agreement-2019-2022.txt1457travelmore but no overnight stay, the employee will be entitled to a part day travel allowance of $44. travel expenditure 170. an employee who undertakes travel for official business and is required to be away from home overnight will have travel expenses met, and travel allowances paid, up to the indicative daily cap set out in the safe work australia travel policy. 171. the chief executive officer may approve the payment or reimbursement for expenditure incurred in excess of the indicative daily cap. non-commercial accommodation allowance 172. where an employee is required to be away from home overnight and chooses to stay in non-commercial accommodation, the employee may access a non-commercial accommodation allowance of up to $60 per night. no other amount for accommodation will be paid or reimbursed by the agency. motor vehicle allowance 173. where the chief executive officer authorises an employee to use a private vehicle for official business, the employee is entitled to a motor vehicle allowance, payable in accordance with the relevant australian taxation office determination.
safe-work-australia-enterprise-agreement-2019-2022.txt1457travel allowancemore but no overnight stay, the employee will be entitled to a part day travel allowance of $44. travel expenditure 170. an employee who undertakes travel for official business and is required to be away from home overnight will have travel expenses met, and travel allowances paid, up to the indicative daily cap set out in the safe work australia travel policy. 171. the chief executive officer may approve the payment or reimbursement for expenditure incurred in excess of the indicative daily cap. non-commercial accommodation allowance 172. where an employee is required to be away from home overnight and chooses to stay in non-commercial accommodation, the employee may access a non-commercial accommodation allowance of up to $60 per night. no other amount for accommodation will be paid or reimbursed by the agency. motor vehicle allowance 173. where the chief executive officer authorises an employee to use a private vehicle for official business, the employee is entitled to a motor vehicle allowance, payable in accordance with the relevant australian taxation office determination.
safe-work-australia-enterprise-agreement-2019-2022.txt1460traveltravel expenditure 170. an employee who undertakes travel for official business and is required to be away from home overnight will have travel expenses met, and travel allowances paid, up to the indicative daily cap set out in the safe work australia travel policy. 171. the chief executive officer may approve the payment or reimbursement for expenditure incurred in excess of the indicative daily cap. non-commercial accommodation allowance 172. where an employee is required to be away from home overnight and chooses to stay in non-commercial accommodation, the employee may access a non-commercial accommodation allowance of up to $60 per night. no other amount for accommodation will be paid or reimbursed by the agency. motor vehicle allowance 173. where the chief executive officer authorises an employee to use a private vehicle for official business, the employee is entitled to a motor vehicle allowance, payable in accordance with the relevant australian taxation office determination. page 27 of 53 living away from home allowance
safe-work-australia-enterprise-agreement-2019-2022.txt1463travelan employee who undertakes travel for official business and is required to be away from home overnight will have travel expenses met, and travel allowances paid, up to the indicative daily cap set out in the safe work australia travel policy. 171. the chief executive officer may approve the payment or reimbursement for expenditure incurred in excess of the indicative daily cap. non-commercial accommodation allowance 172. where an employee is required to be away from home overnight and chooses to stay in non-commercial accommodation, the employee may access a non-commercial accommodation allowance of up to $60 per night. no other amount for accommodation will be paid or reimbursed by the agency. motor vehicle allowance 173. where the chief executive officer authorises an employee to use a private vehicle for official business, the employee is entitled to a motor vehicle allowance, payable in accordance with the relevant australian taxation office determination. page 27 of 53 living away from home allowance 174. where an employee, undertaking travel for official business, is required to reside in one
safe-work-australia-enterprise-agreement-2019-2022.txt1464travelhome overnight will have travel expenses met, and travel allowances paid, up to the indicative daily cap set out in the safe work australia travel policy. 171. the chief executive officer may approve the payment or reimbursement for expenditure incurred in excess of the indicative daily cap. non-commercial accommodation allowance 172. where an employee is required to be away from home overnight and chooses to stay in non-commercial accommodation, the employee may access a non-commercial accommodation allowance of up to $60 per night. no other amount for accommodation will be paid or reimbursed by the agency. motor vehicle allowance 173. where the chief executive officer authorises an employee to use a private vehicle for official business, the employee is entitled to a motor vehicle allowance, payable in accordance with the relevant australian taxation office determination. page 27 of 53 living away from home allowance 174. where an employee, undertaking travel for official business, is required to reside in one locality for a period of at least 21 days, the chief executive officer may determine an
safe-work-australia-enterprise-agreement-2019-2022.txt1464travel allowancehome overnight will have travel expenses met, and travel allowances paid, up to the indicative daily cap set out in the safe work australia travel policy. 171. the chief executive officer may approve the payment or reimbursement for expenditure incurred in excess of the indicative daily cap. non-commercial accommodation allowance 172. where an employee is required to be away from home overnight and chooses to stay in non-commercial accommodation, the employee may access a non-commercial accommodation allowance of up to $60 per night. no other amount for accommodation will be paid or reimbursed by the agency. motor vehicle allowance 173. where the chief executive officer authorises an employee to use a private vehicle for official business, the employee is entitled to a motor vehicle allowance, payable in accordance with the relevant australian taxation office determination. page 27 of 53 living away from home allowance 174. where an employee, undertaking travel for official business, is required to reside in one locality for a period of at least 21 days, the chief executive officer may determine an
safe-work-australia-enterprise-agreement-2019-2022.txt1465travelindicative daily cap set out in the safe work australia travel policy. 171. the chief executive officer may approve the payment or reimbursement for expenditure incurred in excess of the indicative daily cap. non-commercial accommodation allowance 172. where an employee is required to be away from home overnight and chooses to stay in non-commercial accommodation, the employee may access a non-commercial accommodation allowance of up to $60 per night. no other amount for accommodation will be paid or reimbursed by the agency. motor vehicle allowance 173. where the chief executive officer authorises an employee to use a private vehicle for official business, the employee is entitled to a motor vehicle allowance, payable in accordance with the relevant australian taxation office determination. page 27 of 53 living away from home allowance 174. where an employee, undertaking travel for official business, is required to reside in one locality for a period of at least 21 days, the chief executive officer may determine an alternative living away from home allowance that is reasonable in the circumstances. trips
safe-work-australia-enterprise-agreement-2019-2022.txt1492travelwhere an employee, undertaking travel for official business, is required to reside in one locality for a period of at least 21 days, the chief executive officer may determine an alternative living away from home allowance that is reasonable in the circumstances. trips home will not be regarded as a break for the purposes of determining whether an employee is residing in one locality for a period of at least 21 days. page 28 of 53 part f - leave annual leave 175. a full-time employee is entitled to four weeks’ paid annual leave for each year of service. 176. annual leave accrues progressively during a year of service according to the employee's ordinary hours, and accumulates from year to year. 177. annual leave may be taken at full or half pay. annual leave including at half pay counts as service for all purposes. where an employee takes leave at half pay, deductions from leave credits will also be halved for the duration of the leave. 178. annual leave may be accessed at any time, subject to operational requirements and the approval of the employee’s manager.
safe-work-australia-enterprise-agreement-2019-2022.txt1750long service leavelong service leave 212. an employee will be entitled to long service leave as provided for in the long service leave act. 213. the minimum period for which long service leave will be granted is seven calendar days at full pay (or 14 days at half pay). long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. miscellaneous leave 214. the chief executive officer may approve miscellaneous leave with full pay, part pay or without pay for a purpose that the chief executive officer considers to be in the interest of the agency or the aps, or where the employee is not otherwise entitled to leave under the national employment standards or this agreement. unpaid miscellaneous leave will not count as service unless the chief executive officer determines otherwise or if required by legislation. page 32 of 53 maternity and parental leave 215. employees are entitled to maternity leave (paid and/or unpaid) in accordance with the maternity leave act. 216.
safe-work-australia-enterprise-agreement-2019-2022.txt1753long service leavean employee will be entitled to long service leave as provided for in the long service leave act. 213. the minimum period for which long service leave will be granted is seven calendar days at full pay (or 14 days at half pay). long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. miscellaneous leave 214. the chief executive officer may approve miscellaneous leave with full pay, part pay or without pay for a purpose that the chief executive officer considers to be in the interest of the agency or the aps, or where the employee is not otherwise entitled to leave under the national employment standards or this agreement. unpaid miscellaneous leave will not count as service unless the chief executive officer determines otherwise or if required by legislation. page 32 of 53 maternity and parental leave 215. employees are entitled to maternity leave (paid and/or unpaid) in accordance with the maternity leave act. 216. an employee who is entitled to paid maternity leave under the maternity leave act is entitled to access an additional four weeks of paid leave immediately following the paid
safe-work-australia-enterprise-agreement-2019-2022.txt1758long service leavethe minimum period for which long service leave will be granted is seven calendar days at full pay (or 14 days at half pay). long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. miscellaneous leave 214. the chief executive officer may approve miscellaneous leave with full pay, part pay or without pay for a purpose that the chief executive officer considers to be in the interest of the agency or the aps, or where the employee is not otherwise entitled to leave under the national employment standards or this agreement. unpaid miscellaneous leave will not count as service unless the chief executive officer determines otherwise or if required by legislation. page 32 of 53 maternity and parental leave 215. employees are entitled to maternity leave (paid and/or unpaid) in accordance with the maternity leave act. 216. an employee who is entitled to paid maternity leave under the maternity leave act is entitled to access an additional four weeks of paid leave immediately following the paid maternity leave. these four weeks will count as service for all purposes. 217. employees, including casual employees with regular and systematic service of at least 12
safe-work-australia-enterprise-agreement-2019-2022.txt1759long service leaveat full pay (or 14 days at half pay). long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. miscellaneous leave 214. the chief executive officer may approve miscellaneous leave with full pay, part pay or without pay for a purpose that the chief executive officer considers to be in the interest of the agency or the aps, or where the employee is not otherwise entitled to leave under the national employment standards or this agreement. unpaid miscellaneous leave will not count as service unless the chief executive officer determines otherwise or if required by legislation. page 32 of 53 maternity and parental leave 215. employees are entitled to maternity leave (paid and/or unpaid) in accordance with the maternity leave act. 216. an employee who is entitled to paid maternity leave under the maternity leave act is entitled to access an additional four weeks of paid leave immediately following the paid maternity leave. these four weeks will count as service for all purposes. 217. employees, including casual employees with regular and systematic service of at least 12 months, are also covered by the parental leave provisions of the fair work act.
safe-work-australia-enterprise-agreement-2019-2022.txt1773parental leavematernity and parental leave 215. employees are entitled to maternity leave (paid and/or unpaid) in accordance with the maternity leave act. 216. an employee who is entitled to paid maternity leave under the maternity leave act is entitled to access an additional four weeks of paid leave immediately following the paid maternity leave. these four weeks will count as service for all purposes. 217. employees, including casual employees with regular and systematic service of at least 12 months, are also covered by the parental leave provisions of the fair work act. 218. an employee who adopts or permanently fosters a child is entitled to up to 12 months of parental leave when that child: is under 16 years has not, or will not have, lived continuously with the employee for a period of six months or more as at the day (or expected day) of placement, and is not (otherwise than because of the adoption) a child of the employee or the employee's partner. 219. an employee who adopts or permanently fosters a child and who is the primary carer of the
safe-work-australia-enterprise-agreement-2019-2022.txt1776maternity leaveemployees are entitled to maternity leave (paid and/or unpaid) in accordance with the maternity leave act. 216. an employee who is entitled to paid maternity leave under the maternity leave act is entitled to access an additional four weeks of paid leave immediately following the paid maternity leave. these four weeks will count as service for all purposes. 217. employees, including casual employees with regular and systematic service of at least 12 months, are also covered by the parental leave provisions of the fair work act. 218. an employee who adopts or permanently fosters a child is entitled to up to 12 months of parental leave when that child: is under 16 years has not, or will not have, lived continuously with the employee for a period of six months or more as at the day (or expected day) of placement, and is not (otherwise than because of the adoption) a child of the employee or the employee's partner. 219. an employee who adopts or permanently fosters a child and who is the primary carer of the child is entitled to up to 16 weeks of paid parental leave, commencing from the day of the placement of the child, provided the employee satisfies the equivalent qualifying service requirements to paid maternity leave under the maternity leave act.
safe-work-australia-enterprise-agreement-2019-2022.txt1777maternity leavematernity leave act. 216. an employee who is entitled to paid maternity leave under the maternity leave act is entitled to access an additional four weeks of paid leave immediately following the paid maternity leave. these four weeks will count as service for all purposes. 217. employees, including casual employees with regular and systematic service of at least 12 months, are also covered by the parental leave provisions of the fair work act. 218. an employee who adopts or permanently fosters a child is entitled to up to 12 months of parental leave when that child: is under 16 years has not, or will not have, lived continuously with the employee for a period of six months or more as at the day (or expected day) of placement, and is not (otherwise than because of the adoption) a child of the employee or the employee's partner. 219. an employee who adopts or permanently fosters a child and who is the primary carer of the child is entitled to up to 16 weeks of paid parental leave, commencing from the day of the placement of the child, provided the employee satisfies the equivalent qualifying service requirements to paid maternity leave under the maternity leave act.
safe-work-australia-enterprise-agreement-2019-2022.txt1781maternity leavean employee who is entitled to paid maternity leave under the maternity leave act is entitled to access an additional four weeks of paid leave immediately following the paid maternity leave. these four weeks will count as service for all purposes. 217. employees, including casual employees with regular and systematic service of at least 12 months, are also covered by the parental leave provisions of the fair work act. 218. an employee who adopts or permanently fosters a child is entitled to up to 12 months of parental leave when that child: is under 16 years has not, or will not have, lived continuously with the employee for a period of six months or more as at the day (or expected day) of placement, and is not (otherwise than because of the adoption) a child of the employee or the employee's partner. 219. an employee who adopts or permanently fosters a child and who is the primary carer of the child is entitled to up to 16 weeks of paid parental leave, commencing from the day of the placement of the child, provided the employee satisfies the equivalent qualifying service requirements to paid maternity leave under the maternity leave act. 220. documentary evidence of approval for adoption or enduring parental responsibilities under formal fostering arrangements must be submitted when applying for parental leave for
safe-work-australia-enterprise-agreement-2019-2022.txt1783maternity leavematernity leave. these four weeks will count as service for all purposes. 217. employees, including casual employees with regular and systematic service of at least 12 months, are also covered by the parental leave provisions of the fair work act. 218. an employee who adopts or permanently fosters a child is entitled to up to 12 months of parental leave when that child: is under 16 years has not, or will not have, lived continuously with the employee for a period of six months or more as at the day (or expected day) of placement, and is not (otherwise than because of the adoption) a child of the employee or the employee's partner. 219. an employee who adopts or permanently fosters a child and who is the primary carer of the child is entitled to up to 16 weeks of paid parental leave, commencing from the day of the placement of the child, provided the employee satisfies the equivalent qualifying service requirements to paid maternity leave under the maternity leave act. 220. documentary evidence of approval for adoption or enduring parental responsibilities under formal fostering arrangements must be submitted when applying for parental leave for adoption or permanent foster carer purposes.
safe-work-australia-enterprise-agreement-2019-2022.txt1788parental leavemonths, are also covered by the parental leave provisions of the fair work act. 218. an employee who adopts or permanently fosters a child is entitled to up to 12 months of parental leave when that child: is under 16 years has not, or will not have, lived continuously with the employee for a period of six months or more as at the day (or expected day) of placement, and is not (otherwise than because of the adoption) a child of the employee or the employee's partner. 219. an employee who adopts or permanently fosters a child and who is the primary carer of the child is entitled to up to 16 weeks of paid parental leave, commencing from the day of the placement of the child, provided the employee satisfies the equivalent qualifying service requirements to paid maternity leave under the maternity leave act. 220. documentary evidence of approval for adoption or enduring parental responsibilities under formal fostering arrangements must be submitted when applying for parental leave for adoption or permanent foster carer purposes. 221. an employee who is entitled to paid maternity leave or paid parental leave may elect to spread the payment for leave over a maximum period of 32 weeks at a rate of no less than half pay. a maximum of 16 weeks of the leave will count as service.
safe-work-australia-enterprise-agreement-2019-2022.txt1793parental leaveparental leave when that child: is under 16 years has not, or will not have, lived continuously with the employee for a period of six months or more as at the day (or expected day) of placement, and is not (otherwise than because of the adoption) a child of the employee or the employee's partner. 219. an employee who adopts or permanently fosters a child and who is the primary carer of the child is entitled to up to 16 weeks of paid parental leave, commencing from the day of the placement of the child, provided the employee satisfies the equivalent qualifying service requirements to paid maternity leave under the maternity leave act. 220. documentary evidence of approval for adoption or enduring parental responsibilities under formal fostering arrangements must be submitted when applying for parental leave for adoption or permanent foster carer purposes. 221. an employee who is entitled to paid maternity leave or paid parental leave may elect to spread the payment for leave over a maximum period of 32 weeks at a rate of no less than half pay. a maximum of 16 weeks of the leave will count as service. 222. unpaid maternity leave or parental leave taken in the first 12 weeks of the leave period counts as service and taking this leave does not break continuity of service.
safe-work-australia-enterprise-agreement-2019-2022.txt1803parental leavechild is entitled to up to 16 weeks of paid parental leave, commencing from the day of the placement of the child, provided the employee satisfies the equivalent qualifying service requirements to paid maternity leave under the maternity leave act. 220. documentary evidence of approval for adoption or enduring parental responsibilities under formal fostering arrangements must be submitted when applying for parental leave for adoption or permanent foster carer purposes. 221. an employee who is entitled to paid maternity leave or paid parental leave may elect to spread the payment for leave over a maximum period of 32 weeks at a rate of no less than half pay. a maximum of 16 weeks of the leave will count as service. 222. unpaid maternity leave or parental leave taken in the first 12 weeks of the leave period counts as service and taking this leave does not break continuity of service. 223. unpaid maternity leave or parental leave taken after the first 12 weeks of the leave period does not count as service for any purpose. 224. any days of unpaid maternity leave and parental leave that fall on a public holiday or during christmas closedown are included as part of the employee’s leave entitlement and
safe-work-australia-enterprise-agreement-2019-2022.txt1805maternity leaverequirements to paid maternity leave under the maternity leave act. 220. documentary evidence of approval for adoption or enduring parental responsibilities under formal fostering arrangements must be submitted when applying for parental leave for adoption or permanent foster carer purposes. 221. an employee who is entitled to paid maternity leave or paid parental leave may elect to spread the payment for leave over a maximum period of 32 weeks at a rate of no less than half pay. a maximum of 16 weeks of the leave will count as service. 222. unpaid maternity leave or parental leave taken in the first 12 weeks of the leave period counts as service and taking this leave does not break continuity of service. 223. unpaid maternity leave or parental leave taken after the first 12 weeks of the leave period does not count as service for any purpose. 224. any days of unpaid maternity leave and parental leave that fall on a public holiday or during christmas closedown are included as part of the employee’s leave entitlement and the employee’s leave entitlement will not be extended.
safe-work-australia-enterprise-agreement-2019-2022.txt1810parental leaveformal fostering arrangements must be submitted when applying for parental leave for adoption or permanent foster carer purposes. 221. an employee who is entitled to paid maternity leave or paid parental leave may elect to spread the payment for leave over a maximum period of 32 weeks at a rate of no less than half pay. a maximum of 16 weeks of the leave will count as service. 222. unpaid maternity leave or parental leave taken in the first 12 weeks of the leave period counts as service and taking this leave does not break continuity of service. 223. unpaid maternity leave or parental leave taken after the first 12 weeks of the leave period does not count as service for any purpose. 224. any days of unpaid maternity leave and parental leave that fall on a public holiday or during christmas closedown are included as part of the employee’s leave entitlement and the employee’s leave entitlement will not be extended. 225. on ending the initial 12 months of maternity leave or parental leave, an employee may request an extension of unpaid parental leave for a further period of up to 12 months. the second period of unpaid leave is to commence immediately following the initial 12 month
safe-work-australia-enterprise-agreement-2019-2022.txt1815maternity leavean employee who is entitled to paid maternity leave or paid parental leave may elect to spread the payment for leave over a maximum period of 32 weeks at a rate of no less than half pay. a maximum of 16 weeks of the leave will count as service. 222. unpaid maternity leave or parental leave taken in the first 12 weeks of the leave period counts as service and taking this leave does not break continuity of service. 223. unpaid maternity leave or parental leave taken after the first 12 weeks of the leave period does not count as service for any purpose. 224. any days of unpaid maternity leave and parental leave that fall on a public holiday or during christmas closedown are included as part of the employee’s leave entitlement and the employee’s leave entitlement will not be extended. 225. on ending the initial 12 months of maternity leave or parental leave, an employee may request an extension of unpaid parental leave for a further period of up to 12 months. the second period of unpaid leave is to commence immediately following the initial 12 month leave period. 226. on ending maternity leave or parental leave, an employee has the return to work
safe-work-australia-enterprise-agreement-2019-2022.txt1815parental leavean employee who is entitled to paid maternity leave or paid parental leave may elect to spread the payment for leave over a maximum period of 32 weeks at a rate of no less than half pay. a maximum of 16 weeks of the leave will count as service. 222. unpaid maternity leave or parental leave taken in the first 12 weeks of the leave period counts as service and taking this leave does not break continuity of service. 223. unpaid maternity leave or parental leave taken after the first 12 weeks of the leave period does not count as service for any purpose. 224. any days of unpaid maternity leave and parental leave that fall on a public holiday or during christmas closedown are included as part of the employee’s leave entitlement and the employee’s leave entitlement will not be extended. 225. on ending the initial 12 months of maternity leave or parental leave, an employee may request an extension of unpaid parental leave for a further period of up to 12 months. the second period of unpaid leave is to commence immediately following the initial 12 month leave period. 226. on ending maternity leave or parental leave, an employee has the return to work
safe-work-australia-enterprise-agreement-2019-2022.txt1821maternity leaveunpaid maternity leave or parental leave taken in the first 12 weeks of the leave period counts as service and taking this leave does not break continuity of service. 223. unpaid maternity leave or parental leave taken after the first 12 weeks of the leave period does not count as service for any purpose. 224. any days of unpaid maternity leave and parental leave that fall on a public holiday or during christmas closedown are included as part of the employee’s leave entitlement and the employee’s leave entitlement will not be extended. 225. on ending the initial 12 months of maternity leave or parental leave, an employee may request an extension of unpaid parental leave for a further period of up to 12 months. the second period of unpaid leave is to commence immediately following the initial 12 month leave period. 226. on ending maternity leave or parental leave, an employee has the return to work guarantee and the right to request flexible working arrangements that are provided in this agreement and by the fair work act. page 33 of 53 227.
safe-work-australia-enterprise-agreement-2019-2022.txt1821parental leaveunpaid maternity leave or parental leave taken in the first 12 weeks of the leave period counts as service and taking this leave does not break continuity of service. 223. unpaid maternity leave or parental leave taken after the first 12 weeks of the leave period does not count as service for any purpose. 224. any days of unpaid maternity leave and parental leave that fall on a public holiday or during christmas closedown are included as part of the employee’s leave entitlement and the employee’s leave entitlement will not be extended. 225. on ending the initial 12 months of maternity leave or parental leave, an employee may request an extension of unpaid parental leave for a further period of up to 12 months. the second period of unpaid leave is to commence immediately following the initial 12 month leave period. 226. on ending maternity leave or parental leave, an employee has the return to work guarantee and the right to request flexible working arrangements that are provided in this agreement and by the fair work act. page 33 of 53 227.
safe-work-australia-enterprise-agreement-2019-2022.txt1826maternity leaveunpaid maternity leave or parental leave taken after the first 12 weeks of the leave period does not count as service for any purpose. 224. any days of unpaid maternity leave and parental leave that fall on a public holiday or during christmas closedown are included as part of the employee’s leave entitlement and the employee’s leave entitlement will not be extended. 225. on ending the initial 12 months of maternity leave or parental leave, an employee may request an extension of unpaid parental leave for a further period of up to 12 months. the second period of unpaid leave is to commence immediately following the initial 12 month leave period. 226. on ending maternity leave or parental leave, an employee has the return to work guarantee and the right to request flexible working arrangements that are provided in this agreement and by the fair work act. page 33 of 53 227. an employee returning from maternity leave or parental leave may access part-time hours. supporting partner leave 228.
safe-work-australia-enterprise-agreement-2019-2022.txt1826parental leaveunpaid maternity leave or parental leave taken after the first 12 weeks of the leave period does not count as service for any purpose. 224. any days of unpaid maternity leave and parental leave that fall on a public holiday or during christmas closedown are included as part of the employee’s leave entitlement and the employee’s leave entitlement will not be extended. 225. on ending the initial 12 months of maternity leave or parental leave, an employee may request an extension of unpaid parental leave for a further period of up to 12 months. the second period of unpaid leave is to commence immediately following the initial 12 month leave period. 226. on ending maternity leave or parental leave, an employee has the return to work guarantee and the right to request flexible working arrangements that are provided in this agreement and by the fair work act. page 33 of 53 227. an employee returning from maternity leave or parental leave may access part-time hours. supporting partner leave 228.
safe-work-australia-enterprise-agreement-2019-2022.txt1831maternity leaveany days of unpaid maternity leave and parental leave that fall on a public holiday or during christmas closedown are included as part of the employee’s leave entitlement and the employee’s leave entitlement will not be extended. 225. on ending the initial 12 months of maternity leave or parental leave, an employee may request an extension of unpaid parental leave for a further period of up to 12 months. the second period of unpaid leave is to commence immediately following the initial 12 month leave period. 226. on ending maternity leave or parental leave, an employee has the return to work guarantee and the right to request flexible working arrangements that are provided in this agreement and by the fair work act. page 33 of 53 227. an employee returning from maternity leave or parental leave may access part-time hours. supporting partner leave 228. an employee, other than a casual employee, who is not otherwise entitled to paid maternity leave or parental leave under the maternity leave act or this agreement is entitled to four weeks of paid leave on the birth, adoption or permanent foster care placement of a child or their partner's child. this leave will not be extended if a public
safe-work-australia-enterprise-agreement-2019-2022.txt1831parental leaveany days of unpaid maternity leave and parental leave that fall on a public holiday or during christmas closedown are included as part of the employee’s leave entitlement and the employee’s leave entitlement will not be extended. 225. on ending the initial 12 months of maternity leave or parental leave, an employee may request an extension of unpaid parental leave for a further period of up to 12 months. the second period of unpaid leave is to commence immediately following the initial 12 month leave period. 226. on ending maternity leave or parental leave, an employee has the return to work guarantee and the right to request flexible working arrangements that are provided in this agreement and by the fair work act. page 33 of 53 227. an employee returning from maternity leave or parental leave may access part-time hours. supporting partner leave 228. an employee, other than a casual employee, who is not otherwise entitled to paid maternity leave or parental leave under the maternity leave act or this agreement is entitled to four weeks of paid leave on the birth, adoption or permanent foster care placement of a child or their partner's child. this leave will not be extended if a public
safe-work-australia-enterprise-agreement-2019-2022.txt1837maternity leaveon ending the initial 12 months of maternity leave or parental leave, an employee may request an extension of unpaid parental leave for a further period of up to 12 months. the second period of unpaid leave is to commence immediately following the initial 12 month leave period. 226. on ending maternity leave or parental leave, an employee has the return to work guarantee and the right to request flexible working arrangements that are provided in this agreement and by the fair work act. page 33 of 53 227. an employee returning from maternity leave or parental leave may access part-time hours. supporting partner leave 228. an employee, other than a casual employee, who is not otherwise entitled to paid maternity leave or parental leave under the maternity leave act or this agreement is entitled to four weeks of paid leave on the birth, adoption or permanent foster care placement of a child or their partner's child. this leave will not be extended if a public holiday or christmas closedown falls during the period of leave. 229. supporting partner leave is to be commenced in four weeks of the birth/placement of the child. this period will not be extended if a public holiday or christmas closedown falls
safe-work-australia-enterprise-agreement-2019-2022.txt1837parental leaveon ending the initial 12 months of maternity leave or parental leave, an employee may request an extension of unpaid parental leave for a further period of up to 12 months. the second period of unpaid leave is to commence immediately following the initial 12 month leave period. 226. on ending maternity leave or parental leave, an employee has the return to work guarantee and the right to request flexible working arrangements that are provided in this agreement and by the fair work act. page 33 of 53 227. an employee returning from maternity leave or parental leave may access part-time hours. supporting partner leave 228. an employee, other than a casual employee, who is not otherwise entitled to paid maternity leave or parental leave under the maternity leave act or this agreement is entitled to four weeks of paid leave on the birth, adoption or permanent foster care placement of a child or their partner's child. this leave will not be extended if a public holiday or christmas closedown falls during the period of leave. 229. supporting partner leave is to be commenced in four weeks of the birth/placement of the child. this period will not be extended if a public holiday or christmas closedown falls
safe-work-australia-enterprise-agreement-2019-2022.txt1838parental leaverequest an extension of unpaid parental leave for a further period of up to 12 months. the second period of unpaid leave is to commence immediately following the initial 12 month leave period. 226. on ending maternity leave or parental leave, an employee has the return to work guarantee and the right to request flexible working arrangements that are provided in this agreement and by the fair work act. page 33 of 53 227. an employee returning from maternity leave or parental leave may access part-time hours. supporting partner leave 228. an employee, other than a casual employee, who is not otherwise entitled to paid maternity leave or parental leave under the maternity leave act or this agreement is entitled to four weeks of paid leave on the birth, adoption or permanent foster care placement of a child or their partner's child. this leave will not be extended if a public holiday or christmas closedown falls during the period of leave. 229. supporting partner leave is to be commenced in four weeks of the birth/placement of the child. this period will not be extended if a public holiday or christmas closedown falls during the period.
safe-work-australia-enterprise-agreement-2019-2022.txt1844maternity leaveon ending maternity leave or parental leave, an employee has the return to work guarantee and the right to request flexible working arrangements that are provided in this agreement and by the fair work act. page 33 of 53 227. an employee returning from maternity leave or parental leave may access part-time hours. supporting partner leave 228. an employee, other than a casual employee, who is not otherwise entitled to paid maternity leave or parental leave under the maternity leave act or this agreement is entitled to four weeks of paid leave on the birth, adoption or permanent foster care placement of a child or their partner's child. this leave will not be extended if a public holiday or christmas closedown falls during the period of leave. 229. supporting partner leave is to be commenced in four weeks of the birth/placement of the child. this period will not be extended if a public holiday or christmas closedown falls during the period. 230. documentary evidence or a birth certificate following the birth of a child must be submitted when applying for supporting partner leave.
safe-work-australia-enterprise-agreement-2019-2022.txt1844parental leaveon ending maternity leave or parental leave, an employee has the return to work guarantee and the right to request flexible working arrangements that are provided in this agreement and by the fair work act. page 33 of 53 227. an employee returning from maternity leave or parental leave may access part-time hours. supporting partner leave 228. an employee, other than a casual employee, who is not otherwise entitled to paid maternity leave or parental leave under the maternity leave act or this agreement is entitled to four weeks of paid leave on the birth, adoption or permanent foster care placement of a child or their partner's child. this leave will not be extended if a public holiday or christmas closedown falls during the period of leave. 229. supporting partner leave is to be commenced in four weeks of the birth/placement of the child. this period will not be extended if a public holiday or christmas closedown falls during the period. 230. documentary evidence or a birth certificate following the birth of a child must be submitted when applying for supporting partner leave.
safe-work-australia-enterprise-agreement-2019-2022.txt1851maternity leavean employee returning from maternity leave or parental leave may access part-time hours. supporting partner leave 228. an employee, other than a casual employee, who is not otherwise entitled to paid maternity leave or parental leave under the maternity leave act or this agreement is entitled to four weeks of paid leave on the birth, adoption or permanent foster care placement of a child or their partner's child. this leave will not be extended if a public holiday or christmas closedown falls during the period of leave. 229. supporting partner leave is to be commenced in four weeks of the birth/placement of the child. this period will not be extended if a public holiday or christmas closedown falls during the period. 230. documentary evidence or a birth certificate following the birth of a child must be submitted when applying for supporting partner leave. 231. supporting partner leave will count as service for all purposes. 232. an employee may elect to take supporting partner leave at half pay over a maximum
safe-work-australia-enterprise-agreement-2019-2022.txt1851parental leavean employee returning from maternity leave or parental leave may access part-time hours. supporting partner leave 228. an employee, other than a casual employee, who is not otherwise entitled to paid maternity leave or parental leave under the maternity leave act or this agreement is entitled to four weeks of paid leave on the birth, adoption or permanent foster care placement of a child or their partner's child. this leave will not be extended if a public holiday or christmas closedown falls during the period of leave. 229. supporting partner leave is to be commenced in four weeks of the birth/placement of the child. this period will not be extended if a public holiday or christmas closedown falls during the period. 230. documentary evidence or a birth certificate following the birth of a child must be submitted when applying for supporting partner leave. 231. supporting partner leave will count as service for all purposes. 232. an employee may elect to take supporting partner leave at half pay over a maximum
safe-work-australia-enterprise-agreement-2019-2022.txt1858maternity leavematernity leave or parental leave under the maternity leave act or this agreement is entitled to four weeks of paid leave on the birth, adoption or permanent foster care placement of a child or their partner's child. this leave will not be extended if a public holiday or christmas closedown falls during the period of leave. 229. supporting partner leave is to be commenced in four weeks of the birth/placement of the child. this period will not be extended if a public holiday or christmas closedown falls during the period. 230. documentary evidence or a birth certificate following the birth of a child must be submitted when applying for supporting partner leave. 231. supporting partner leave will count as service for all purposes. 232. an employee may elect to take supporting partner leave at half pay over a maximum period of eight weeks. a maximum of four weeks of the leave period will count as service. defence reserve leave 233. an employee may be granted leave (with or without pay) to enable the employee to fulfil australian defence force (adf) reserve and continuous full time service (cfts) or
safe-work-australia-enterprise-agreement-2019-2022.txt1858parental leavematernity leave or parental leave under the maternity leave act or this agreement is entitled to four weeks of paid leave on the birth, adoption or permanent foster care placement of a child or their partner's child. this leave will not be extended if a public holiday or christmas closedown falls during the period of leave. 229. supporting partner leave is to be commenced in four weeks of the birth/placement of the child. this period will not be extended if a public holiday or christmas closedown falls during the period. 230. documentary evidence or a birth certificate following the birth of a child must be submitted when applying for supporting partner leave. 231. supporting partner leave will count as service for all purposes. 232. an employee may elect to take supporting partner leave at half pay over a maximum period of eight weeks. a maximum of four weeks of the leave period will count as service. defence reserve leave 233. an employee may be granted leave (with or without pay) to enable the employee to fulfil australian defence force (adf) reserve and continuous full time service (cfts) or
safe-work-australia-enterprise-agreement-2019-2022.txt2010travelthe chief executive officer may authorise reimbursement of reasonable travel costs and other incidental or unavoidable costs or expenses not otherwise recoverable under insurance or from another source, the chief executive officer may authorise the recognition of travel time as ordinary hours, and all untaken leave will be re-credited. re-crediting of annual leave 251. if, during a period of annual leave or long service leave, an employee becomes eligible for another type of leave that is required by legislation or this agreement to be granted, the employee will be taken not to be on annual leave or long service leave for the affected period. this is subject to the employee producing satisfactory evidence. annual leave or long service leave will be re-credited to the extent of other leave granted. 252. an example of such leave includes, but may not be limited to, personal/carer’s leave, compassionate leave, maternity leave and community service leave. more information on leave entitlements 253. for more information on leave entitlements relating to each section refer to the safe work australia leave policy. page 36 of 53 part g - performance management, learning and
safe-work-australia-enterprise-agreement-2019-2022.txt2013travelthe chief executive officer may authorise the recognition of travel time as ordinary hours, and all untaken leave will be re-credited. re-crediting of annual leave 251. if, during a period of annual leave or long service leave, an employee becomes eligible for another type of leave that is required by legislation or this agreement to be granted, the employee will be taken not to be on annual leave or long service leave for the affected period. this is subject to the employee producing satisfactory evidence. annual leave or long service leave will be re-credited to the extent of other leave granted. 252. an example of such leave includes, but may not be limited to, personal/carer’s leave, compassionate leave, maternity leave and community service leave. more information on leave entitlements 253. for more information on leave entitlements relating to each section refer to the safe work australia leave policy. page 36 of 53 part g - performance management, learning and development performance management 254.
safe-work-australia-enterprise-agreement-2019-2022.txt2013recognition of travel timethe chief executive officer may authorise the recognition of travel time as ordinary hours, and all untaken leave will be re-credited. re-crediting of annual leave 251. if, during a period of annual leave or long service leave, an employee becomes eligible for another type of leave that is required by legislation or this agreement to be granted, the employee will be taken not to be on annual leave or long service leave for the affected period. this is subject to the employee producing satisfactory evidence. annual leave or long service leave will be re-credited to the extent of other leave granted. 252. an example of such leave includes, but may not be limited to, personal/carer’s leave, compassionate leave, maternity leave and community service leave. more information on leave entitlements 253. for more information on leave entitlements relating to each section refer to the safe work australia leave policy. page 36 of 53 part g - performance management, learning and development performance management 254.
safe-work-australia-enterprise-agreement-2019-2022.txt2020long service leaveif, during a period of annual leave or long service leave, an employee becomes eligible for another type of leave that is required by legislation or this agreement to be granted, the employee will be taken not to be on annual leave or long service leave for the affected period. this is subject to the employee producing satisfactory evidence. annual leave or long service leave will be re-credited to the extent of other leave granted. 252. an example of such leave includes, but may not be limited to, personal/carer’s leave, compassionate leave, maternity leave and community service leave. more information on leave entitlements 253. for more information on leave entitlements relating to each section refer to the safe work australia leave policy. page 36 of 53 part g - performance management, learning and development performance management 254. all employees are required to participate in the performance and development scheme. 255. for more information about the performance and development scheme, refer to the safe work australia performance and development policy.
safe-work-australia-enterprise-agreement-2019-2022.txt2022long service leaveemployee will be taken not to be on annual leave or long service leave for the affected period. this is subject to the employee producing satisfactory evidence. annual leave or long service leave will be re-credited to the extent of other leave granted. 252. an example of such leave includes, but may not be limited to, personal/carer’s leave, compassionate leave, maternity leave and community service leave. more information on leave entitlements 253. for more information on leave entitlements relating to each section refer to the safe work australia leave policy. page 36 of 53 part g - performance management, learning and development performance management 254. all employees are required to participate in the performance and development scheme. 255. for more information about the performance and development scheme, refer to the safe work australia performance and development policy. learning and development
safe-work-australia-enterprise-agreement-2019-2022.txt2024long service leavelong service leave will be re-credited to the extent of other leave granted. 252. an example of such leave includes, but may not be limited to, personal/carer’s leave, compassionate leave, maternity leave and community service leave. more information on leave entitlements 253. for more information on leave entitlements relating to each section refer to the safe work australia leave policy. page 36 of 53 part g - performance management, learning and development performance management 254. all employees are required to participate in the performance and development scheme. 255. for more information about the performance and development scheme, refer to the safe work australia performance and development policy. learning and development 256.
safe-work-australia-enterprise-agreement-2019-2022.txt2029maternity leavecompassionate leave, maternity leave and community service leave. more information on leave entitlements 253. for more information on leave entitlements relating to each section refer to the safe work australia leave policy. page 36 of 53 part g - performance management, learning and development performance management 254. all employees are required to participate in the performance and development scheme. 255. for more information about the performance and development scheme, refer to the safe work australia performance and development policy. learning and development 256. the agency may fund professional development that relates to an essential qualification that an employee requires to perform their duties or which meet the employee’s career development needs. the approval of funding is at the discretion of the chief executive officer.
safe-work-australia-enterprise-agreement-2019-2022.txt2054professional developmentthe agency may fund professional development that relates to an essential qualification that an employee requires to perform their duties or which meet the employee’s career development needs. the approval of funding is at the discretion of the chief executive officer. 257. the agency may fund formal study in a field which supports the agency’s strategic goals or which meets the employee’s career development needs. the approval of funding is at the discretion of the chief executive officer. study leave 258. employees on an approved course of study may also be entitled to study leave. study leave may be granted by the chief executive officer for: study funded by the agency, or study funded by the employee provided that the study is in a field which supports the agency’s strategic goals or which meets the employee’s career development needs. 259. for more about study assistance, refer to the study assistance guidelines. page 37 of 53 part h – employee separation employee initiated separation from the aps 260.
safe-work-australia-enterprise-agreement-2019-2022.txt2065study leavestudy leave 258. employees on an approved course of study may also be entitled to study leave. study leave may be granted by the chief executive officer for: study funded by the agency, or study funded by the employee provided that the study is in a field which supports the agency’s strategic goals or which meets the employee’s career development needs. 259. for more about study assistance, refer to the study assistance guidelines. page 37 of 53 part h – employee separation employee initiated separation from the aps 260. an employee will, where practicable, give a minimum of two weeks’ notice of their intention to resign or retire from the aps, except where a lesser period is agreed with the chief executive officer. 261. all resignations will be deemed to take effect at the close of business on the day the employee’s notice states will be their last day of work (resignation date). where an employee’s notice states that their last day of work would be a public holiday, the resignation will be deemed to take effect from close of business on the working day
safe-work-australia-enterprise-agreement-2019-2022.txt2068study leaveemployees on an approved course of study may also be entitled to study leave. study leave may be granted by the chief executive officer for: study funded by the agency, or study funded by the employee provided that the study is in a field which supports the agency’s strategic goals or which meets the employee’s career development needs. 259. for more about study assistance, refer to the study assistance guidelines. page 37 of 53 part h – employee separation employee initiated separation from the aps 260. an employee will, where practicable, give a minimum of two weeks’ notice of their intention to resign or retire from the aps, except where a lesser period is agreed with the chief executive officer. 261. all resignations will be deemed to take effect at the close of business on the day the employee’s notice states will be their last day of work (resignation date). where an employee’s notice states that their last day of work would be a public holiday, the resignation will be deemed to take effect from close of business on the working day immediately prior to the public holiday. death of employee
safe-work-australia-enterprise-agreement-2019-2022.txt2077study assistancefor more about study assistance, refer to the study assistance guidelines. page 37 of 53 part h – employee separation employee initiated separation from the aps 260. an employee will, where practicable, give a minimum of two weeks’ notice of their intention to resign or retire from the aps, except where a lesser period is agreed with the chief executive officer. 261. all resignations will be deemed to take effect at the close of business on the day the employee’s notice states will be their last day of work (resignation date). where an employee’s notice states that their last day of work would be a public holiday, the resignation will be deemed to take effect from close of business on the working day immediately prior to the public holiday. death of employee 262. where an employee dies, or the chief executive officer has determined that an employee is presumed to have died on a particular date, the chief executive officer will, subject to any legal requirements, authorise the payment of the amount to which the former employee would have been entitled had the employee resigned or retired from employment on that date. long service leave credits will be paid out in accordance with the long service leave act.
safe-work-australia-enterprise-agreement-2019-2022.txt2104long service leavedate. long service leave credits will be paid out in accordance with the long service leave act. 263. payment will be made at the chief executive officer’s discretion to the dependants or the partner of the former employee or the former employee’s legal representative. if a payment has not been made within 12 months of the former employee’s death or presumed date of death, it will be paid to the employee’s legal representative. excess employees 264. clauses 265 to 301 apply to all employees covered by this agreement excluding: an employee who is still serving a probationary period, and non-ongoing employees. definition of ‘excess’ 265. an employee will be considered excess where: the employee is part of a class of employees that is larger in size than is necessary for the efficient and economical working of the agency the services of an employee cannot be effectively used because of technological or other changes in the work methods of the agency, or structural or other changes in the nature, extent or organisation of the functions of the agency, or the duties usually performed by the employee are to be performed in a different locality, the employee is not willing to perform the duties at the other locality and the chief executive officer has determined that these provisions will apply to
safe-work-australia-enterprise-agreement-2019-2022.txt2156long service leaveleave and long service leave credits information about superannuation (including amounts of accumulated superannuation contributions where available) the taxation rules applicable to the various payments, and the availability of financial assistance, on a reimbursement basis, towards obtaining independent financial advice up to the value of $1,200. 268. the voluntary redundancy information is provided for guidance purposes only, and is not an offer capable of forming a binding contract. 269. only one invitation to express interest in a voluntary redundancy will be provided to an employee in a potentially excess situation. consideration period 270. the employee will have two months to consider the voluntary redundancy from the date the chief executive officer provides the employee with the voluntary redundancy information. this period is known as the consideration period. 271. the employee must advise the chief executive officer, in writing, by the end of the consideration period whether they wish to be considered for voluntary redundancy or if they wish to be considered for reassignment of duties.
safe-work-australia-enterprise-agreement-2019-2022.txt2192long service leaveannual leave and long service leave entitlements that would have been accrued by the employee had they been employed throughout the entire consideration period. 273. if the employee neither accepts the voluntary redundancy, nor expresses a preference for reassignment of duties by the end of the consideration period, it will be taken that the page 39 of 53 employee’s preference is to be considered for reassignment of duties and their retention period will commence in accordance with clause 286. career transition assistance 274. within one month of being offered a voluntary redundancy, the employee will be offered career transition assistance which will include: advice on the re-assignment and redundancy process a point of contact for individual queries assistance with identifying re-assignment opportunities, and training/redeployment assistance. notice of termination of employment 275. where an employee advises that they wish to be considered for a voluntary redundancy, the chief executive officer may determine that the employee is excess and terminate the employee’s employment under section 29 of the public service act. termination of employment will not take effect before the end of the consideration period without the written agreement of the employee.
safe-work-australia-enterprise-agreement-2019-2022.txt2262long service leavegovernment service as defined in section 10 of the long service leave act, service with a commonwealth body (other than service with a joint commonwealth-state body corporate in which the commonwealth does not have a controlling interest) which is recognised for long service leave purposes, service with the australian defence force, aps service immediately preceding deemed resignation under repealed section 49 of the public service act 1922, if the service has not previously been recognised for severance pay purposes, and service in another organisation where an employee was transferred from that organisation with a transfer of function; or an employee engaged by that organisation on work within a function is appointed as a result of the transfer of that function to the aps and such service is recognised for long service leave purposes. 281. for earlier periods of service to count, there must be no breaks between the periods of service, except where: the break in service is less than one month and occurs where an offer of employment with the new employer was made and accepted by the employee before ceasing employment with the preceding employer, or the earlier period of service was with the aps and ceased because the employee was deemed to have resigned from the aps on marriage under the repealed section 49 of the public service act 1922. service not to count for severance pay purposes 282. periods of service that will not count as service for redundancy pay purposes are periods of
safe-work-australia-enterprise-agreement-2019-2022.txt2265long service leavehave a controlling interest) which is recognised for long service leave purposes, service with the australian defence force, aps service immediately preceding deemed resignation under repealed section 49 of the public service act 1922, if the service has not previously been recognised for severance pay purposes, and service in another organisation where an employee was transferred from that organisation with a transfer of function; or an employee engaged by that organisation on work within a function is appointed as a result of the transfer of that function to the aps and such service is recognised for long service leave purposes. 281. for earlier periods of service to count, there must be no breaks between the periods of service, except where: the break in service is less than one month and occurs where an offer of employment with the new employer was made and accepted by the employee before ceasing employment with the preceding employer, or the earlier period of service was with the aps and ceased because the employee was deemed to have resigned from the aps on marriage under the repealed section 49 of the public service act 1922. service not to count for severance pay purposes 282. periods of service that will not count as service for redundancy pay purposes are periods of service that ceased by way of: termination under section 29 of the public service act, prior to the commencement of the public service act, by way of redundancy,
safe-work-australia-enterprise-agreement-2019-2022.txt2274long service leavethat function to the aps and such service is recognised for long service leave purposes. 281. for earlier periods of service to count, there must be no breaks between the periods of service, except where: the break in service is less than one month and occurs where an offer of employment with the new employer was made and accepted by the employee before ceasing employment with the preceding employer, or the earlier period of service was with the aps and ceased because the employee was deemed to have resigned from the aps on marriage under the repealed section 49 of the public service act 1922. service not to count for severance pay purposes 282. periods of service that will not count as service for redundancy pay purposes are periods of service that ceased by way of: termination under section 29 of the public service act, prior to the commencement of the public service act, by way of redundancy, forfeiture of office, retirement on the grounds of invalidity, inefficiency or loss of qualifications or dismissal or termination of probationary appointment for reasons of unsatisfactory service, voluntary retirement at or above the minimum retiring age applicable to the employee, or payment of a redundancy benefit or a similar payment or an employer-financed retirement benefit. page 41 of 53
safe-work-australia-enterprise-agreement-2019-2022.txt2307long service leaveabsences from duty which do not count as service for long service leave purposes will also not count for severance pay purposes. salary for redundancy calculations 284. for an excess employee, ‘salary’ includes: the employee’s substantive salary on the date of termination of their employment tpl where the employee has received tpl for a continuous period of at least 12 months immediately preceding the date on which the employee is offered a voluntary redundancy, and allowances in the nature of salary which are paid during periods of annual leave and on a regular basis, excluding allowances which are a reimbursement for expenses incurred, or a payment for disabilities associated with the performance of duty. transfer with another employee (job swap) 285. where an employee does not wish to be considered for a voluntary redundancy, the employee may agree to transfer with another employee from the agency or with an employee from another agency. the other employee must not already be excess, but wishes to be excess. transfers with another employee are subject to the approval of the chief executive officer and are considered on a case-by-case basis. 286. the transfer with another employee must be completed and in effect prior to end of the consideration period.
safe-work-australia-enterprise-agreement-2019-2022.txt2398travelreasonable assistance in meeting reasonable travel costs and incidental expenses incurred in seeking alternative employment, on request. 293. if a suitable vacancy does not exist at the same classification in the agency, or where the chief executive officer proposes to reduce the employee’s classification as a means of securing alternative employment, the employee will be given four weeks' notice before the reduction in classification occurs. 294. if a reduction in classification occurs after the consideration period and before the end of the retention period, the employee will receive payments to maintain the employee’s salary for the balance of the retention period, after which the employee’s salary will be paid at the highest pay point at the reduced classification. extension of the retention period 295. the retention period will only be extended by certified leave for personal illness or injury, mandatory maternity leave or where the chief executive officer is satisfied that an employee is substantially incapacitated and unfit for work. the retention period will not be extended for any other absences except where the chief executive officer is satisfied that special circumstances exist. page 43 of 53 296.
safe-work-australia-enterprise-agreement-2019-2022.txt2419maternity leavemandatory maternity leave or where the chief executive officer is satisfied that an employee is substantially incapacitated and unfit for work. the retention period will not be extended for any other absences except where the chief executive officer is satisfied that special circumstances exist. page 43 of 53 296. in any circumstances, the retention period will not be extended beyond an additional eight weeks. involuntary redundancy 297. if an employee is unsuccessful in obtaining permanent reassignment of duties at the end of the retention period, their employment will be terminated under section 29 of the public service act on the ground of excess to the requirements of the agency. 298. where an employee’s employment is to be terminated, the employee will be given four weeks' notice of termination of employment, or five weeks for an employee over 45 years of age with at least five years of continuous aps service. the notice of termination of employment period will be served, as far as reasonably practicable, concurrently with the retention period. 299. in deciding whether to terminate the employment of an employee, the chief executive
safe-work-australia-enterprise-agreement-2019-2022.txt2552bandwidthbandwidth means 7:00am to 7:00pm from monday to friday, except on a public holiday or where a different start time is approved for travel purposes. broadband means the allocation of more than one classification to a group of duties to be performed in the agency where the work value of that group of duties involves more than one classification. cadet means an employee allocated the classification of cadet aps in accordance with the public service classification rules 2000. cadets undertake a cadetship with the agency involving a combination of full time study and work placement throughout the duration of their studies. canberra region includes: anywhere within the australian capital territory anywhere within a 150km radius of the canberra gpo, and anywhere within a 150km radius of the agency's premises. casual employee/s means a person engaged as a casual, and includes an aps employee engaged for duties that are irregular or intermittent. chief executive officer means the agency head of safe work australia and their delegate. de facto partner has the same meaning as in the fair work act. dependant/s means: the partner of the employee, and/or a child or parent of the employee, or of the partner of the employee, being a child or parent who ordinarily resides with the employee and who is wholly or substantially dependent on the employee. employee/s means an employee of the agency covered by this agreement (whether fulltime or part-time) and includes non-ongoing and intermittent employees. fair work act means the fair work act 2009. family means a person who: is a partner of the employee is a parent, grandparent, grandchild or sibling of the employee or of the partner of the employee is a child, adopted child or a foster child, including an adult child of the employee
safe-work-australia-enterprise-agreement-2019-2022.txt2553travelwhere a different start time is approved for travel purposes. broadband means the allocation of more than one classification to a group of duties to be performed in the agency where the work value of that group of duties involves more than one classification. cadet means an employee allocated the classification of cadet aps in accordance with the public service classification rules 2000. cadets undertake a cadetship with the agency involving a combination of full time study and work placement throughout the duration of their studies. canberra region includes: anywhere within the australian capital territory anywhere within a 150km radius of the canberra gpo, and anywhere within a 150km radius of the agency's premises. casual employee/s means a person engaged as a casual, and includes an aps employee engaged for duties that are irregular or intermittent. chief executive officer means the agency head of safe work australia and their delegate. de facto partner has the same meaning as in the fair work act. dependant/s means: the partner of the employee, and/or a child or parent of the employee, or of the partner of the employee, being a child or parent who ordinarily resides with the employee and who is wholly or substantially dependent on the employee. employee/s means an employee of the agency covered by this agreement (whether fulltime or part-time) and includes non-ongoing and intermittent employees. fair work act means the fair work act 2009. family means a person who: is a partner of the employee is a parent, grandparent, grandchild or sibling of the employee or of the partner of the employee is a child, adopted child or a foster child, including an adult child of the employee
safe-work-australia-enterprise-agreement-2019-2022.txt2616travelthe day on which the employee starts any travel that is reasonably necessary to take custody of the child. full-time employee means an employee whose ordinary hours are 37 hours and 30 minutes each week. general broadband means the group of duties allocated to one or more aps classifications. i.e. aps 1-3 and aps 4-6 as reflected in appendix 2 – general salary rates. government lawyer broadband means the group of duties allocated to one or more government lawyer classifications. i.e. aps 3-el 1 as reflected in appendix 3 – government lawyer salary rates. graduate means an employee allocated the classification of graduate aps in accordance with the public service classification rules 2000. graduates undertake a structured program of training and work placements. graduate program means an entry level program aimed at building the leadership and capability of the agency and developing the knowledge and skills of graduate within the australian public service (aps). hard barrier means a break between two classifications where the only mechanism for advancement is through an open merit based selection process. page 48 of 53 long service leave act means the long service leave (commonwealth employees) act 1976. manager is authorised by the chief executive officer to exercise the powers and responsibilities of a manager or supervisor in relation to an employee. a manager for the purposes of this agreement is an employee at or above the executive level 1 classification, unless otherwise specified. maternity leave act means the maternity leave (commonwealth employees) act 1973. medical appointments means an appointment with a registered medical professional for the purposes of seeking treatment of personal illness or injury or other preventative health consultations for the employee and/or those in the employees’ family and care.
safe-work-australia-enterprise-agreement-2019-2022.txt2636long service leavelong service leave act means the long service leave (commonwealth employees) act 1976. manager is authorised by the chief executive officer to exercise the powers and responsibilities of a manager or supervisor in relation to an employee. a manager for the purposes of this agreement is an employee at or above the executive level 1 classification, unless otherwise specified. maternity leave act means the maternity leave (commonwealth employees) act 1973. medical appointments means an appointment with a registered medical professional for the purposes of seeking treatment of personal illness or injury or other preventative health consultations for the employee and/or those in the employees’ family and care. official travel means travel that an employee is requested to undertake on behalf of safe work australia. official travel requires formal approval by the chief executive officer. ordinary hours means those hours and times, within the bandwidth, that the employee works on a regular basis or has an agreement in place to work on a regular basis. parliamentary service means the australian parliamentary service. parliamentary service act means the parliamentary service act 1999. partner, where an employee is a member of a couple means the other member of the couple and includes: a spouse, including a former spouse, a de facto partner. part-time employee means an employee whose ordinary hours are less than 37.5 hours each week. performance assessment cycle means the period commencing on 1 july and ending on 30 june each year. public service act means the public service act 1999. senior executive service (ses) means a senior executive level employee as defined under the public service act. settlement period means the 28 day period beginning on a pay thursday. soft barrier means a point within a broadband where successful assessment against relevant criteria is required prior to advancement to another classification within the
safe-work-australia-enterprise-agreement-2019-2022.txt2642maternity leavematernity leave act means the maternity leave (commonwealth employees) act 1973. medical appointments means an appointment with a registered medical professional for the purposes of seeking treatment of personal illness or injury or other preventative health consultations for the employee and/or those in the employees’ family and care. official travel means travel that an employee is requested to undertake on behalf of safe work australia. official travel requires formal approval by the chief executive officer. ordinary hours means those hours and times, within the bandwidth, that the employee works on a regular basis or has an agreement in place to work on a regular basis. parliamentary service means the australian parliamentary service. parliamentary service act means the parliamentary service act 1999. partner, where an employee is a member of a couple means the other member of the couple and includes: a spouse, including a former spouse, a de facto partner. part-time employee means an employee whose ordinary hours are less than 37.5 hours each week. performance assessment cycle means the period commencing on 1 july and ending on 30 june each year. public service act means the public service act 1999. senior executive service (ses) means a senior executive level employee as defined under the public service act. settlement period means the 28 day period beginning on a pay thursday. soft barrier means a point within a broadband where successful assessment against relevant criteria is required prior to advancement to another classification within the broadband. standard day means 8:30 am to 12:30 pm and 1:30 pm to 5:00 pm monday to friday, except where a public holiday occurs. temporary performance loading (tpl) means an allowance that is paid to an employee who is performing duties at a higher classification for three continuous weeks or more. trainee means an employee allocated the classification of trainee aps (administrative) in
safe-work-australia-enterprise-agreement-2019-2022.txt2646travelofficial travel means travel that an employee is requested to undertake on behalf of safe work australia. official travel requires formal approval by the chief executive officer. ordinary hours means those hours and times, within the bandwidth, that the employee works on a regular basis or has an agreement in place to work on a regular basis. parliamentary service means the australian parliamentary service. parliamentary service act means the parliamentary service act 1999. partner, where an employee is a member of a couple means the other member of the couple and includes: a spouse, including a former spouse, a de facto partner. part-time employee means an employee whose ordinary hours are less than 37.5 hours each week. performance assessment cycle means the period commencing on 1 july and ending on 30 june each year. public service act means the public service act 1999. senior executive service (ses) means a senior executive level employee as defined under the public service act. settlement period means the 28 day period beginning on a pay thursday. soft barrier means a point within a broadband where successful assessment against relevant criteria is required prior to advancement to another classification within the broadband. standard day means 8:30 am to 12:30 pm and 1:30 pm to 5:00 pm monday to friday, except where a public holiday occurs. temporary performance loading (tpl) means an allowance that is paid to an employee who is performing duties at a higher classification for three continuous weeks or more. trainee means an employee allocated the classification of trainee aps (administrative) in accordance with the public service classification rules 2000. trainees undertake a training program for a period of 12 months which combines time at work with training, and can be fulltime, part-time or school-based. training broadband means the group of duties allocated to one or more training classifications. i.e. aps1-4 as reflected in appendix 4 – training salary rates.
safe-work-australia-enterprise-agreement-2019-2022.txt2647travelwork australia. official travel requires formal approval by the chief executive officer. ordinary hours means those hours and times, within the bandwidth, that the employee works on a regular basis or has an agreement in place to work on a regular basis. parliamentary service means the australian parliamentary service. parliamentary service act means the parliamentary service act 1999. partner, where an employee is a member of a couple means the other member of the couple and includes: a spouse, including a former spouse, a de facto partner. part-time employee means an employee whose ordinary hours are less than 37.5 hours each week. performance assessment cycle means the period commencing on 1 july and ending on 30 june each year. public service act means the public service act 1999. senior executive service (ses) means a senior executive level employee as defined under the public service act. settlement period means the 28 day period beginning on a pay thursday. soft barrier means a point within a broadband where successful assessment against relevant criteria is required prior to advancement to another classification within the broadband. standard day means 8:30 am to 12:30 pm and 1:30 pm to 5:00 pm monday to friday, except where a public holiday occurs. temporary performance loading (tpl) means an allowance that is paid to an employee who is performing duties at a higher classification for three continuous weeks or more. trainee means an employee allocated the classification of trainee aps (administrative) in accordance with the public service classification rules 2000. trainees undertake a training program for a period of 12 months which combines time at work with training, and can be fulltime, part-time or school-based. training broadband means the group of duties allocated to one or more training classifications. i.e. aps1-4 as reflected in appendix 4 – training salary rates.
safe-work-australia-enterprise-agreement-2019-2022.txt2648bandwidthordinary hours means those hours and times, within the bandwidth, that the employee works on a regular basis or has an agreement in place to work on a regular basis. parliamentary service means the australian parliamentary service. parliamentary service act means the parliamentary service act 1999. partner, where an employee is a member of a couple means the other member of the couple and includes: a spouse, including a former spouse, a de facto partner. part-time employee means an employee whose ordinary hours are less than 37.5 hours each week. performance assessment cycle means the period commencing on 1 july and ending on 30 june each year. public service act means the public service act 1999. senior executive service (ses) means a senior executive level employee as defined under the public service act. settlement period means the 28 day period beginning on a pay thursday. soft barrier means a point within a broadband where successful assessment against relevant criteria is required prior to advancement to another classification within the broadband. standard day means 8:30 am to 12:30 pm and 1:30 pm to 5:00 pm monday to friday, except where a public holiday occurs. temporary performance loading (tpl) means an allowance that is paid to an employee who is performing duties at a higher classification for three continuous weeks or more. trainee means an employee allocated the classification of trainee aps (administrative) in accordance with the public service classification rules 2000. trainees undertake a training program for a period of 12 months which combines time at work with training, and can be fulltime, part-time or school-based. training broadband means the group of duties allocated to one or more training classifications. i.e. aps1-4 as reflected in appendix 4 – training salary rates. page 49 of 53
acsqhc_enterprise_agreement_2019-2022.txt325overtimeii. overtime rates; iii. penalty rates; iv. allowances; v. remuneration; vi. leave; and/or vii. cashing out of annual leave; and (b) the ifa meets the genuine needs of the ceo and employee in relation to one or more of the matters in paragraph (a); and (c) the ifa is genuinely agreed to by the ceo and employee. 6.2 the ceo must ensure that the terms of the ifa: (a) are about permitted matters under section 172 of the fw act; and australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 7 of 43 (b) (c) are not unlawful terms under section 194 of the fw act; and result in the employee being better off overall than the employee would be if no arrangement was made. 6.3 the ceo must ensure that the ifa: (a) is in writing; and (b) includes the name of the employer and employee; and (c) is signed by the ceo and employee and if the employee is under 18 years of
acsqhc_enterprise_agreement_2019-2022.txt424long service leaveplus a 20% loading in lieu of all paid leave (excluding long service leave) and public holidays on which they do not work. 11. supported salary eligibility criteria 11.1 employees covered by clause 11 will be those who are unable to perform the range of duties to the competence level required within the class for which the employee is engaged because of the effects of a disability on their productive capacity and who meet the impairment criteria for receipt of a disability support pension. 11.2 this part does not apply to any existing employee who has a claim against the acsqhc which is subject to the provisions of workers’ compensation legislation or any provision of this agreement relating to the rehabilitation of employees who are injured in the course of employment. supported wage rates (a) employees to whom clause 11 applies shall be paid the applicable percentage of the relevant minimum wage according to the following schedule: assessed capacity % of prescribed rate 10%
acsqhc_enterprise_agreement_2019-2022.txt590salary advancementthe pay point attained through salary advancement in previous periods of hda at that classification level will be at least maintained. payment for partial performance 13.6 where the full duties of the position are not being undertaken the ceo may determine a payment at a point in a classification below that of the higher duties position. hda and ses positions 13.7 remuneration for temporary assignment of duties at a ses level will be consistent with acsqhc ses terms and conditions. public holidays or leave 13.8 an employee on hda who is granted paid leave or who observes a public holiday will continue to receive hda during the employee’s absence. hda will not be paid beyond the date on which the employee would have ceased the period of acting had he or she not been absent. where the period of leave is paid at less than full pay, payment of hda will be made on a pro-rata basis. 14. salary advancement within classifications 14.1
acsqhc_enterprise_agreement_2019-2022.txt616salary advancementsalary advancement within classifications 14.1 subject to clause 15, salary advancement within all classification levels will occur from the beginning of the first full pay period commencing on or after 1 august each year subject to: (a) completion of the requirements of the pds; and (b) performance of duties at the employee’s substantive level or above within acsqhc, for an aggregate of three months or more within the pds cycle ended 30 june; and (c) satisfactory performance or better at the end of the pds cycle; or (d) the advancement provisions applying to specific groups of employees as outlined in this section. non-ongoing employees 14.2 non-ongoing employees, other than casual employees, will be eligible for salary advancement where they have been engaged at the same classification to perform the same duties continuously for six months during the pds cycle. non-ongoing employees are subject to the same qualifying ratings under the pds as ongoing employees. 14.3 this clause does not affect the ceo’s discretion to determine salary on the australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 11 of 43
acsqhc_enterprise_agreement_2019-2022.txt621salary advancementsubject to clause 15, salary advancement within all classification levels will occur from the beginning of the first full pay period commencing on or after 1 august each year subject to: (a) completion of the requirements of the pds; and (b) performance of duties at the employee’s substantive level or above within acsqhc, for an aggregate of three months or more within the pds cycle ended 30 june; and (c) satisfactory performance or better at the end of the pds cycle; or (d) the advancement provisions applying to specific groups of employees as outlined in this section. non-ongoing employees 14.2 non-ongoing employees, other than casual employees, will be eligible for salary advancement where they have been engaged at the same classification to perform the same duties continuously for six months during the pds cycle. non-ongoing employees are subject to the same qualifying ratings under the pds as ongoing employees. 14.3 this clause does not affect the ceo’s discretion to determine salary on the australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 11 of 43 commencement of each period of engagement. junior employees 14.4
acsqhc_enterprise_agreement_2019-2022.txt661salary advancementemployee will be eligible for salary advancement for the purposes of future or continuing hda in accordance with clause 14.1. where hda periods have been at different levels, progression will occur to the hda level closest to the employee’s substantive level, unless the person has acted for six months or more at a higher classification level. 14.6 employees on short term hda remain eligible for advancement within the employee’s substantive classification level, subject to meeting the requirements of the pds. 15. advancement not to occur 15.1 employees who either: (a) do not complete and meet the requirements of the pds; or (b) are ongoing and have not performed duties at the employee’s substantive classification level or a higher position in acsqhc for at least three months of the pds cycle; or (c) are non-ongoing and have not met the requirements of clause 14.2; or (d) are not eligible because of relevant administrative actions, including a sanction under the ps act will not move to the next pay point within that classification salary range. those employees will then not be able to progress to another pay point within the classification salary range until the salary review in the next year. 15.2
acsqhc_enterprise_agreement_2019-2022.txt702salary advancementand the review is subsequently upheld, salary advancement will occur from the appropriate august advancement date. 17. salary payable on engagement, promotion and movement 17.1 unless otherwise determined by the ceo (having regard to experience, qualifications and skills) where a person is: (a) promoted or engaged, salary will be payable at the minimum pay point of the relevant salary range; (b) transferred at level on an ongoing or temporary movement basis from another aps agency and i. the employee’s salary is above the top pay point of the relevant range as stated at attachment a, the employee will be paid at the top pay point; or australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 12 of 43 ii. 18. the employee’s salary is below the top pay point of the relevant range as stated at attachment a, but not aligned with a pay point in the range, the employee’s salary will be paid at the next highest pay point in that range.
acsqhc_enterprise_agreement_2019-2022.txt748parental leavethrough salary sacrifice arrangements or during a period of paid parental leave (however described). this clause does not apply where a superannuation fund cannot accept employer superannuation contributions (e.g. unable to accept contributions for people aged over 75). 18.3 for the purposes of this clause ote is the salary paid for an employee’s regular hours of work, not including overtime. it includes paid leave up to the maximum contributions base for the quarter. for the purpose of the agreement where salary sacrifice arrangements are in place or the employee is on paid maternity, adoption or foster leave, employer contributions will be paid as if those arrangements had not been entered into. 18.4 employer superannuation contributions will not be paid during periods of unpaid leave that do not count as service, unless otherwise required under legislation. 18.5 the ceo may choose to limit superannuation choice to complying superannuation funds that allow employee and/or employer contributions to be paid through fortnightly electronic funds transfer. treatment of allowances 18.6 a table indicating the treatment of allowances for superannuation purposes is at attachment b.
acsqhc_enterprise_agreement_2019-2022.txt756overtimeof work, not including overtime. it includes paid leave up to the maximum contributions base for the quarter. for the purpose of the agreement where salary sacrifice arrangements are in place or the employee is on paid maternity, adoption or foster leave, employer contributions will be paid as if those arrangements had not been entered into. 18.4 employer superannuation contributions will not be paid during periods of unpaid leave that do not count as service, unless otherwise required under legislation. 18.5 the ceo may choose to limit superannuation choice to complying superannuation funds that allow employee and/or employer contributions to be paid through fortnightly electronic funds transfer. treatment of allowances 18.6 a table indicating the treatment of allowances for superannuation purposes is at attachment b. 19. salary packaging 19.1 acsqhc will provide access to salary packaging of superannuation and other matters
acsqhc_enterprise_agreement_2019-2022.txt781salary packagingsalary packaging 19.1 acsqhc will provide access to salary packaging of superannuation and other matters as determined by the ceo. 19.2 if the ceo approves for establishment of other salary packaging options for employees, the employee may access this benefit with ceo approval. 19.3 where an employee takes up the option of salary packaging, the employee's salary for purposes of superannuation, redundancy and termination payments, and any other purposes, will be determined as if the salary packaging arrangement had not occurred. 19.4 any fringe benefits tax incurred by individual employees as a result of salary packaging arrangements will be met by the individual employee on a salary sacrifice basis. australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 13 of 43 part d – allowances 20. allowances
acsqhc_enterprise_agreement_2019-2022.txt785salary packagingacsqhc will provide access to salary packaging of superannuation and other matters as determined by the ceo. 19.2 if the ceo approves for establishment of other salary packaging options for employees, the employee may access this benefit with ceo approval. 19.3 where an employee takes up the option of salary packaging, the employee's salary for purposes of superannuation, redundancy and termination payments, and any other purposes, will be determined as if the salary packaging arrangement had not occurred. 19.4 any fringe benefits tax incurred by individual employees as a result of salary packaging arrangements will be met by the individual employee on a salary sacrifice basis. australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 13 of 43 part d – allowances 20. allowances recognition of allowances 20.1
acsqhc_enterprise_agreement_2019-2022.txt790salary packagingif the ceo approves for establishment of other salary packaging options for employees, the employee may access this benefit with ceo approval. 19.3 where an employee takes up the option of salary packaging, the employee's salary for purposes of superannuation, redundancy and termination payments, and any other purposes, will be determined as if the salary packaging arrangement had not occurred. 19.4 any fringe benefits tax incurred by individual employees as a result of salary packaging arrangements will be met by the individual employee on a salary sacrifice basis. australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 13 of 43 part d – allowances 20. allowances recognition of allowances 20.1 information on the recognition (for particular purposes) of allowances provided for in the agreement is at attachment b. 21.
acsqhc_enterprise_agreement_2019-2022.txt795salary packagingwhere an employee takes up the option of salary packaging, the employee's salary for purposes of superannuation, redundancy and termination payments, and any other purposes, will be determined as if the salary packaging arrangement had not occurred. 19.4 any fringe benefits tax incurred by individual employees as a result of salary packaging arrangements will be met by the individual employee on a salary sacrifice basis. australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 13 of 43 part d – allowances 20. allowances recognition of allowances 20.1 information on the recognition (for particular purposes) of allowances provided for in the agreement is at attachment b. 21. travel allowance 21.1 travel related allowances will be set in line with the department’s portfolio rates.
acsqhc_enterprise_agreement_2019-2022.txt797salary packagingpurposes, will be determined as if the salary packaging arrangement had not occurred. 19.4 any fringe benefits tax incurred by individual employees as a result of salary packaging arrangements will be met by the individual employee on a salary sacrifice basis. australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 13 of 43 part d – allowances 20. allowances recognition of allowances 20.1 information on the recognition (for particular purposes) of allowances provided for in the agreement is at attachment b. 21. travel allowance 21.1 travel related allowances will be set in line with the department’s portfolio rates. 21.2
acsqhc_enterprise_agreement_2019-2022.txt801salary packagingany fringe benefits tax incurred by individual employees as a result of salary packaging arrangements will be met by the individual employee on a salary sacrifice basis. australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 13 of 43 part d – allowances 20. allowances recognition of allowances 20.1 information on the recognition (for particular purposes) of allowances provided for in the agreement is at attachment b. 21. travel allowance 21.1 travel related allowances will be set in line with the department’s portfolio rates. 21.2 acsqhc will meet reasonable costs for employees on official overnight travel as determined by the ceo.
acsqhc_enterprise_agreement_2019-2022.txt820traveltravel allowance 21.1 travel related allowances will be set in line with the department’s portfolio rates. 21.2 acsqhc will meet reasonable costs for employees on official overnight travel as determined by the ceo. 21.3 the ceo will authorise an additional payment in circumstances where an employee has incurred reasonable costs in excess of the allowance as determined by the ceo and subject to the presentation of receipts. where possible, prior approval should be obtained by the employee before incurring the expense. overpayment of travel allowance 21.4 where a travel allowance overpayment occurs, the employee will repay the amount of the overpaid allowance to acsqhc to reflect the travel actually undertaken. part-day travel 21.5 an employee who is required to be absent from the employee’s usual place of work on official business for a period of not less than 10 hours, but is not absent overnight, will be paid an allowance of $49.44 for each absence.
acsqhc_enterprise_agreement_2019-2022.txt820travel allowancetravel allowance 21.1 travel related allowances will be set in line with the department’s portfolio rates. 21.2 acsqhc will meet reasonable costs for employees on official overnight travel as determined by the ceo. 21.3 the ceo will authorise an additional payment in circumstances where an employee has incurred reasonable costs in excess of the allowance as determined by the ceo and subject to the presentation of receipts. where possible, prior approval should be obtained by the employee before incurring the expense. overpayment of travel allowance 21.4 where a travel allowance overpayment occurs, the employee will repay the amount of the overpaid allowance to acsqhc to reflect the travel actually undertaken. part-day travel 21.5 an employee who is required to be absent from the employee’s usual place of work on official business for a period of not less than 10 hours, but is not absent overnight, will be paid an allowance of $49.44 for each absence.
acsqhc_enterprise_agreement_2019-2022.txt824traveltravel related allowances will be set in line with the department’s portfolio rates. 21.2 acsqhc will meet reasonable costs for employees on official overnight travel as determined by the ceo. 21.3 the ceo will authorise an additional payment in circumstances where an employee has incurred reasonable costs in excess of the allowance as determined by the ceo and subject to the presentation of receipts. where possible, prior approval should be obtained by the employee before incurring the expense. overpayment of travel allowance 21.4 where a travel allowance overpayment occurs, the employee will repay the amount of the overpaid allowance to acsqhc to reflect the travel actually undertaken. part-day travel 21.5 an employee who is required to be absent from the employee’s usual place of work on official business for a period of not less than 10 hours, but is not absent overnight, will be paid an allowance of $49.44 for each absence. illness while travelling 21.6
acsqhc_enterprise_agreement_2019-2022.txt828travelacsqhc will meet reasonable costs for employees on official overnight travel as determined by the ceo. 21.3 the ceo will authorise an additional payment in circumstances where an employee has incurred reasonable costs in excess of the allowance as determined by the ceo and subject to the presentation of receipts. where possible, prior approval should be obtained by the employee before incurring the expense. overpayment of travel allowance 21.4 where a travel allowance overpayment occurs, the employee will repay the amount of the overpaid allowance to acsqhc to reflect the travel actually undertaken. part-day travel 21.5 an employee who is required to be absent from the employee’s usual place of work on official business for a period of not less than 10 hours, but is not absent overnight, will be paid an allowance of $49.44 for each absence. illness while travelling 21.6 where an employee falls ill or is injured while travelling on official business and subsequently takes leave, the ceo will approve payment of return journey costs to the employee.
acsqhc_enterprise_agreement_2019-2022.txt838traveloverpayment of travel allowance 21.4 where a travel allowance overpayment occurs, the employee will repay the amount of the overpaid allowance to acsqhc to reflect the travel actually undertaken. part-day travel 21.5 an employee who is required to be absent from the employee’s usual place of work on official business for a period of not less than 10 hours, but is not absent overnight, will be paid an allowance of $49.44 for each absence. illness while travelling 21.6 where an employee falls ill or is injured while travelling on official business and subsequently takes leave, the ceo will approve payment of return journey costs to the employee. recognition of travel time 21.7 where an aps 1–6 employee is required to undertake official travel, the time spent travelling within the bandwidth, excluding the usual time taken for the employee to travel to and from the employee’s regular place of work, will be recorded as work hours. 21.8 travel outside the bandwidth undertaken by aps 1–6 employees will be claimed as
acsqhc_enterprise_agreement_2019-2022.txt838travel allowanceoverpayment of travel allowance 21.4 where a travel allowance overpayment occurs, the employee will repay the amount of the overpaid allowance to acsqhc to reflect the travel actually undertaken. part-day travel 21.5 an employee who is required to be absent from the employee’s usual place of work on official business for a period of not less than 10 hours, but is not absent overnight, will be paid an allowance of $49.44 for each absence. illness while travelling 21.6 where an employee falls ill or is injured while travelling on official business and subsequently takes leave, the ceo will approve payment of return journey costs to the employee. recognition of travel time 21.7 where an aps 1–6 employee is required to undertake official travel, the time spent travelling within the bandwidth, excluding the usual time taken for the employee to travel to and from the employee’s regular place of work, will be recorded as work hours. 21.8 travel outside the bandwidth undertaken by aps 1–6 employees will be claimed as
acsqhc_enterprise_agreement_2019-2022.txt841travelwhere a travel allowance overpayment occurs, the employee will repay the amount of the overpaid allowance to acsqhc to reflect the travel actually undertaken. part-day travel 21.5 an employee who is required to be absent from the employee’s usual place of work on official business for a period of not less than 10 hours, but is not absent overnight, will be paid an allowance of $49.44 for each absence. illness while travelling 21.6 where an employee falls ill or is injured while travelling on official business and subsequently takes leave, the ceo will approve payment of return journey costs to the employee. recognition of travel time 21.7 where an aps 1–6 employee is required to undertake official travel, the time spent travelling within the bandwidth, excluding the usual time taken for the employee to travel to and from the employee’s regular place of work, will be recorded as work hours. 21.8 travel outside the bandwidth undertaken by aps 1–6 employees will be claimed as travel time in lieu at single time rates. motor vehicle allowance
acsqhc_enterprise_agreement_2019-2022.txt841travel allowancewhere a travel allowance overpayment occurs, the employee will repay the amount of the overpaid allowance to acsqhc to reflect the travel actually undertaken. part-day travel 21.5 an employee who is required to be absent from the employee’s usual place of work on official business for a period of not less than 10 hours, but is not absent overnight, will be paid an allowance of $49.44 for each absence. illness while travelling 21.6 where an employee falls ill or is injured while travelling on official business and subsequently takes leave, the ceo will approve payment of return journey costs to the employee. recognition of travel time 21.7 where an aps 1–6 employee is required to undertake official travel, the time spent travelling within the bandwidth, excluding the usual time taken for the employee to travel to and from the employee’s regular place of work, will be recorded as work hours. 21.8 travel outside the bandwidth undertaken by aps 1–6 employees will be claimed as travel time in lieu at single time rates. motor vehicle allowance
acsqhc_enterprise_agreement_2019-2022.txt842travelthe overpaid allowance to acsqhc to reflect the travel actually undertaken. part-day travel 21.5 an employee who is required to be absent from the employee’s usual place of work on official business for a period of not less than 10 hours, but is not absent overnight, will be paid an allowance of $49.44 for each absence. illness while travelling 21.6 where an employee falls ill or is injured while travelling on official business and subsequently takes leave, the ceo will approve payment of return journey costs to the employee. recognition of travel time 21.7 where an aps 1–6 employee is required to undertake official travel, the time spent travelling within the bandwidth, excluding the usual time taken for the employee to travel to and from the employee’s regular place of work, will be recorded as work hours. 21.8 travel outside the bandwidth undertaken by aps 1–6 employees will be claimed as travel time in lieu at single time rates. motor vehicle allowance 21.9
acsqhc_enterprise_agreement_2019-2022.txt844travelpart-day travel 21.5 an employee who is required to be absent from the employee’s usual place of work on official business for a period of not less than 10 hours, but is not absent overnight, will be paid an allowance of $49.44 for each absence. illness while travelling 21.6 where an employee falls ill or is injured while travelling on official business and subsequently takes leave, the ceo will approve payment of return journey costs to the employee. recognition of travel time 21.7 where an aps 1–6 employee is required to undertake official travel, the time spent travelling within the bandwidth, excluding the usual time taken for the employee to travel to and from the employee’s regular place of work, will be recorded as work hours. 21.8 travel outside the bandwidth undertaken by aps 1–6 employees will be claimed as travel time in lieu at single time rates. motor vehicle allowance 21.9 motor vehicle allowance (mva) is payable where the ceo approves an employee to
acsqhc_enterprise_agreement_2019-2022.txt851travelillness while travelling 21.6 where an employee falls ill or is injured while travelling on official business and subsequently takes leave, the ceo will approve payment of return journey costs to the employee. recognition of travel time 21.7 where an aps 1–6 employee is required to undertake official travel, the time spent travelling within the bandwidth, excluding the usual time taken for the employee to travel to and from the employee’s regular place of work, will be recorded as work hours. 21.8 travel outside the bandwidth undertaken by aps 1–6 employees will be claimed as travel time in lieu at single time rates. motor vehicle allowance 21.9 motor vehicle allowance (mva) is payable where the ceo approves an employee to use a private or personally hired vehicle for official purposes. 21.10 where an employee is approved to use a private vehicle instead of the most efficient means of travel as determined by the ceo, the amount of mva paid to the employee will not exceed the cost of the most efficient means of travel. australian commission on safety and quality in health care – enterprise agreement 2019–2022
acsqhc_enterprise_agreement_2019-2022.txt854travelwhere an employee falls ill or is injured while travelling on official business and subsequently takes leave, the ceo will approve payment of return journey costs to the employee. recognition of travel time 21.7 where an aps 1–6 employee is required to undertake official travel, the time spent travelling within the bandwidth, excluding the usual time taken for the employee to travel to and from the employee’s regular place of work, will be recorded as work hours. 21.8 travel outside the bandwidth undertaken by aps 1–6 employees will be claimed as travel time in lieu at single time rates. motor vehicle allowance 21.9 motor vehicle allowance (mva) is payable where the ceo approves an employee to use a private or personally hired vehicle for official purposes. 21.10 where an employee is approved to use a private vehicle instead of the most efficient means of travel as determined by the ceo, the amount of mva paid to the employee will not exceed the cost of the most efficient means of travel. australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 14 of 43 22.
acsqhc_enterprise_agreement_2019-2022.txt858travelrecognition of travel time 21.7 where an aps 1–6 employee is required to undertake official travel, the time spent travelling within the bandwidth, excluding the usual time taken for the employee to travel to and from the employee’s regular place of work, will be recorded as work hours. 21.8 travel outside the bandwidth undertaken by aps 1–6 employees will be claimed as travel time in lieu at single time rates. motor vehicle allowance 21.9 motor vehicle allowance (mva) is payable where the ceo approves an employee to use a private or personally hired vehicle for official purposes. 21.10 where an employee is approved to use a private vehicle instead of the most efficient means of travel as determined by the ceo, the amount of mva paid to the employee will not exceed the cost of the most efficient means of travel. australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 14 of 43 22. relocation assistance access for existing employees
acsqhc_enterprise_agreement_2019-2022.txt858recognition of travel timerecognition of travel time 21.7 where an aps 1–6 employee is required to undertake official travel, the time spent travelling within the bandwidth, excluding the usual time taken for the employee to travel to and from the employee’s regular place of work, will be recorded as work hours. 21.8 travel outside the bandwidth undertaken by aps 1–6 employees will be claimed as travel time in lieu at single time rates. motor vehicle allowance 21.9 motor vehicle allowance (mva) is payable where the ceo approves an employee to use a private or personally hired vehicle for official purposes. 21.10 where an employee is approved to use a private vehicle instead of the most efficient means of travel as determined by the ceo, the amount of mva paid to the employee will not exceed the cost of the most efficient means of travel. australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 14 of 43 22. relocation assistance access for existing employees
acsqhc_enterprise_agreement_2019-2022.txt861travelwhere an aps 1–6 employee is required to undertake official travel, the time spent travelling within the bandwidth, excluding the usual time taken for the employee to travel to and from the employee’s regular place of work, will be recorded as work hours. 21.8 travel outside the bandwidth undertaken by aps 1–6 employees will be claimed as travel time in lieu at single time rates. motor vehicle allowance 21.9 motor vehicle allowance (mva) is payable where the ceo approves an employee to use a private or personally hired vehicle for official purposes. 21.10 where an employee is approved to use a private vehicle instead of the most efficient means of travel as determined by the ceo, the amount of mva paid to the employee will not exceed the cost of the most efficient means of travel. australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 14 of 43 22. relocation assistance access for existing employees 22.1 where the acsqhc initiates a permanent relocation (including transfer or promotion)
acsqhc_enterprise_agreement_2019-2022.txt862traveltravelling within the bandwidth, excluding the usual time taken for the employee to travel to and from the employee’s regular place of work, will be recorded as work hours. 21.8 travel outside the bandwidth undertaken by aps 1–6 employees will be claimed as travel time in lieu at single time rates. motor vehicle allowance 21.9 motor vehicle allowance (mva) is payable where the ceo approves an employee to use a private or personally hired vehicle for official purposes. 21.10 where an employee is approved to use a private vehicle instead of the most efficient means of travel as determined by the ceo, the amount of mva paid to the employee will not exceed the cost of the most efficient means of travel. australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 14 of 43 22. relocation assistance access for existing employees 22.1 where the acsqhc initiates a permanent relocation (including transfer or promotion) of an employee, or the relocation is in the interest of the acsqhc, the ceo may
acsqhc_enterprise_agreement_2019-2022.txt862bandwidthtravelling within the bandwidth, excluding the usual time taken for the employee to travel to and from the employee’s regular place of work, will be recorded as work hours. 21.8 travel outside the bandwidth undertaken by aps 1–6 employees will be claimed as travel time in lieu at single time rates. motor vehicle allowance 21.9 motor vehicle allowance (mva) is payable where the ceo approves an employee to use a private or personally hired vehicle for official purposes. 21.10 where an employee is approved to use a private vehicle instead of the most efficient means of travel as determined by the ceo, the amount of mva paid to the employee will not exceed the cost of the most efficient means of travel. australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 14 of 43 22. relocation assistance access for existing employees 22.1 where the acsqhc initiates a permanent relocation (including transfer or promotion) of an employee, or the relocation is in the interest of the acsqhc, the ceo may
acsqhc_enterprise_agreement_2019-2022.txt863traveltravel to and from the employee’s regular place of work, will be recorded as work hours. 21.8 travel outside the bandwidth undertaken by aps 1–6 employees will be claimed as travel time in lieu at single time rates. motor vehicle allowance 21.9 motor vehicle allowance (mva) is payable where the ceo approves an employee to use a private or personally hired vehicle for official purposes. 21.10 where an employee is approved to use a private vehicle instead of the most efficient means of travel as determined by the ceo, the amount of mva paid to the employee will not exceed the cost of the most efficient means of travel. australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 14 of 43 22. relocation assistance access for existing employees 22.1 where the acsqhc initiates a permanent relocation (including transfer or promotion) of an employee, or the relocation is in the interest of the acsqhc, the ceo may reimburse reasonable relocation costs.
acsqhc_enterprise_agreement_2019-2022.txt867traveltravel outside the bandwidth undertaken by aps 1–6 employees will be claimed as travel time in lieu at single time rates. motor vehicle allowance 21.9 motor vehicle allowance (mva) is payable where the ceo approves an employee to use a private or personally hired vehicle for official purposes. 21.10 where an employee is approved to use a private vehicle instead of the most efficient means of travel as determined by the ceo, the amount of mva paid to the employee will not exceed the cost of the most efficient means of travel. australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 14 of 43 22. relocation assistance access for existing employees 22.1 where the acsqhc initiates a permanent relocation (including transfer or promotion) of an employee, or the relocation is in the interest of the acsqhc, the ceo may reimburse reasonable relocation costs. requested move 22.2
acsqhc_enterprise_agreement_2019-2022.txt867bandwidthtravel outside the bandwidth undertaken by aps 1–6 employees will be claimed as travel time in lieu at single time rates. motor vehicle allowance 21.9 motor vehicle allowance (mva) is payable where the ceo approves an employee to use a private or personally hired vehicle for official purposes. 21.10 where an employee is approved to use a private vehicle instead of the most efficient means of travel as determined by the ceo, the amount of mva paid to the employee will not exceed the cost of the most efficient means of travel. australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 14 of 43 22. relocation assistance access for existing employees 22.1 where the acsqhc initiates a permanent relocation (including transfer or promotion) of an employee, or the relocation is in the interest of the acsqhc, the ceo may reimburse reasonable relocation costs. requested move 22.2
acsqhc_enterprise_agreement_2019-2022.txt868traveltravel time in lieu at single time rates. motor vehicle allowance 21.9 motor vehicle allowance (mva) is payable where the ceo approves an employee to use a private or personally hired vehicle for official purposes. 21.10 where an employee is approved to use a private vehicle instead of the most efficient means of travel as determined by the ceo, the amount of mva paid to the employee will not exceed the cost of the most efficient means of travel. australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 14 of 43 22. relocation assistance access for existing employees 22.1 where the acsqhc initiates a permanent relocation (including transfer or promotion) of an employee, or the relocation is in the interest of the acsqhc, the ceo may reimburse reasonable relocation costs. requested move 22.2 relocation or temporary transfer at the request of the employee will only attract
acsqhc_enterprise_agreement_2019-2022.txt877travelmeans of travel as determined by the ceo, the amount of mva paid to the employee will not exceed the cost of the most efficient means of travel. australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 14 of 43 22. relocation assistance access for existing employees 22.1 where the acsqhc initiates a permanent relocation (including transfer or promotion) of an employee, or the relocation is in the interest of the acsqhc, the ceo may reimburse reasonable relocation costs. requested move 22.2 relocation or temporary transfer at the request of the employee will only attract relocation assistance at the discretion of the ceo. access for new employees 22.3 upon an employee’s engagement, relocation assistance for reasonable costs may be granted by the manager. 23.
acsqhc_enterprise_agreement_2019-2022.txt878travelwill not exceed the cost of the most efficient means of travel. australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 14 of 43 22. relocation assistance access for existing employees 22.1 where the acsqhc initiates a permanent relocation (including transfer or promotion) of an employee, or the relocation is in the interest of the acsqhc, the ceo may reimburse reasonable relocation costs. requested move 22.2 relocation or temporary transfer at the request of the employee will only attract relocation assistance at the discretion of the ceo. access for new employees 22.3 upon an employee’s engagement, relocation assistance for reasonable costs may be granted by the manager. 23.
acsqhc_enterprise_agreement_2019-2022.txt908overtimeovertime meal break allowance 23.1 where an employee is required to work overtime for a continuous period of at least one hour outside the bandwidth which extends over a meal period, they will be paid a meal allowance of $26.82. for the purposes of this clause a meal period is: monday to friday: 6.30 am 7.00 pm – – 7.00 am 7.30 pm saturday, sunday and public holidays: 6.30 am 12.30 pm 7.00 pm – – – 7.00 am
acsqhc_enterprise_agreement_2019-2022.txt912overtimewhere an employee is required to work overtime for a continuous period of at least one hour outside the bandwidth which extends over a meal period, they will be paid a meal allowance of $26.82. for the purposes of this clause a meal period is: monday to friday: 6.30 am 7.00 pm – – 7.00 am 7.30 pm saturday, sunday and public holidays: 6.30 am 12.30 pm 7.00 pm – – – 7.00 am 1.30 pm 7.30 pm 23.2
acsqhc_enterprise_agreement_2019-2022.txt913bandwidthhour outside the bandwidth which extends over a meal period, they will be paid a meal allowance of $26.82. for the purposes of this clause a meal period is: monday to friday: 6.30 am 7.00 pm – – 7.00 am 7.30 pm saturday, sunday and public holidays: 6.30 am 12.30 pm 7.00 pm – – – 7.00 am 1.30 pm 7.30 pm 23.2
acsqhc_enterprise_agreement_2019-2022.txt943overtimewhere overtime is worked for long periods and does not coincide with designated meal periods, the manager has the discretion to authorise payment of a meal allowance. 24. workplace responsibility allowance 24.1 first aid officers will be paid a workplace responsibility allowance (wra) at the rate of $15.73 per week. 24.2 fire wardens will be paid a wra at the rate of $10.67 per week. 24.3 workplace harassment contact officers will be paid a wra at the rate of $10.67 per week. 24.4 health and safety representatives will be paid a wra at the rate of $10.67 per week. australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 15 of 43 part e – hours of work and working flexibly 25.
acsqhc_enterprise_agreement_2019-2022.txt990overtimeii. determining overtime entitlements; iii. accrual and deduction of leave, including deduction of part-day absences; and iv. calculating hours over the flextime settlement period. (c) bandwidth: the bandwidth of hours in which an employee will work their ordinary hours is 7.00 am to 7.00 pm, monday to friday. (d) maximum hours per day: an employee shall not normally be required to work more than 10 hours ordinary time in any one day. where this does occur, the overtime and time in lieu provisions at clause 28 and/or meal allowance provisions at clause 23 may apply. (e) meal break: an employee must not work more than five consecutive hours without a break of at least 30 minutes. (f) minimum break between days: an employee will not normally be required to commence work on any day without having at least 10 hours minimum break from the previous day’s work, without specific approval from their manager. where this does occur, the overtime and time in lieu provisions at clause 28 and/or meal allowance provisions at clause 23 may apply. (g) settlement period: means a four-week period commencing on payday thursdays. (h) flextime: means flexible hours for aps 1–6 employees in accordance with the formal flextime scheme set out in clause 26. (i) executive level (el) time off: means variations in attendance times and short term absences, including full days, in accordance with clause 27. (j) overtime: means work performed at the direction of an employee’s manager and on the approval of the coo that constitutes overtime in accordance with clause 28. (k) time in lieu (til): is a form of recompense for overtime duty as an alternative
acsqhc_enterprise_agreement_2019-2022.txt993flextimeiv. calculating hours over the flextime settlement period. (c) bandwidth: the bandwidth of hours in which an employee will work their ordinary hours is 7.00 am to 7.00 pm, monday to friday. (d) maximum hours per day: an employee shall not normally be required to work more than 10 hours ordinary time in any one day. where this does occur, the overtime and time in lieu provisions at clause 28 and/or meal allowance provisions at clause 23 may apply. (e) meal break: an employee must not work more than five consecutive hours without a break of at least 30 minutes. (f) minimum break between days: an employee will not normally be required to commence work on any day without having at least 10 hours minimum break from the previous day’s work, without specific approval from their manager. where this does occur, the overtime and time in lieu provisions at clause 28 and/or meal allowance provisions at clause 23 may apply. (g) settlement period: means a four-week period commencing on payday thursdays. (h) flextime: means flexible hours for aps 1–6 employees in accordance with the formal flextime scheme set out in clause 26. (i) executive level (el) time off: means variations in attendance times and short term absences, including full days, in accordance with clause 27. (j) overtime: means work performed at the direction of an employee’s manager and on the approval of the coo that constitutes overtime in accordance with clause 28. (k) time in lieu (til): is a form of recompense for overtime duty as an alternative to overtime payment, subject to the provisions of clause 28. work outside bandwidth
acsqhc_enterprise_agreement_2019-2022.txt994bandwidth(c) bandwidth: the bandwidth of hours in which an employee will work their ordinary hours is 7.00 am to 7.00 pm, monday to friday. (d) maximum hours per day: an employee shall not normally be required to work more than 10 hours ordinary time in any one day. where this does occur, the overtime and time in lieu provisions at clause 28 and/or meal allowance provisions at clause 23 may apply. (e) meal break: an employee must not work more than five consecutive hours without a break of at least 30 minutes. (f) minimum break between days: an employee will not normally be required to commence work on any day without having at least 10 hours minimum break from the previous day’s work, without specific approval from their manager. where this does occur, the overtime and time in lieu provisions at clause 28 and/or meal allowance provisions at clause 23 may apply. (g) settlement period: means a four-week period commencing on payday thursdays. (h) flextime: means flexible hours for aps 1–6 employees in accordance with the formal flextime scheme set out in clause 26. (i) executive level (el) time off: means variations in attendance times and short term absences, including full days, in accordance with clause 27. (j) overtime: means work performed at the direction of an employee’s manager and on the approval of the coo that constitutes overtime in accordance with clause 28. (k) time in lieu (til): is a form of recompense for overtime duty as an alternative to overtime payment, subject to the provisions of clause 28. work outside bandwidth 25.3
acsqhc_enterprise_agreement_2019-2022.txt998overtimeovertime and time in lieu provisions at clause 28 and/or meal allowance provisions at clause 23 may apply. (e) meal break: an employee must not work more than five consecutive hours without a break of at least 30 minutes. (f) minimum break between days: an employee will not normally be required to commence work on any day without having at least 10 hours minimum break from the previous day’s work, without specific approval from their manager. where this does occur, the overtime and time in lieu provisions at clause 28 and/or meal allowance provisions at clause 23 may apply. (g) settlement period: means a four-week period commencing on payday thursdays. (h) flextime: means flexible hours for aps 1–6 employees in accordance with the formal flextime scheme set out in clause 26. (i) executive level (el) time off: means variations in attendance times and short term absences, including full days, in accordance with clause 27. (j) overtime: means work performed at the direction of an employee’s manager and on the approval of the coo that constitutes overtime in accordance with clause 28. (k) time in lieu (til): is a form of recompense for overtime duty as an alternative to overtime payment, subject to the provisions of clause 28. work outside bandwidth 25.3 where an employee requests to work their ordinary hours outside the bandwidth e.g. on saturday or sunday, the employee may do so, subject to operational requirements, with the agreement of their manager. any hours worked on this basis will be considered
acsqhc_enterprise_agreement_2019-2022.txt1006overtimewhere this does occur, the overtime and time in lieu provisions at clause 28 and/or meal allowance provisions at clause 23 may apply. (g) settlement period: means a four-week period commencing on payday thursdays. (h) flextime: means flexible hours for aps 1–6 employees in accordance with the formal flextime scheme set out in clause 26. (i) executive level (el) time off: means variations in attendance times and short term absences, including full days, in accordance with clause 27. (j) overtime: means work performed at the direction of an employee’s manager and on the approval of the coo that constitutes overtime in accordance with clause 28. (k) time in lieu (til): is a form of recompense for overtime duty as an alternative to overtime payment, subject to the provisions of clause 28. work outside bandwidth 25.3 where an employee requests to work their ordinary hours outside the bandwidth e.g. on saturday or sunday, the employee may do so, subject to operational requirements, with the agreement of their manager. any hours worked on this basis will be considered ordinary hours and will not attract overtime. australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 16 of 43 recording attendance 25.4
acsqhc_enterprise_agreement_2019-2022.txt1010flextime(h) flextime: means flexible hours for aps 1–6 employees in accordance with the formal flextime scheme set out in clause 26. (i) executive level (el) time off: means variations in attendance times and short term absences, including full days, in accordance with clause 27. (j) overtime: means work performed at the direction of an employee’s manager and on the approval of the coo that constitutes overtime in accordance with clause 28. (k) time in lieu (til): is a form of recompense for overtime duty as an alternative to overtime payment, subject to the provisions of clause 28. work outside bandwidth 25.3 where an employee requests to work their ordinary hours outside the bandwidth e.g. on saturday or sunday, the employee may do so, subject to operational requirements, with the agreement of their manager. any hours worked on this basis will be considered ordinary hours and will not attract overtime. australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 16 of 43 recording attendance 25.4 all employees are required to record their working hours. 26.
acsqhc_enterprise_agreement_2019-2022.txt1011flextimeformal flextime scheme set out in clause 26. (i) executive level (el) time off: means variations in attendance times and short term absences, including full days, in accordance with clause 27. (j) overtime: means work performed at the direction of an employee’s manager and on the approval of the coo that constitutes overtime in accordance with clause 28. (k) time in lieu (til): is a form of recompense for overtime duty as an alternative to overtime payment, subject to the provisions of clause 28. work outside bandwidth 25.3 where an employee requests to work their ordinary hours outside the bandwidth e.g. on saturday or sunday, the employee may do so, subject to operational requirements, with the agreement of their manager. any hours worked on this basis will be considered ordinary hours and will not attract overtime. australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 16 of 43 recording attendance 25.4 all employees are required to record their working hours. 26. flextime scheme
acsqhc_enterprise_agreement_2019-2022.txt1016overtimeovertime: means work performed at the direction of an employee’s manager and on the approval of the coo that constitutes overtime in accordance with clause 28. (k) time in lieu (til): is a form of recompense for overtime duty as an alternative to overtime payment, subject to the provisions of clause 28. work outside bandwidth 25.3 where an employee requests to work their ordinary hours outside the bandwidth e.g. on saturday or sunday, the employee may do so, subject to operational requirements, with the agreement of their manager. any hours worked on this basis will be considered ordinary hours and will not attract overtime. australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 16 of 43 recording attendance 25.4 all employees are required to record their working hours. 26. flextime scheme 26.1 aps 1–6 employees, including part-time employees, are eligible to accumulate flextime for duty performed in excess of their ordinary hours of work (over the settlement
acsqhc_enterprise_agreement_2019-2022.txt1017overtimeand on the approval of the coo that constitutes overtime in accordance with clause 28. (k) time in lieu (til): is a form of recompense for overtime duty as an alternative to overtime payment, subject to the provisions of clause 28. work outside bandwidth 25.3 where an employee requests to work their ordinary hours outside the bandwidth e.g. on saturday or sunday, the employee may do so, subject to operational requirements, with the agreement of their manager. any hours worked on this basis will be considered ordinary hours and will not attract overtime. australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 16 of 43 recording attendance 25.4 all employees are required to record their working hours. 26. flextime scheme 26.1 aps 1–6 employees, including part-time employees, are eligible to accumulate flextime for duty performed in excess of their ordinary hours of work (over the settlement period), but which does not attract overtime.
acsqhc_enterprise_agreement_2019-2022.txt1019overtime(k) time in lieu (til): is a form of recompense for overtime duty as an alternative to overtime payment, subject to the provisions of clause 28. work outside bandwidth 25.3 where an employee requests to work their ordinary hours outside the bandwidth e.g. on saturday or sunday, the employee may do so, subject to operational requirements, with the agreement of their manager. any hours worked on this basis will be considered ordinary hours and will not attract overtime. australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 16 of 43 recording attendance 25.4 all employees are required to record their working hours. 26. flextime scheme 26.1 aps 1–6 employees, including part-time employees, are eligible to accumulate flextime for duty performed in excess of their ordinary hours of work (over the settlement period), but which does not attract overtime. 26.2
acsqhc_enterprise_agreement_2019-2022.txt1020overtimeto overtime payment, subject to the provisions of clause 28. work outside bandwidth 25.3 where an employee requests to work their ordinary hours outside the bandwidth e.g. on saturday or sunday, the employee may do so, subject to operational requirements, with the agreement of their manager. any hours worked on this basis will be considered ordinary hours and will not attract overtime. australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 16 of 43 recording attendance 25.4 all employees are required to record their working hours. 26. flextime scheme 26.1 aps 1–6 employees, including part-time employees, are eligible to accumulate flextime for duty performed in excess of their ordinary hours of work (over the settlement period), but which does not attract overtime. 26.2
acsqhc_enterprise_agreement_2019-2022.txt1022bandwidthwork outside bandwidth 25.3 where an employee requests to work their ordinary hours outside the bandwidth e.g. on saturday or sunday, the employee may do so, subject to operational requirements, with the agreement of their manager. any hours worked on this basis will be considered ordinary hours and will not attract overtime. australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 16 of 43 recording attendance 25.4 all employees are required to record their working hours. 26. flextime scheme 26.1 aps 1–6 employees, including part-time employees, are eligible to accumulate flextime for duty performed in excess of their ordinary hours of work (over the settlement period), but which does not attract overtime. 26.2 an employee may choose to vary their pattern of attendance from time to time in order to meet personal needs and subject to operational requirements. as part of this
acsqhc_enterprise_agreement_2019-2022.txt1025bandwidthwhere an employee requests to work their ordinary hours outside the bandwidth e.g. on saturday or sunday, the employee may do so, subject to operational requirements, with the agreement of their manager. any hours worked on this basis will be considered ordinary hours and will not attract overtime. australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 16 of 43 recording attendance 25.4 all employees are required to record their working hours. 26. flextime scheme 26.1 aps 1–6 employees, including part-time employees, are eligible to accumulate flextime for duty performed in excess of their ordinary hours of work (over the settlement period), but which does not attract overtime. 26.2 an employee may choose to vary their pattern of attendance from time to time in order to meet personal needs and subject to operational requirements. as part of this process, employees may take flextime as a part or whole day absence, subject to approval by their manager.
acsqhc_enterprise_agreement_2019-2022.txt1028overtimeordinary hours and will not attract overtime. australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 16 of 43 recording attendance 25.4 all employees are required to record their working hours. 26. flextime scheme 26.1 aps 1–6 employees, including part-time employees, are eligible to accumulate flextime for duty performed in excess of their ordinary hours of work (over the settlement period), but which does not attract overtime. 26.2 an employee may choose to vary their pattern of attendance from time to time in order to meet personal needs and subject to operational requirements. as part of this process, employees may take flextime as a part or whole day absence, subject to approval by their manager. insufficient work and flextime 26.3
acsqhc_enterprise_agreement_2019-2022.txt1040flextimeflextime scheme 26.1 aps 1–6 employees, including part-time employees, are eligible to accumulate flextime for duty performed in excess of their ordinary hours of work (over the settlement period), but which does not attract overtime. 26.2 an employee may choose to vary their pattern of attendance from time to time in order to meet personal needs and subject to operational requirements. as part of this process, employees may take flextime as a part or whole day absence, subject to approval by their manager. insufficient work and flextime 26.3 a manager may require an employee not to work hours in addition to ordinary hours and to not accumulate flextime where there is insufficient work. excess flex credits 26.4 at the end of a settlement period, where the employee’s flex credit exceeds 20 hours credit, the employee in consultation with their manager will discuss and mutually agree a plan to reduce flex credits. cash out of credits exceeding one week 26.5
acsqhc_enterprise_agreement_2019-2022.txt1044flextimeaps 1–6 employees, including part-time employees, are eligible to accumulate flextime for duty performed in excess of their ordinary hours of work (over the settlement period), but which does not attract overtime. 26.2 an employee may choose to vary their pattern of attendance from time to time in order to meet personal needs and subject to operational requirements. as part of this process, employees may take flextime as a part or whole day absence, subject to approval by their manager. insufficient work and flextime 26.3 a manager may require an employee not to work hours in addition to ordinary hours and to not accumulate flextime where there is insufficient work. excess flex credits 26.4 at the end of a settlement period, where the employee’s flex credit exceeds 20 hours credit, the employee in consultation with their manager will discuss and mutually agree a plan to reduce flex credits. cash out of credits exceeding one week 26.5 at the end of a settlement period, flex credits exceeding one week (37.5 hours or the part-time equivalent) may be cashed out at ordinary time rates where, due to organisational requirements, the employee’s manager determines that the employee
acsqhc_enterprise_agreement_2019-2022.txt1046overtimeperiod), but which does not attract overtime. 26.2 an employee may choose to vary their pattern of attendance from time to time in order to meet personal needs and subject to operational requirements. as part of this process, employees may take flextime as a part or whole day absence, subject to approval by their manager. insufficient work and flextime 26.3 a manager may require an employee not to work hours in addition to ordinary hours and to not accumulate flextime where there is insufficient work. excess flex credits 26.4 at the end of a settlement period, where the employee’s flex credit exceeds 20 hours credit, the employee in consultation with their manager will discuss and mutually agree a plan to reduce flex credits. cash out of credits exceeding one week 26.5 at the end of a settlement period, flex credits exceeding one week (37.5 hours or the part-time equivalent) may be cashed out at ordinary time rates where, due to organisational requirements, the employee’s manager determines that the employee will be unable to use those credits in the settlement period.
acsqhc_enterprise_agreement_2019-2022.txt1052flextimeprocess, employees may take flextime as a part or whole day absence, subject to approval by their manager. insufficient work and flextime 26.3 a manager may require an employee not to work hours in addition to ordinary hours and to not accumulate flextime where there is insufficient work. excess flex credits 26.4 at the end of a settlement period, where the employee’s flex credit exceeds 20 hours credit, the employee in consultation with their manager will discuss and mutually agree a plan to reduce flex credits. cash out of credits exceeding one week 26.5 at the end of a settlement period, flex credits exceeding one week (37.5 hours or the part-time equivalent) may be cashed out at ordinary time rates where, due to organisational requirements, the employee’s manager determines that the employee will be unable to use those credits in the settlement period. flex debit balance 26.6 employees may carry over a maximum of 10 hours flex debit accumulated in any settlement period into the next settlement period.
acsqhc_enterprise_agreement_2019-2022.txt1055flextimeinsufficient work and flextime 26.3 a manager may require an employee not to work hours in addition to ordinary hours and to not accumulate flextime where there is insufficient work. excess flex credits 26.4 at the end of a settlement period, where the employee’s flex credit exceeds 20 hours credit, the employee in consultation with their manager will discuss and mutually agree a plan to reduce flex credits. cash out of credits exceeding one week 26.5 at the end of a settlement period, flex credits exceeding one week (37.5 hours or the part-time equivalent) may be cashed out at ordinary time rates where, due to organisational requirements, the employee’s manager determines that the employee will be unable to use those credits in the settlement period. flex debit balance 26.6 employees may carry over a maximum of 10 hours flex debit accumulated in any settlement period into the next settlement period. 26.7 in circumstances where the maximum debit is exceeded at the end of a settlement
acsqhc_enterprise_agreement_2019-2022.txt1059flextimeand to not accumulate flextime where there is insufficient work. excess flex credits 26.4 at the end of a settlement period, where the employee’s flex credit exceeds 20 hours credit, the employee in consultation with their manager will discuss and mutually agree a plan to reduce flex credits. cash out of credits exceeding one week 26.5 at the end of a settlement period, flex credits exceeding one week (37.5 hours or the part-time equivalent) may be cashed out at ordinary time rates where, due to organisational requirements, the employee’s manager determines that the employee will be unable to use those credits in the settlement period. flex debit balance 26.6 employees may carry over a maximum of 10 hours flex debit accumulated in any settlement period into the next settlement period. 26.7 in circumstances where the maximum debit is exceeded at the end of a settlement period, the employee will reduce the debit to 10 hours or less over the next settlement period. deduction of flex debit from salary
acsqhc_enterprise_agreement_2019-2022.txt1102flextime26.10 where an employee has failed to comply with the provisions of flextime, their manager may remove the employee from flextime for a specified period and the employee will revert to working the standard day. access to flexible working arrangements including flextime will be restored where the manager is satisfied that the employee will maintain satisfactory attendance patterns. australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 17 of 43 27. executive level time off 27.1 el employees do not have access to flextime. el remuneration recognises that el employees may have to work reasonable additional hours. 27.2 where operational needs require an el employee to work additional hours in excess of their ordinary hours for a sustained period, the employee and their manager may agree on arrangements for time off to recognise the additional effort. 27.3 el time off should be taken as soon as practical, subject to operational requirements. 27.4 el time off will not be on an hour for hour basis.
acsqhc_enterprise_agreement_2019-2022.txt1103flextimemay remove the employee from flextime for a specified period and the employee will revert to working the standard day. access to flexible working arrangements including flextime will be restored where the manager is satisfied that the employee will maintain satisfactory attendance patterns. australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 17 of 43 27. executive level time off 27.1 el employees do not have access to flextime. el remuneration recognises that el employees may have to work reasonable additional hours. 27.2 where operational needs require an el employee to work additional hours in excess of their ordinary hours for a sustained period, the employee and their manager may agree on arrangements for time off to recognise the additional effort. 27.3 el time off should be taken as soon as practical, subject to operational requirements. 27.4 el time off will not be on an hour for hour basis.
acsqhc_enterprise_agreement_2019-2022.txt1105flextimeflextime will be restored where the manager is satisfied that the employee will maintain satisfactory attendance patterns. australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 17 of 43 27. executive level time off 27.1 el employees do not have access to flextime. el remuneration recognises that el employees may have to work reasonable additional hours. 27.2 where operational needs require an el employee to work additional hours in excess of their ordinary hours for a sustained period, the employee and their manager may agree on arrangements for time off to recognise the additional effort. 27.3 el time off should be taken as soon as practical, subject to operational requirements. 27.4 el time off will not be on an hour for hour basis. 27.5
acsqhc_enterprise_agreement_2019-2022.txt1116flextimeel employees do not have access to flextime. el remuneration recognises that el employees may have to work reasonable additional hours. 27.2 where operational needs require an el employee to work additional hours in excess of their ordinary hours for a sustained period, the employee and their manager may agree on arrangements for time off to recognise the additional effort. 27.3 el time off should be taken as soon as practical, subject to operational requirements. 27.4 el time off will not be on an hour for hour basis. 27.5 el employees are not eligible for overtime payments except in exceptional circumstances. time off for official travel for el employees 27.6 el employees may receive el time off where it is agreed in advance, for the period where the time spent travelling on official domestic travel exceeds the standard day, excluding the usual time taken for the employee to travel to and from their regular place of work.
acsqhc_enterprise_agreement_2019-2022.txt1135overtimeel employees are not eligible for overtime payments except in exceptional circumstances. time off for official travel for el employees 27.6 el employees may receive el time off where it is agreed in advance, for the period where the time spent travelling on official domestic travel exceeds the standard day, excluding the usual time taken for the employee to travel to and from their regular place of work. 28. overtime aps 1–6 28.1 aps 1–6 employees are eligible for an overtime payment where they are required by their manager on the approval of the coo to: (a) perform work outside the bandwidth (inclusive of weekends and public holidays); or (b) work in excess of 10 hours on any one day (monday to friday inclusive); whichever occurs first. part-time employees 28.2 part-time aps 1–6 employees are eligible for overtime for work performed at the direction of the employee’s manager on approval of the coo which is:
acsqhc_enterprise_agreement_2019-2022.txt1138traveltime off for official travel for el employees 27.6 el employees may receive el time off where it is agreed in advance, for the period where the time spent travelling on official domestic travel exceeds the standard day, excluding the usual time taken for the employee to travel to and from their regular place of work. 28. overtime aps 1–6 28.1 aps 1–6 employees are eligible for an overtime payment where they are required by their manager on the approval of the coo to: (a) perform work outside the bandwidth (inclusive of weekends and public holidays); or (b) work in excess of 10 hours on any one day (monday to friday inclusive); whichever occurs first. part-time employees 28.2 part-time aps 1–6 employees are eligible for overtime for work performed at the direction of the employee’s manager on approval of the coo which is: (a) not continuous with the employee’s agreed or specified hours of work; and/or (b) beyond the total ordinary hours of work over the settlement period specified in the employee’s part-time work agreement.
acsqhc_enterprise_agreement_2019-2022.txt1142travelwhere the time spent travelling on official domestic travel exceeds the standard day, excluding the usual time taken for the employee to travel to and from their regular place of work. 28. overtime aps 1–6 28.1 aps 1–6 employees are eligible for an overtime payment where they are required by their manager on the approval of the coo to: (a) perform work outside the bandwidth (inclusive of weekends and public holidays); or (b) work in excess of 10 hours on any one day (monday to friday inclusive); whichever occurs first. part-time employees 28.2 part-time aps 1–6 employees are eligible for overtime for work performed at the direction of the employee’s manager on approval of the coo which is: (a) not continuous with the employee’s agreed or specified hours of work; and/or (b) beyond the total ordinary hours of work over the settlement period specified in the employee’s part-time work agreement. time in lieu 28.3
acsqhc_enterprise_agreement_2019-2022.txt1143travelexcluding the usual time taken for the employee to travel to and from their regular place of work. 28. overtime aps 1–6 28.1 aps 1–6 employees are eligible for an overtime payment where they are required by their manager on the approval of the coo to: (a) perform work outside the bandwidth (inclusive of weekends and public holidays); or (b) work in excess of 10 hours on any one day (monday to friday inclusive); whichever occurs first. part-time employees 28.2 part-time aps 1–6 employees are eligible for overtime for work performed at the direction of the employee’s manager on approval of the coo which is: (a) not continuous with the employee’s agreed or specified hours of work; and/or (b) beyond the total ordinary hours of work over the settlement period specified in the employee’s part-time work agreement. time in lieu 28.3 if an employee chooses, the employee’s manager may allow the employee to take time
acsqhc_enterprise_agreement_2019-2022.txt1148overtimeovertime aps 1–6 28.1 aps 1–6 employees are eligible for an overtime payment where they are required by their manager on the approval of the coo to: (a) perform work outside the bandwidth (inclusive of weekends and public holidays); or (b) work in excess of 10 hours on any one day (monday to friday inclusive); whichever occurs first. part-time employees 28.2 part-time aps 1–6 employees are eligible for overtime for work performed at the direction of the employee’s manager on approval of the coo which is: (a) not continuous with the employee’s agreed or specified hours of work; and/or (b) beyond the total ordinary hours of work over the settlement period specified in the employee’s part-time work agreement. time in lieu 28.3 if an employee chooses, the employee’s manager may allow the employee to take time in lieu (til) as a form of recompense for overtime duty as an alternative to overtime payment, subject to the provisions of this clause. calculation 28.4
acsqhc_enterprise_agreement_2019-2022.txt1153overtimeaps 1–6 employees are eligible for an overtime payment where they are required by their manager on the approval of the coo to: (a) perform work outside the bandwidth (inclusive of weekends and public holidays); or (b) work in excess of 10 hours on any one day (monday to friday inclusive); whichever occurs first. part-time employees 28.2 part-time aps 1–6 employees are eligible for overtime for work performed at the direction of the employee’s manager on approval of the coo which is: (a) not continuous with the employee’s agreed or specified hours of work; and/or (b) beyond the total ordinary hours of work over the settlement period specified in the employee’s part-time work agreement. time in lieu 28.3 if an employee chooses, the employee’s manager may allow the employee to take time in lieu (til) as a form of recompense for overtime duty as an alternative to overtime payment, subject to the provisions of this clause. calculation 28.4 where overtime is worked, the rate of payment (or til, if the employee elects) is calculated at the following rates: (a) monday to saturday: time and one half; (b) sunday: double time.
acsqhc_enterprise_agreement_2019-2022.txt1155bandwidth(a) perform work outside the bandwidth (inclusive of weekends and public holidays); or (b) work in excess of 10 hours on any one day (monday to friday inclusive); whichever occurs first. part-time employees 28.2 part-time aps 1–6 employees are eligible for overtime for work performed at the direction of the employee’s manager on approval of the coo which is: (a) not continuous with the employee’s agreed or specified hours of work; and/or (b) beyond the total ordinary hours of work over the settlement period specified in the employee’s part-time work agreement. time in lieu 28.3 if an employee chooses, the employee’s manager may allow the employee to take time in lieu (til) as a form of recompense for overtime duty as an alternative to overtime payment, subject to the provisions of this clause. calculation 28.4 where overtime is worked, the rate of payment (or til, if the employee elects) is calculated at the following rates: (a) monday to saturday: time and one half; (b) sunday: double time. hourly divisor
acsqhc_enterprise_agreement_2019-2022.txt1163overtimepart-time aps 1–6 employees are eligible for overtime for work performed at the direction of the employee’s manager on approval of the coo which is: (a) not continuous with the employee’s agreed or specified hours of work; and/or (b) beyond the total ordinary hours of work over the settlement period specified in the employee’s part-time work agreement. time in lieu 28.3 if an employee chooses, the employee’s manager may allow the employee to take time in lieu (til) as a form of recompense for overtime duty as an alternative to overtime payment, subject to the provisions of this clause. calculation 28.4 where overtime is worked, the rate of payment (or til, if the employee elects) is calculated at the following rates: (a) monday to saturday: time and one half; (b) sunday: double time. hourly divisor 28.5 calculations for an employee’s overtime entitlement will use a divisor of 37.5 hours to determine the employee’s hourly rate. australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 18 of 43 public holidays
acsqhc_enterprise_agreement_2019-2022.txt1173overtimein lieu (til) as a form of recompense for overtime duty as an alternative to overtime payment, subject to the provisions of this clause. calculation 28.4 where overtime is worked, the rate of payment (or til, if the employee elects) is calculated at the following rates: (a) monday to saturday: time and one half; (b) sunday: double time. hourly divisor 28.5 calculations for an employee’s overtime entitlement will use a divisor of 37.5 hours to determine the employee’s hourly rate. australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 18 of 43 public holidays 28.6 an employee who is directed to work overtime on a public holiday which falls on a weekday, will be paid overtime at double-time for duty outside of a standard day (for full time employees) or the agreed pattern of hours (for part-time employees). for duty within a standard day (or agreed pattern of hours for part-time employees), overtime will be paid at single-time as employees are already being paid for the public holiday. 28.7
acsqhc_enterprise_agreement_2019-2022.txt1179overtimewhere overtime is worked, the rate of payment (or til, if the employee elects) is calculated at the following rates: (a) monday to saturday: time and one half; (b) sunday: double time. hourly divisor 28.5 calculations for an employee’s overtime entitlement will use a divisor of 37.5 hours to determine the employee’s hourly rate. australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 18 of 43 public holidays 28.6 an employee who is directed to work overtime on a public holiday which falls on a weekday, will be paid overtime at double-time for duty outside of a standard day (for full time employees) or the agreed pattern of hours (for part-time employees). for duty within a standard day (or agreed pattern of hours for part-time employees), overtime will be paid at single-time as employees are already being paid for the public holiday. 28.7 employees required to perform overtime during the annual closedown will be recompensed with overtime calculated at time and a half. non-continuous overtime and multiple occurrences of overtime 28.8
acsqhc_enterprise_agreement_2019-2022.txt1187overtimecalculations for an employee’s overtime entitlement will use a divisor of 37.5 hours to determine the employee’s hourly rate. australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 18 of 43 public holidays 28.6 an employee who is directed to work overtime on a public holiday which falls on a weekday, will be paid overtime at double-time for duty outside of a standard day (for full time employees) or the agreed pattern of hours (for part-time employees). for duty within a standard day (or agreed pattern of hours for part-time employees), overtime will be paid at single-time as employees are already being paid for the public holiday. 28.7 employees required to perform overtime during the annual closedown will be recompensed with overtime calculated at time and a half. non-continuous overtime and multiple occurrences of overtime 28.8 where there is a break, other than a meal break, between the periods of ordinary duty and overtime performed, the minimum overtime payment is four hours at the relevant rate. where the period of overtime performed is greater than four hours, payment will be made for the total overtime performed at the relevant rate. 28.9 where multiple overtime occurrences are required, the minimum overtime payment
acsqhc_enterprise_agreement_2019-2022.txt1195overtimean employee who is directed to work overtime on a public holiday which falls on a weekday, will be paid overtime at double-time for duty outside of a standard day (for full time employees) or the agreed pattern of hours (for part-time employees). for duty within a standard day (or agreed pattern of hours for part-time employees), overtime will be paid at single-time as employees are already being paid for the public holiday. 28.7 employees required to perform overtime during the annual closedown will be recompensed with overtime calculated at time and a half. non-continuous overtime and multiple occurrences of overtime 28.8 where there is a break, other than a meal break, between the periods of ordinary duty and overtime performed, the minimum overtime payment is four hours at the relevant rate. where the period of overtime performed is greater than four hours, payment will be made for the total overtime performed at the relevant rate. 28.9 where multiple overtime occurrences are required, the minimum overtime payment provision in clause 28.8 will not operate to increase an employee’s overtime payment beyond that which they would have received had they remained on duty from the commencing time of duty on the first overtime occurrence, to the ceasing time of the final overtime occurrence. 29. public holidays
acsqhc_enterprise_agreement_2019-2022.txt1196overtimeweekday, will be paid overtime at double-time for duty outside of a standard day (for full time employees) or the agreed pattern of hours (for part-time employees). for duty within a standard day (or agreed pattern of hours for part-time employees), overtime will be paid at single-time as employees are already being paid for the public holiday. 28.7 employees required to perform overtime during the annual closedown will be recompensed with overtime calculated at time and a half. non-continuous overtime and multiple occurrences of overtime 28.8 where there is a break, other than a meal break, between the periods of ordinary duty and overtime performed, the minimum overtime payment is four hours at the relevant rate. where the period of overtime performed is greater than four hours, payment will be made for the total overtime performed at the relevant rate. 28.9 where multiple overtime occurrences are required, the minimum overtime payment provision in clause 28.8 will not operate to increase an employee’s overtime payment beyond that which they would have received had they remained on duty from the commencing time of duty on the first overtime occurrence, to the ceasing time of the final overtime occurrence. 29. public holidays
acsqhc_enterprise_agreement_2019-2022.txt1198overtimewithin a standard day (or agreed pattern of hours for part-time employees), overtime will be paid at single-time as employees are already being paid for the public holiday. 28.7 employees required to perform overtime during the annual closedown will be recompensed with overtime calculated at time and a half. non-continuous overtime and multiple occurrences of overtime 28.8 where there is a break, other than a meal break, between the periods of ordinary duty and overtime performed, the minimum overtime payment is four hours at the relevant rate. where the period of overtime performed is greater than four hours, payment will be made for the total overtime performed at the relevant rate. 28.9 where multiple overtime occurrences are required, the minimum overtime payment provision in clause 28.8 will not operate to increase an employee’s overtime payment beyond that which they would have received had they remained on duty from the commencing time of duty on the first overtime occurrence, to the ceasing time of the final overtime occurrence. 29. public holidays 29.1
acsqhc_enterprise_agreement_2019-2022.txt1203overtimeemployees required to perform overtime during the annual closedown will be recompensed with overtime calculated at time and a half. non-continuous overtime and multiple occurrences of overtime 28.8 where there is a break, other than a meal break, between the periods of ordinary duty and overtime performed, the minimum overtime payment is four hours at the relevant rate. where the period of overtime performed is greater than four hours, payment will be made for the total overtime performed at the relevant rate. 28.9 where multiple overtime occurrences are required, the minimum overtime payment provision in clause 28.8 will not operate to increase an employee’s overtime payment beyond that which they would have received had they remained on duty from the commencing time of duty on the first overtime occurrence, to the ceasing time of the final overtime occurrence. 29. public holidays 29.1 employees are entitled to the following public holidays: (a) new year's day (1 january) (b) australia day (26 january) (c) good friday (d) easter monday
acsqhc_enterprise_agreement_2019-2022.txt1204overtimerecompensed with overtime calculated at time and a half. non-continuous overtime and multiple occurrences of overtime 28.8 where there is a break, other than a meal break, between the periods of ordinary duty and overtime performed, the minimum overtime payment is four hours at the relevant rate. where the period of overtime performed is greater than four hours, payment will be made for the total overtime performed at the relevant rate. 28.9 where multiple overtime occurrences are required, the minimum overtime payment provision in clause 28.8 will not operate to increase an employee’s overtime payment beyond that which they would have received had they remained on duty from the commencing time of duty on the first overtime occurrence, to the ceasing time of the final overtime occurrence. 29. public holidays 29.1 employees are entitled to the following public holidays: (a) new year's day (1 january) (b) australia day (26 january) (c) good friday (d) easter monday (e) anzac day (25 april)
acsqhc_enterprise_agreement_2019-2022.txt1206overtimenon-continuous overtime and multiple occurrences of overtime 28.8 where there is a break, other than a meal break, between the periods of ordinary duty and overtime performed, the minimum overtime payment is four hours at the relevant rate. where the period of overtime performed is greater than four hours, payment will be made for the total overtime performed at the relevant rate. 28.9 where multiple overtime occurrences are required, the minimum overtime payment provision in clause 28.8 will not operate to increase an employee’s overtime payment beyond that which they would have received had they remained on duty from the commencing time of duty on the first overtime occurrence, to the ceasing time of the final overtime occurrence. 29. public holidays 29.1 employees are entitled to the following public holidays: (a) new year's day (1 january) (b) australia day (26 january) (c) good friday (d) easter monday (e) anzac day (25 april) (f) the queen's birthday holiday (on the day on which it is celebrated in a state or
acsqhc_enterprise_agreement_2019-2022.txt1210overtimeand overtime performed, the minimum overtime payment is four hours at the relevant rate. where the period of overtime performed is greater than four hours, payment will be made for the total overtime performed at the relevant rate. 28.9 where multiple overtime occurrences are required, the minimum overtime payment provision in clause 28.8 will not operate to increase an employee’s overtime payment beyond that which they would have received had they remained on duty from the commencing time of duty on the first overtime occurrence, to the ceasing time of the final overtime occurrence. 29. public holidays 29.1 employees are entitled to the following public holidays: (a) new year's day (1 january) (b) australia day (26 january) (c) good friday (d) easter monday (e) anzac day (25 april) (f) the queen's birthday holiday (on the day on which it is celebrated in a state or territory or a region of a state or territory) (g) christmas day (25 december) (h) boxing day (26 december) (i)
acsqhc_enterprise_agreement_2019-2022.txt1211overtimerate. where the period of overtime performed is greater than four hours, payment will be made for the total overtime performed at the relevant rate. 28.9 where multiple overtime occurrences are required, the minimum overtime payment provision in clause 28.8 will not operate to increase an employee’s overtime payment beyond that which they would have received had they remained on duty from the commencing time of duty on the first overtime occurrence, to the ceasing time of the final overtime occurrence. 29. public holidays 29.1 employees are entitled to the following public holidays: (a) new year's day (1 january) (b) australia day (26 january) (c) good friday (d) easter monday (e) anzac day (25 april) (f) the queen's birthday holiday (on the day on which it is celebrated in a state or territory or a region of a state or territory) (g) christmas day (25 december) (h) boxing day (26 december) (i) any other day, or part-day, declared or prescribed by or under a law of a state
acsqhc_enterprise_agreement_2019-2022.txt1212overtimebe made for the total overtime performed at the relevant rate. 28.9 where multiple overtime occurrences are required, the minimum overtime payment provision in clause 28.8 will not operate to increase an employee’s overtime payment beyond that which they would have received had they remained on duty from the commencing time of duty on the first overtime occurrence, to the ceasing time of the final overtime occurrence. 29. public holidays 29.1 employees are entitled to the following public holidays: (a) new year's day (1 january) (b) australia day (26 january) (c) good friday (d) easter monday (e) anzac day (25 april) (f) the queen's birthday holiday (on the day on which it is celebrated in a state or territory or a region of a state or territory) (g) christmas day (25 december) (h) boxing day (26 december) (i) any other day, or part-day, declared or prescribed by or under a law of a state or territory to be observed generally within the state or territory, or a region of
acsqhc_enterprise_agreement_2019-2022.txt1216overtimewhere multiple overtime occurrences are required, the minimum overtime payment provision in clause 28.8 will not operate to increase an employee’s overtime payment beyond that which they would have received had they remained on duty from the commencing time of duty on the first overtime occurrence, to the ceasing time of the final overtime occurrence. 29. public holidays 29.1 employees are entitled to the following public holidays: (a) new year's day (1 january) (b) australia day (26 january) (c) good friday (d) easter monday (e) anzac day (25 april) (f) the queen's birthday holiday (on the day on which it is celebrated in a state or territory or a region of a state or territory) (g) christmas day (25 december) (h) boxing day (26 december) (i) any other day, or part-day, declared or prescribed by or under a law of a state or territory to be observed generally within the state or territory, or a region of the state or territory, as a public holiday, other than a day or part-day, or a kind of day or part-day, that is excluded by the fair work regulations 2009 from counting as a public holiday.
acsqhc_enterprise_agreement_2019-2022.txt1217overtimeprovision in clause 28.8 will not operate to increase an employee’s overtime payment beyond that which they would have received had they remained on duty from the commencing time of duty on the first overtime occurrence, to the ceasing time of the final overtime occurrence. 29. public holidays 29.1 employees are entitled to the following public holidays: (a) new year's day (1 january) (b) australia day (26 january) (c) good friday (d) easter monday (e) anzac day (25 april) (f) the queen's birthday holiday (on the day on which it is celebrated in a state or territory or a region of a state or territory) (g) christmas day (25 december) (h) boxing day (26 december) (i) any other day, or part-day, declared or prescribed by or under a law of a state or territory to be observed generally within the state or territory, or a region of the state or territory, as a public holiday, other than a day or part-day, or a kind of day or part-day, that is excluded by the fair work regulations 2009 from counting as a public holiday. 29.2
acsqhc_enterprise_agreement_2019-2022.txt1219overtimecommencing time of duty on the first overtime occurrence, to the ceasing time of the final overtime occurrence. 29. public holidays 29.1 employees are entitled to the following public holidays: (a) new year's day (1 january) (b) australia day (26 january) (c) good friday (d) easter monday (e) anzac day (25 april) (f) the queen's birthday holiday (on the day on which it is celebrated in a state or territory or a region of a state or territory) (g) christmas day (25 december) (h) boxing day (26 december) (i) any other day, or part-day, declared or prescribed by or under a law of a state or territory to be observed generally within the state or territory, or a region of the state or territory, as a public holiday, other than a day or part-day, or a kind of day or part-day, that is excluded by the fair work regulations 2009 from counting as a public holiday. 29.2 if under a state or territory law, a day or part-day is substituted for one of the public
acsqhc_enterprise_agreement_2019-2022.txt1220overtimefinal overtime occurrence. 29. public holidays 29.1 employees are entitled to the following public holidays: (a) new year's day (1 january) (b) australia day (26 january) (c) good friday (d) easter monday (e) anzac day (25 april) (f) the queen's birthday holiday (on the day on which it is celebrated in a state or territory or a region of a state or territory) (g) christmas day (25 december) (h) boxing day (26 december) (i) any other day, or part-day, declared or prescribed by or under a law of a state or territory to be observed generally within the state or territory, or a region of the state or territory, as a public holiday, other than a day or part-day, or a kind of day or part-day, that is excluded by the fair work regulations 2009 from counting as a public holiday. 29.2 if under a state or territory law, a day or part-day is substituted for one of the public holidays listed in clause 29.1, then the substituted day or part-day is the public holiday.
acsqhc_enterprise_agreement_2019-2022.txt1268long service leaveentitlement for that form of leave (e.g. if on long service leave on half pay, payment is australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 19 of 43 on half pay). 30. annual closedown 30.1 acsqhc will be closed for normal business and employees will not be required to perform normal duty on the working days between christmas day and new year’s day. employees will be paid for closedown as if the days were public holidays. 30.2 where an employee is absent on leave, payment for the christmas closedown provision will be in accordance with the entitlement for that form of leave, (e.g. if on long service leave half pay, payment is at half pay). 30.3 there will be no deduction from annual or personal/carer’s leave credits for the annual closedown days. early stand down 30.4
acsqhc_enterprise_agreement_2019-2022.txt1288long service leavelong service leave half pay, payment is at half pay). 30.3 there will be no deduction from annual or personal/carer’s leave credits for the annual closedown days. early stand down 30.4 the acsqhc will be closed for normal business and employees will not be required to perform normal duty from 3.00 pm on the working day prior to christmas and from 3.00 pm on the working day prior to good friday. eligible employees will be paid for early stand down. payment eligibility will be treated in the same manner as a normal working day. part-time employees 30.5 part-time employees normally not working on the days of the week on which annual closedown occur will not be entitled to alternative time off duty. 31. flexible work arrangements 31.1 employees have the right to request flexible working arrangements in accordance with the nes. examples of flexible working arrangements include part-time work and
acsqhc_enterprise_agreement_2019-2022.txt1312flexible work arrangementsflexible work arrangements 31.1 employees have the right to request flexible working arrangements in accordance with the nes. examples of flexible working arrangements include part-time work and working from home. 31.2 unless otherwise determined by the ceo, an approved flexible work arrangement will be subject to an annual review. 32. part-time work hours of work 32.1 a part-time employee is one who has a part-time agreement with their manager and who: (a) regularly works less than full-time ordinary hours; and (b) has reasonably predictable hours of work. 32.2 remuneration and conditions (except long service leave which is provided and administered in accordance with the long service leave (commonwealth employees) act 1976 (lsl act)) for part-time employees will be calculated on a pro-rata basis
acsqhc_enterprise_agreement_2019-2022.txt1339long service leaveremuneration and conditions (except long service leave which is provided and administered in accordance with the long service leave (commonwealth employees) act 1976 (lsl act)) for part-time employees will be calculated on a pro-rata basis based on the proportion of hours worked in comparison to full time hours. expense related allowances are not calculated on a pro-rata basis and will be paid at the same amount as a full-time employee. 32.3 a part-time agreement must not include daily hours of work greater than eight hours. variation in hours 32.4 a part-time employee may not vary their part-time agreement hours without agreement from their manager. australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 20 of 43 32.5 details of the operation of the flextime provisions for part-time employees are provided at clause 26. australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 21 of 43 part f – leave 33.
acsqhc_enterprise_agreement_2019-2022.txt1340long service leaveadministered in accordance with the long service leave (commonwealth employees) act 1976 (lsl act)) for part-time employees will be calculated on a pro-rata basis based on the proportion of hours worked in comparison to full time hours. expense related allowances are not calculated on a pro-rata basis and will be paid at the same amount as a full-time employee. 32.3 a part-time agreement must not include daily hours of work greater than eight hours. variation in hours 32.4 a part-time employee may not vary their part-time agreement hours without agreement from their manager. australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 20 of 43 32.5 details of the operation of the flextime provisions for part-time employees are provided at clause 26. australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 21 of 43 part f – leave 33. general conditions
acsqhc_enterprise_agreement_2019-2022.txt1360flextimedetails of the operation of the flextime provisions for part-time employees are provided at clause 26. australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 21 of 43 part f – leave 33. general conditions 33.1 all accrued leave entitlements will be expressed and deducted in hours and minutes. donating blood 33.2 acsqhc recognises the importance of, and supports, employees in donating blood. employees donating blood during working hours are not required to complete a leave application or to utilise flextime. recall to duty 33.3 acsqhc will not unreasonably cancel approved leave or unreasonably recall employees to duty while on leave. if an employee is recalled, the ceo will approve reimbursement toward travel expenses, incidental expenses or family care costs not otherwise recoverable under insurance or from another source, provided that the employee took reasonable precautions to avoid such expenses.
acsqhc_enterprise_agreement_2019-2022.txt1360flextime provisionsdetails of the operation of the flextime provisions for part-time employees are provided at clause 26. australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 21 of 43 part f – leave 33. general conditions 33.1 all accrued leave entitlements will be expressed and deducted in hours and minutes. donating blood 33.2 acsqhc recognises the importance of, and supports, employees in donating blood. employees donating blood during working hours are not required to complete a leave application or to utilise flextime. recall to duty 33.3 acsqhc will not unreasonably cancel approved leave or unreasonably recall employees to duty while on leave. if an employee is recalled, the ceo will approve reimbursement toward travel expenses, incidental expenses or family care costs not otherwise recoverable under insurance or from another source, provided that the employee took reasonable precautions to avoid such expenses.
acsqhc_enterprise_agreement_2019-2022.txt1375donating blooddonating blood 33.2 acsqhc recognises the importance of, and supports, employees in donating blood. employees donating blood during working hours are not required to complete a leave application or to utilise flextime. recall to duty 33.3 acsqhc will not unreasonably cancel approved leave or unreasonably recall employees to duty while on leave. if an employee is recalled, the ceo will approve reimbursement toward travel expenses, incidental expenses or family care costs not otherwise recoverable under insurance or from another source, provided that the employee took reasonable precautions to avoid such expenses. non-approval of leave 33.4 where a manager refuses a formal application for leave, the manager will advise the employee of the reason(s) for the decision. the manager, the employee and, where the employee requests, a support person may meet to consider alternative arrangements if required. 34. portability of leave 34.1
acsqhc_enterprise_agreement_2019-2022.txt1378donating bloodacsqhc recognises the importance of, and supports, employees in donating blood. employees donating blood during working hours are not required to complete a leave application or to utilise flextime. recall to duty 33.3 acsqhc will not unreasonably cancel approved leave or unreasonably recall employees to duty while on leave. if an employee is recalled, the ceo will approve reimbursement toward travel expenses, incidental expenses or family care costs not otherwise recoverable under insurance or from another source, provided that the employee took reasonable precautions to avoid such expenses. non-approval of leave 33.4 where a manager refuses a formal application for leave, the manager will advise the employee of the reason(s) for the decision. the manager, the employee and, where the employee requests, a support person may meet to consider alternative arrangements if required. 34. portability of leave 34.1 where an ongoing aps employee moves (including on promotion or for an agreed period) from another agency, the employee’s unused accrued annual leave and personal/carer’s leave (however described) will be transferred, provided there is no
acsqhc_enterprise_agreement_2019-2022.txt1379donating bloodemployees donating blood during working hours are not required to complete a leave application or to utilise flextime. recall to duty 33.3 acsqhc will not unreasonably cancel approved leave or unreasonably recall employees to duty while on leave. if an employee is recalled, the ceo will approve reimbursement toward travel expenses, incidental expenses or family care costs not otherwise recoverable under insurance or from another source, provided that the employee took reasonable precautions to avoid such expenses. non-approval of leave 33.4 where a manager refuses a formal application for leave, the manager will advise the employee of the reason(s) for the decision. the manager, the employee and, where the employee requests, a support person may meet to consider alternative arrangements if required. 34. portability of leave 34.1 where an ongoing aps employee moves (including on promotion or for an agreed period) from another agency, the employee’s unused accrued annual leave and personal/carer’s leave (however described) will be transferred, provided there is no break in continuity of service.
acsqhc_enterprise_agreement_2019-2022.txt1380flextimeapplication or to utilise flextime. recall to duty 33.3 acsqhc will not unreasonably cancel approved leave or unreasonably recall employees to duty while on leave. if an employee is recalled, the ceo will approve reimbursement toward travel expenses, incidental expenses or family care costs not otherwise recoverable under insurance or from another source, provided that the employee took reasonable precautions to avoid such expenses. non-approval of leave 33.4 where a manager refuses a formal application for leave, the manager will advise the employee of the reason(s) for the decision. the manager, the employee and, where the employee requests, a support person may meet to consider alternative arrangements if required. 34. portability of leave 34.1 where an ongoing aps employee moves (including on promotion or for an agreed period) from another agency, the employee’s unused accrued annual leave and personal/carer’s leave (however described) will be transferred, provided there is no break in continuity of service.
acsqhc_enterprise_agreement_2019-2022.txt1387travelreimbursement toward travel expenses, incidental expenses or family care costs not otherwise recoverable under insurance or from another source, provided that the employee took reasonable precautions to avoid such expenses. non-approval of leave 33.4 where a manager refuses a formal application for leave, the manager will advise the employee of the reason(s) for the decision. the manager, the employee and, where the employee requests, a support person may meet to consider alternative arrangements if required. 34. portability of leave 34.1 where an ongoing aps employee moves (including on promotion or for an agreed period) from another agency, the employee’s unused accrued annual leave and personal/carer’s leave (however described) will be transferred, provided there is no break in continuity of service. 34.2 where an employee is engaged as either an ongoing or non-ongoing aps employee immediately following a period of ongoing employment under the parliamentary service act 1999 or the act government service, the employee’s unused accrued annual leave and personal/carer’s leave (however described) will be recognised unless the employee received payment in lieu of those entitlements on termination of employment.
acsqhc_enterprise_agreement_2019-2022.txt1646parental leave36.19 an employee is unable to access personal/carer’s leave while on paid parental leave under this agreement or the ml act. payment on termination 36.20 unused personal/carer’s leave will not be paid out on termination of employment. 37. miscellaneous leave 37.1 miscellaneous leave may be granted by the ceo, having regard to any exceptional circumstances affecting an employee and the operational needs of acsqhc, including for purposes that the ceo considers to be in the interests of acsqhc. 37.2 leave may be granted: (a) for the period requested or for another period; (b) with or without pay; and (c) subject to conditions. 38. leave for aboriginal and torres strait islander employees 38.1 to allow aboriginal and torres strait islander employees to meet cultural obligations and participate in ceremonial activities, the following leave provisions are provided:
acsqhc_enterprise_agreement_2019-2022.txt1689flextimeunder the agreement (e.g. flextime) will cease to be available until the employee resumes duty or is granted leave. where flextime no longer applies, the employee will revert to the standard day. 40. war service sick leave 40.1 eligible employees will generally be granted war service sick leave while unfit for duty because of a war-caused condition. 40.2 a war-caused condition means an injury or disease of an employee that has been australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 26 of 43 determined under the relevant legislation to be war-caused or defence-caused. 40.3 eligible employees will accrue a credit of nine weeks on commencement in the aps and an annual credit of three weeks for each year of aps service. unused credits will accumulate to a maximum of nine weeks. 41. compassionate leave
acsqhc_enterprise_agreement_2019-2022.txt1690flextimeresumes duty or is granted leave. where flextime no longer applies, the employee will revert to the standard day. 40. war service sick leave 40.1 eligible employees will generally be granted war service sick leave while unfit for duty because of a war-caused condition. 40.2 a war-caused condition means an injury or disease of an employee that has been australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 26 of 43 determined under the relevant legislation to be war-caused or defence-caused. 40.3 eligible employees will accrue a credit of nine weeks on commencement in the aps and an annual credit of three weeks for each year of aps service. unused credits will accumulate to a maximum of nine weeks. 41. compassionate leave 41.1
acsqhc_enterprise_agreement_2019-2022.txt1844long service leavelong service leave 46.1 an employee is eligible for long service leave in accordance with the lsl act. 46.2 the minimum period for which long service leave will be granted is seven calendar days at full pay (or 14 days at half pay). long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. 47. maternity and parental leave maternity leave 47.1 employees (other than casual employees) who are pregnant, or who have given birth, are covered by the provisions of the maternity leave (commonwealth employees) act 1973 (ml act). 47.2 employees with an entitlement to paid leave under the ml act are provided with an additional two weeks of paid leave, to be taken continuous with an entitlement to paid maternity leave provided by the ml act. 47.3
acsqhc_enterprise_agreement_2019-2022.txt1848long service leavean employee is eligible for long service leave in accordance with the lsl act. 46.2 the minimum period for which long service leave will be granted is seven calendar days at full pay (or 14 days at half pay). long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. 47. maternity and parental leave maternity leave 47.1 employees (other than casual employees) who are pregnant, or who have given birth, are covered by the provisions of the maternity leave (commonwealth employees) act 1973 (ml act). 47.2 employees with an entitlement to paid leave under the ml act are provided with an additional two weeks of paid leave, to be taken continuous with an entitlement to paid maternity leave provided by the ml act. 47.3 employees who adopt or permanently foster a child and who have, or will have, responsibility for the care of a child, are entitled to up to 52 weeks of parental leave. if an employee is the primary caregiver to that child, up to 14 weeks of the leave will be
acsqhc_enterprise_agreement_2019-2022.txt1852long service leavethe minimum period for which long service leave will be granted is seven calendar days at full pay (or 14 days at half pay). long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. 47. maternity and parental leave maternity leave 47.1 employees (other than casual employees) who are pregnant, or who have given birth, are covered by the provisions of the maternity leave (commonwealth employees) act 1973 (ml act). 47.2 employees with an entitlement to paid leave under the ml act are provided with an additional two weeks of paid leave, to be taken continuous with an entitlement to paid maternity leave provided by the ml act. 47.3 employees who adopt or permanently foster a child and who have, or will have, responsibility for the care of a child, are entitled to up to 52 weeks of parental leave. if an employee is the primary caregiver to that child, up to 14 weeks of the leave will be paid leave, commencing from the time of placement of the child, provided the employee satisfies the same qualifying requirements as those required of a pregnant employee to receive paid leave in accordance with the ml act.
acsqhc_enterprise_agreement_2019-2022.txt1853long service leavedays at full pay (or 14 days at half pay). long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. 47. maternity and parental leave maternity leave 47.1 employees (other than casual employees) who are pregnant, or who have given birth, are covered by the provisions of the maternity leave (commonwealth employees) act 1973 (ml act). 47.2 employees with an entitlement to paid leave under the ml act are provided with an additional two weeks of paid leave, to be taken continuous with an entitlement to paid maternity leave provided by the ml act. 47.3 employees who adopt or permanently foster a child and who have, or will have, responsibility for the care of a child, are entitled to up to 52 weeks of parental leave. if an employee is the primary caregiver to that child, up to 14 weeks of the leave will be paid leave, commencing from the time of placement of the child, provided the employee satisfies the same qualifying requirements as those required of a pregnant employee to receive paid leave in accordance with the ml act. 47.4
acsqhc_enterprise_agreement_2019-2022.txt1858parental leavematernity and parental leave maternity leave 47.1 employees (other than casual employees) who are pregnant, or who have given birth, are covered by the provisions of the maternity leave (commonwealth employees) act 1973 (ml act). 47.2 employees with an entitlement to paid leave under the ml act are provided with an additional two weeks of paid leave, to be taken continuous with an entitlement to paid maternity leave provided by the ml act. 47.3 employees who adopt or permanently foster a child and who have, or will have, responsibility for the care of a child, are entitled to up to 52 weeks of parental leave. if an employee is the primary caregiver to that child, up to 14 weeks of the leave will be paid leave, commencing from the time of placement of the child, provided the employee satisfies the same qualifying requirements as those required of a pregnant employee to receive paid leave in accordance with the ml act. 47.4 employees are entitled to parental leave for adoption or permanent foster care when that child: (a) is under 16 years of age; (b) has not, or will not have, lived continuously with the employee for a period of six
acsqhc_enterprise_agreement_2019-2022.txt1860maternity leavematernity leave 47.1 employees (other than casual employees) who are pregnant, or who have given birth, are covered by the provisions of the maternity leave (commonwealth employees) act 1973 (ml act). 47.2 employees with an entitlement to paid leave under the ml act are provided with an additional two weeks of paid leave, to be taken continuous with an entitlement to paid maternity leave provided by the ml act. 47.3 employees who adopt or permanently foster a child and who have, or will have, responsibility for the care of a child, are entitled to up to 52 weeks of parental leave. if an employee is the primary caregiver to that child, up to 14 weeks of the leave will be paid leave, commencing from the time of placement of the child, provided the employee satisfies the same qualifying requirements as those required of a pregnant employee to receive paid leave in accordance with the ml act. 47.4 employees are entitled to parental leave for adoption or permanent foster care when that child: (a) is under 16 years of age; (b) has not, or will not have, lived continuously with the employee for a period of six months or more as at the day (or expected day) of placement; and (c) is not (otherwise than because of the adoption) a child of the employee or the
acsqhc_enterprise_agreement_2019-2022.txt1864maternity leaveare covered by the provisions of the maternity leave (commonwealth employees) act 1973 (ml act). 47.2 employees with an entitlement to paid leave under the ml act are provided with an additional two weeks of paid leave, to be taken continuous with an entitlement to paid maternity leave provided by the ml act. 47.3 employees who adopt or permanently foster a child and who have, or will have, responsibility for the care of a child, are entitled to up to 52 weeks of parental leave. if an employee is the primary caregiver to that child, up to 14 weeks of the leave will be paid leave, commencing from the time of placement of the child, provided the employee satisfies the same qualifying requirements as those required of a pregnant employee to receive paid leave in accordance with the ml act. 47.4 employees are entitled to parental leave for adoption or permanent foster care when that child: (a) is under 16 years of age; (b) has not, or will not have, lived continuously with the employee for a period of six months or more as at the day (or expected day) of placement; and (c) is not (otherwise than because of the adoption) a child of the employee or the australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 28 of 43 employee’s spouse.
acsqhc_enterprise_agreement_2019-2022.txt1871maternity leavematernity leave provided by the ml act. 47.3 employees who adopt or permanently foster a child and who have, or will have, responsibility for the care of a child, are entitled to up to 52 weeks of parental leave. if an employee is the primary caregiver to that child, up to 14 weeks of the leave will be paid leave, commencing from the time of placement of the child, provided the employee satisfies the same qualifying requirements as those required of a pregnant employee to receive paid leave in accordance with the ml act. 47.4 employees are entitled to parental leave for adoption or permanent foster care when that child: (a) is under 16 years of age; (b) has not, or will not have, lived continuously with the employee for a period of six months or more as at the day (or expected day) of placement; and (c) is not (otherwise than because of the adoption) a child of the employee or the australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 28 of 43 employee’s spouse. 47.5 documentary evidence of approval for adoption or enduring parental responsibilities under formal fostering arrangements must be submitted when applying for parental leave for adoption or permanent foster care purposes. 47.6
acsqhc_enterprise_agreement_2019-2022.txt1876parental leaveresponsibility for the care of a child, are entitled to up to 52 weeks of parental leave. if an employee is the primary caregiver to that child, up to 14 weeks of the leave will be paid leave, commencing from the time of placement of the child, provided the employee satisfies the same qualifying requirements as those required of a pregnant employee to receive paid leave in accordance with the ml act. 47.4 employees are entitled to parental leave for adoption or permanent foster care when that child: (a) is under 16 years of age; (b) has not, or will not have, lived continuously with the employee for a period of six months or more as at the day (or expected day) of placement; and (c) is not (otherwise than because of the adoption) a child of the employee or the australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 28 of 43 employee’s spouse. 47.5 documentary evidence of approval for adoption or enduring parental responsibilities under formal fostering arrangements must be submitted when applying for parental leave for adoption or permanent foster care purposes. 47.6 employees who are eligible for paid maternity or parental leave may elect to have the payment for the leave spread over a maximum of 28 weeks at a rate no less than half normal salary. where payment is spread over a longer period, a maximum of 14 weeks of the leave will count as service.
acsqhc_enterprise_agreement_2019-2022.txt1884parental leaveemployees are entitled to parental leave for adoption or permanent foster care when that child: (a) is under 16 years of age; (b) has not, or will not have, lived continuously with the employee for a period of six months or more as at the day (or expected day) of placement; and (c) is not (otherwise than because of the adoption) a child of the employee or the australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 28 of 43 employee’s spouse. 47.5 documentary evidence of approval for adoption or enduring parental responsibilities under formal fostering arrangements must be submitted when applying for parental leave for adoption or permanent foster care purposes. 47.6 employees who are eligible for paid maternity or parental leave may elect to have the payment for the leave spread over a maximum of 28 weeks at a rate no less than half normal salary. where payment is spread over a longer period, a maximum of 14 weeks of the leave will count as service. 47.7 on ending the initial 52 weeks of maternity or parental leave, employees may request an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial leave period.
acsqhc_enterprise_agreement_2019-2022.txt1902parental leaveemployees who are eligible for paid maternity or parental leave may elect to have the payment for the leave spread over a maximum of 28 weeks at a rate no less than half normal salary. where payment is spread over a longer period, a maximum of 14 weeks of the leave will count as service. 47.7 on ending the initial 52 weeks of maternity or parental leave, employees may request an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial leave period. 47.8 unpaid maternity or parental leave will not count as service for any purpose, except for any unpaid leave taken during the first 14 weeks. 47.9 this leave is inclusive of public holidays and will not be extended because a public holiday (or annual closedown) falls during a period of paid or unpaid maternity or parental leave. on ending maternity or parental leave, employees have the return to work guarantee and the right to request flexible working arrangements that are provided by the fw act. pre-adoption and foster leave 47.10 employees in the process of adopting or fostering of a child may take up to two days paid leave to attend any interviews or examinations required to obtain adoption or foster care approval. special maternity leave
acsqhc_enterprise_agreement_2019-2022.txt1909parental leaveon ending the initial 52 weeks of maternity or parental leave, employees may request an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial leave period. 47.8 unpaid maternity or parental leave will not count as service for any purpose, except for any unpaid leave taken during the first 14 weeks. 47.9 this leave is inclusive of public holidays and will not be extended because a public holiday (or annual closedown) falls during a period of paid or unpaid maternity or parental leave. on ending maternity or parental leave, employees have the return to work guarantee and the right to request flexible working arrangements that are provided by the fw act. pre-adoption and foster leave 47.10 employees in the process of adopting or fostering of a child may take up to two days paid leave to attend any interviews or examinations required to obtain adoption or foster care approval. special maternity leave 47.11 where an employee who has at least 12 months continuous service with the aps experiences a pregnancy related illness, or if her pregnancy ends within 28 weeks of the expected birth, she will be granted paid personal leave for any period of leave supported by a medical certificate. if personal leave credits are exhausted, the remainder of leave will be unpaid in accordance with section 80 of the fw act. unpaid special maternity leave will count as service for all purposes. 47.12 special maternity leave will operate in conjunction with entitlements under the ml act.
acsqhc_enterprise_agreement_2019-2022.txt1910parental leavean extension of unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial leave period. 47.8 unpaid maternity or parental leave will not count as service for any purpose, except for any unpaid leave taken during the first 14 weeks. 47.9 this leave is inclusive of public holidays and will not be extended because a public holiday (or annual closedown) falls during a period of paid or unpaid maternity or parental leave. on ending maternity or parental leave, employees have the return to work guarantee and the right to request flexible working arrangements that are provided by the fw act. pre-adoption and foster leave 47.10 employees in the process of adopting or fostering of a child may take up to two days paid leave to attend any interviews or examinations required to obtain adoption or foster care approval. special maternity leave 47.11 where an employee who has at least 12 months continuous service with the aps experiences a pregnancy related illness, or if her pregnancy ends within 28 weeks of the expected birth, she will be granted paid personal leave for any period of leave supported by a medical certificate. if personal leave credits are exhausted, the remainder of leave will be unpaid in accordance with section 80 of the fw act. unpaid special maternity leave will count as service for all purposes. 47.12 special maternity leave will operate in conjunction with entitlements under the ml act. parental (partner) leave
acsqhc_enterprise_agreement_2019-2022.txt1916parental leaveunpaid maternity or parental leave will not count as service for any purpose, except for any unpaid leave taken during the first 14 weeks. 47.9 this leave is inclusive of public holidays and will not be extended because a public holiday (or annual closedown) falls during a period of paid or unpaid maternity or parental leave. on ending maternity or parental leave, employees have the return to work guarantee and the right to request flexible working arrangements that are provided by the fw act. pre-adoption and foster leave 47.10 employees in the process of adopting or fostering of a child may take up to two days paid leave to attend any interviews or examinations required to obtain adoption or foster care approval. special maternity leave 47.11 where an employee who has at least 12 months continuous service with the aps experiences a pregnancy related illness, or if her pregnancy ends within 28 weeks of the expected birth, she will be granted paid personal leave for any period of leave supported by a medical certificate. if personal leave credits are exhausted, the remainder of leave will be unpaid in accordance with section 80 of the fw act. unpaid special maternity leave will count as service for all purposes. 47.12 special maternity leave will operate in conjunction with entitlements under the ml act. parental (partner) leave 47.13 employees who are not otherwise entitled to paid maternity leave under the ml act or parental leave under this agreement are entitled to four weeks of paid leave and may also receive unpaid leave up to a total of 52 weeks on the birth, adoption or permanent foster care placement of a child or their spouse’s child. to be eligible for this leave, the employee must be the child’s non-primary care giver and stand in a domestic or household relationship with the child.
acsqhc_enterprise_agreement_2019-2022.txt1923parental leaveparental leave. on ending maternity or parental leave, employees have the return to work guarantee and the right to request flexible working arrangements that are provided by the fw act. pre-adoption and foster leave 47.10 employees in the process of adopting or fostering of a child may take up to two days paid leave to attend any interviews or examinations required to obtain adoption or foster care approval. special maternity leave 47.11 where an employee who has at least 12 months continuous service with the aps experiences a pregnancy related illness, or if her pregnancy ends within 28 weeks of the expected birth, she will be granted paid personal leave for any period of leave supported by a medical certificate. if personal leave credits are exhausted, the remainder of leave will be unpaid in accordance with section 80 of the fw act. unpaid special maternity leave will count as service for all purposes. 47.12 special maternity leave will operate in conjunction with entitlements under the ml act. parental (partner) leave 47.13 employees who are not otherwise entitled to paid maternity leave under the ml act or parental leave under this agreement are entitled to four weeks of paid leave and may also receive unpaid leave up to a total of 52 weeks on the birth, adoption or permanent foster care placement of a child or their spouse’s child. to be eligible for this leave, the employee must be the child’s non-primary care giver and stand in a domestic or household relationship with the child. 47.14 this leave is to be taken within 12 months of the birth/placement of the child and is inclusive of public holidays and annual closedown. 47.15 documentary evidence outlined in clause 47.5, or a birth certificate following the birth of a child, must be submitted when applying for this leave. 47.16 paid leave will count as service for all purposes. employees may elect to have the payment for this leave spread over a maximum of eight weeks at a rate no less than half normal salary. where payment is spread over a longer period, only half of the total
acsqhc_enterprise_agreement_2019-2022.txt1931maternity leavespecial maternity leave 47.11 where an employee who has at least 12 months continuous service with the aps experiences a pregnancy related illness, or if her pregnancy ends within 28 weeks of the expected birth, she will be granted paid personal leave for any period of leave supported by a medical certificate. if personal leave credits are exhausted, the remainder of leave will be unpaid in accordance with section 80 of the fw act. unpaid special maternity leave will count as service for all purposes. 47.12 special maternity leave will operate in conjunction with entitlements under the ml act. parental (partner) leave 47.13 employees who are not otherwise entitled to paid maternity leave under the ml act or parental leave under this agreement are entitled to four weeks of paid leave and may also receive unpaid leave up to a total of 52 weeks on the birth, adoption or permanent foster care placement of a child or their spouse’s child. to be eligible for this leave, the employee must be the child’s non-primary care giver and stand in a domestic or household relationship with the child. 47.14 this leave is to be taken within 12 months of the birth/placement of the child and is inclusive of public holidays and annual closedown. 47.15 documentary evidence outlined in clause 47.5, or a birth certificate following the birth of a child, must be submitted when applying for this leave. 47.16 paid leave will count as service for all purposes. employees may elect to have the payment for this leave spread over a maximum of eight weeks at a rate no less than half normal salary. where payment is spread over a longer period, only half of the total weeks of the leave period will count as service. australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 29 of 43 47.17 the ceo may approve leave for a non-primary care giver not residing with the child. australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 30 of 43
acsqhc_enterprise_agreement_2019-2022.txt1937maternity leavespecial maternity leave will count as service for all purposes. 47.12 special maternity leave will operate in conjunction with entitlements under the ml act. parental (partner) leave 47.13 employees who are not otherwise entitled to paid maternity leave under the ml act or parental leave under this agreement are entitled to four weeks of paid leave and may also receive unpaid leave up to a total of 52 weeks on the birth, adoption or permanent foster care placement of a child or their spouse’s child. to be eligible for this leave, the employee must be the child’s non-primary care giver and stand in a domestic or household relationship with the child. 47.14 this leave is to be taken within 12 months of the birth/placement of the child and is inclusive of public holidays and annual closedown. 47.15 documentary evidence outlined in clause 47.5, or a birth certificate following the birth of a child, must be submitted when applying for this leave. 47.16 paid leave will count as service for all purposes. employees may elect to have the payment for this leave spread over a maximum of eight weeks at a rate no less than half normal salary. where payment is spread over a longer period, only half of the total weeks of the leave period will count as service. australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 29 of 43 47.17 the ceo may approve leave for a non-primary care giver not residing with the child. australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 30 of 43 part g – general conditions 48. performance development scheme (pds)
acsqhc_enterprise_agreement_2019-2022.txt1938maternity leave47.12 special maternity leave will operate in conjunction with entitlements under the ml act. parental (partner) leave 47.13 employees who are not otherwise entitled to paid maternity leave under the ml act or parental leave under this agreement are entitled to four weeks of paid leave and may also receive unpaid leave up to a total of 52 weeks on the birth, adoption or permanent foster care placement of a child or their spouse’s child. to be eligible for this leave, the employee must be the child’s non-primary care giver and stand in a domestic or household relationship with the child. 47.14 this leave is to be taken within 12 months of the birth/placement of the child and is inclusive of public holidays and annual closedown. 47.15 documentary evidence outlined in clause 47.5, or a birth certificate following the birth of a child, must be submitted when applying for this leave. 47.16 paid leave will count as service for all purposes. employees may elect to have the payment for this leave spread over a maximum of eight weeks at a rate no less than half normal salary. where payment is spread over a longer period, only half of the total weeks of the leave period will count as service. australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 29 of 43 47.17 the ceo may approve leave for a non-primary care giver not residing with the child. australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 30 of 43 part g – general conditions 48. performance development scheme (pds) 48.1
acsqhc_enterprise_agreement_2019-2022.txt1940maternity leave47.13 employees who are not otherwise entitled to paid maternity leave under the ml act or parental leave under this agreement are entitled to four weeks of paid leave and may also receive unpaid leave up to a total of 52 weeks on the birth, adoption or permanent foster care placement of a child or their spouse’s child. to be eligible for this leave, the employee must be the child’s non-primary care giver and stand in a domestic or household relationship with the child. 47.14 this leave is to be taken within 12 months of the birth/placement of the child and is inclusive of public holidays and annual closedown. 47.15 documentary evidence outlined in clause 47.5, or a birth certificate following the birth of a child, must be submitted when applying for this leave. 47.16 paid leave will count as service for all purposes. employees may elect to have the payment for this leave spread over a maximum of eight weeks at a rate no less than half normal salary. where payment is spread over a longer period, only half of the total weeks of the leave period will count as service. australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 29 of 43 47.17 the ceo may approve leave for a non-primary care giver not residing with the child. australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 30 of 43 part g – general conditions 48. performance development scheme (pds) 48.1 the pds is acsqhc’s key performance management and development system for
acsqhc_enterprise_agreement_2019-2022.txt1941parental leaveparental leave under this agreement are entitled to four weeks of paid leave and may also receive unpaid leave up to a total of 52 weeks on the birth, adoption or permanent foster care placement of a child or their spouse’s child. to be eligible for this leave, the employee must be the child’s non-primary care giver and stand in a domestic or household relationship with the child. 47.14 this leave is to be taken within 12 months of the birth/placement of the child and is inclusive of public holidays and annual closedown. 47.15 documentary evidence outlined in clause 47.5, or a birth certificate following the birth of a child, must be submitted when applying for this leave. 47.16 paid leave will count as service for all purposes. employees may elect to have the payment for this leave spread over a maximum of eight weeks at a rate no less than half normal salary. where payment is spread over a longer period, only half of the total weeks of the leave period will count as service. australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 29 of 43 47.17 the ceo may approve leave for a non-primary care giver not residing with the child. australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 30 of 43 part g – general conditions 48. performance development scheme (pds) 48.1 the pds is acsqhc’s key performance management and development system for employees.
acsqhc_enterprise_agreement_2019-2022.txt1994salary advancementthe pds provides the basis for individual salary advancement through salary ranges for the employee’s current classification. short term hda and the pds 48.7 where an employee has been temporarily assigned duties of a higher classification, including for short periods, the performance of those duties will be taken into account in an employee’s annual pds review. 49. managing underperformance 49.1 managers will address underperformance with an employee as soon as practicable where they consider the employee’s performance has not been satisfactory. 49.2 an employee will be provided a minimum of four weeks, prior to the end of cycle assessment, to improve their performance. 49.3 where an employee’s performance continues to be unsatisfactory, relevant procedures to manage the underperformance may apply. fairness in managing underperformance
acsqhc_enterprise_agreement_2019-2022.txt2072travelthe relevant manager may approve the use of taxis by an employee travelling from the workplace after 7pm on a monday to friday. reimbursement of eyewear costs 51.5 where spectacles are prescribed specifically for use with screen-based equipment, acsqhc will reimburse for out of pocket expenses up to: (a) $106 for single vision spectacles; and (b) $174.90 for bi-focal, multi-focal or tri-focal spectacles. 51.6 visual correction that is recommended for general use, such as reading and driving, will not be reimbursed. 52. family care assistance 52.1 where an employee is required by acsqhc to be away from home outside the employee’s standard day, and the employee incurs reasonable additional costs for family care arrangements the employee will be reimbursed those reasonable additional costs as determined by the ceo. school holiday family care subsidy 52.2
acsqhc_enterprise_agreement_2019-2022.txt2172long service leaveresignation or retirement. long service leave credits will be paid out in accordance with the lsl act. australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 33 of 43 part h – consultation and dispute resolution 55. consultation on major change 55.1 this term applies if the ceo: (a) has made a definite decision to introduce a major change to production, program, organisation, structure or technology in relation to its enterprise that is likely to have a significant effect on the employees; or (b) proposes to introduce a change to the regular roster or ordinary hours of work of employees. major change 55.2 for a major change referred to in paragraph 55.1(a): (a) the ceo must notify the relevant employees of the decision to introduce the major change; and (b) clauses 55.3 to 55.9 apply. 55.3
acsqhc_enterprise_agreement_2019-2022.txt2546long service leavedoes not have a controlling interest) which is recognised for long service leave purposes; (d) service with the adf; (e) aps service immediately preceding deemed resignation under the then section 49 (as repealed in 1966) of the repealed public service act 1922, if the service has not previously been recognised for redundancy pay purposes; and (f) service in another organisation where an employee was transferred from the aps to that organisation with a transfer of function; or an employee engaged by that organisation on work within a function is appointed as a result of the transfer of that function to the aps and such service is recognised for long service leave purposes. service not to count 59.6 having regard to clause 59.5, any period of service which ceased: (a) through termination on the following grounds, or on a ground equivalent to any of the following grounds i. the employee lacks, or has lost, an essential qualification for performing the employee’s duties; or ii. non-performance, or unsatisfactory performance, of duties; or iii. inability to perform duties because of physical or mental incapacity; or iv. failure to satisfactorily complete an entry level training course; or v. failure to meet a condition of the employee’s engagement; or vi. a breach of the code of conduct; or (b) on a ground equivalent to a ground listed in subparagraph (a) above under the repealed public service act 1922; or (c) through voluntary retrenchment at or above the minimum retiring age applicable to the employee; or
acsqhc_enterprise_agreement_2019-2022.txt2556long service leaveof that function to the aps and such service is recognised for long service leave purposes. service not to count 59.6 having regard to clause 59.5, any period of service which ceased: (a) through termination on the following grounds, or on a ground equivalent to any of the following grounds i. the employee lacks, or has lost, an essential qualification for performing the employee’s duties; or ii. non-performance, or unsatisfactory performance, of duties; or iii. inability to perform duties because of physical or mental incapacity; or iv. failure to satisfactorily complete an entry level training course; or v. failure to meet a condition of the employee’s engagement; or vi. a breach of the code of conduct; or (b) on a ground equivalent to a ground listed in subparagraph (a) above under the repealed public service act 1922; or (c) through voluntary retrenchment at or above the minimum retiring age applicable to the employee; or (d) with the payment of a redundancy benefit or similar payment or an employeraustralian commission on safety and quality in health care – enterprise agreement 2019–2022 page 39 of 43 financed retirement benefit will not count as service for redundancy benefit purposes. 59.7 absences from work which do not count as service for any purpose will not count as service for redundancy benefit purposes.
acsqhc_enterprise_agreement_2019-2022.txt2636traveltravel expenses incurred 60.5 the excess employee may request assistance in meeting reasonable travel and incidental expenses incurred in seeking alternative employment where these expenses are not met by a prospective employer. termination of employment during retention period 60.6 where the ceo believes there is insufficient productive work available for an excess australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 40 of 43 employee during the retention period, the ceo may terminate the employee’s employment and pay a lump sum comprising: (a) the balance of the retention period (as shortened for the nes) under clauses 60.1 and 60.2 and this payment will be taken to include the payment in lieu of notice of termination of employment, plus; (b) the employee’s nes entitlement to redundancy pay. notice period 60.7 an excess employee will not be involuntarily terminated without being given four weeks’ notice (or five weeks’ notice for an employee over 45 years of age with at least five years of continuous service). wherever possible, this notice period will be concurrent with the retention period. reduction in classification 60.8
acsqhc_enterprise_agreement_2019-2022.txt2639travelthe excess employee may request assistance in meeting reasonable travel and incidental expenses incurred in seeking alternative employment where these expenses are not met by a prospective employer. termination of employment during retention period 60.6 where the ceo believes there is insufficient productive work available for an excess australian commission on safety and quality in health care – enterprise agreement 2019–2022 page 40 of 43 employee during the retention period, the ceo may terminate the employee’s employment and pay a lump sum comprising: (a) the balance of the retention period (as shortened for the nes) under clauses 60.1 and 60.2 and this payment will be taken to include the payment in lieu of notice of termination of employment, plus; (b) the employee’s nes entitlement to redundancy pay. notice period 60.7 an excess employee will not be involuntarily terminated without being given four weeks’ notice (or five weeks’ notice for an employee over 45 years of age with at least five years of continuous service). wherever possible, this notice period will be concurrent with the retention period. reduction in classification 60.8 during a retention period, the ceo: (a) will continue to take reasonable steps to find alternative employment for the
acsqhc_enterprise_agreement_2019-2022.txt2856long service leavepayable during long service leave payable during any other leave other than long service leave reduced pro-rata during period of half pay leave (if payable during leave) included in income maintenance for excess employees included in salary for calculation of retrenchment redundancy payments included in salary for payment in lieu of notice of termination of employment payment in lieu of long service leave payment in lieu of recreation leave allowance attachment b – recognition of allowances for particular purposes higher duties allowance @  * *  * * *
acsqhc_enterprise_agreement_2019-2022.txt2858long service leavelong service leave reduced pro-rata during period of half pay leave (if payable during leave) included in income maintenance for excess employees included in salary for calculation of retrenchment redundancy payments included in salary for payment in lieu of notice of termination of employment payment in lieu of long service leave payment in lieu of recreation leave allowance attachment b – recognition of allowances for particular purposes higher duties allowance @  * *  * * * # ^
acsqhc_enterprise_agreement_2019-2022.txt2867long service leavepayment in lieu of long service leave payment in lieu of recreation leave allowance attachment b – recognition of allowances for particular purposes higher duties allowance @  * *  * * * # ^ workplace responsibility allowance  x  x
dva-enterprise-agreement-2019-2022.txt223overtime“eligible employee” for the purpose of overtime, emergency duty and restriction is an employee who is allocated a classification, the maximum salary rate of which does not exceed the maximum salary rate of aps level 6 (or equivalent). it also includes an employee who is allocated a classification and duties above aps level 6 (or equivalent) in the information & communications technology solutions branch who, in exceptional circumstances, is approved for overtime payments by the chief information officer. “employee” means a person who works in the department of veterans’ affairs, whether full-time or part-time, and is employed under and within the meaning of the public service act. the term encompasses ongoing employees (including those on probation) and nonongoing employees except where otherwise specified. “fbt” means fringe benefits tax “field employee” means an employee in the office of australian war graves (oawg) identified by the director war graves as undertaking the role of an oawg field employee. “foster child” means a child for whose long term care the employee has assumed primary responsibility and who is, or will be, under 16 years of age and is not (otherwise than because of the fostering) a child of the employee or the employee’s partner. “headquarters” is the location at which the employee ordinarily performs duty. “hourly rate of salary” means the full-time fortnightly salary (full-time annual salary divided by 26.0833313) divided by the standard full-time fortnightly hours for the employee. “immediate family” includes a partner or former partner of the employee, a child or adult child, parent, grandparent, grandchild or sibling of the employee (or of the partner of the employee); or for aboriginal and torres strait employees, a person related to the employee through traditional kinship (refer definitions of “partner”, and “child”). “locality” for travel and related purposes means a town or city other than the one where the employee usually works. it does not include another locality within the town or city where the employee usually works. “manager” means the person in charge of the organisational unit (i.e. division, group, section, work unit or other organisational component as determined by the secretary) in which the employee works and who has the authority to take the action referred to in this agreement. “nes” means the national employment standards under the fair work act. not competent” means does not meet or partially meets expected responsibilities and
dva-enterprise-agreement-2019-2022.txt228overtimecircumstances, is approved for overtime payments by the chief information officer. “employee” means a person who works in the department of veterans’ affairs, whether full-time or part-time, and is employed under and within the meaning of the public service act. the term encompasses ongoing employees (including those on probation) and nonongoing employees except where otherwise specified. “fbt” means fringe benefits tax “field employee” means an employee in the office of australian war graves (oawg) identified by the director war graves as undertaking the role of an oawg field employee. “foster child” means a child for whose long term care the employee has assumed primary responsibility and who is, or will be, under 16 years of age and is not (otherwise than because of the fostering) a child of the employee or the employee’s partner. “headquarters” is the location at which the employee ordinarily performs duty. “hourly rate of salary” means the full-time fortnightly salary (full-time annual salary divided by 26.0833313) divided by the standard full-time fortnightly hours for the employee. “immediate family” includes a partner or former partner of the employee, a child or adult child, parent, grandparent, grandchild or sibling of the employee (or of the partner of the employee); or for aboriginal and torres strait employees, a person related to the employee through traditional kinship (refer definitions of “partner”, and “child”). “locality” for travel and related purposes means a town or city other than the one where the employee usually works. it does not include another locality within the town or city where the employee usually works. “manager” means the person in charge of the organisational unit (i.e. division, group, section, work unit or other organisational component as determined by the secretary) in which the employee works and who has the authority to take the action referred to in this agreement. “nes” means the national employment standards under the fair work act. not competent” means does not meet or partially meets expected responsibilities and behaviours agreed upon in the performance agreement. “parliamentary service” means employment under the parliamentary service act 1999. “partner” of an employee means, in relation to an employee who is a member of a couple living in a relationship on a genuine domestic basis (regardless of gender or marital status), the other member of the couple.
dva-enterprise-agreement-2019-2022.txt245travel“locality” for travel and related purposes means a town or city other than the one where the employee usually works. it does not include another locality within the town or city where the employee usually works. “manager” means the person in charge of the organisational unit (i.e. division, group, section, work unit or other organisational component as determined by the secretary) in which the employee works and who has the authority to take the action referred to in this agreement. “nes” means the national employment standards under the fair work act. not competent” means does not meet or partially meets expected responsibilities and behaviours agreed upon in the performance agreement. “parliamentary service” means employment under the parliamentary service act 1999. “partner” of an employee means, in relation to an employee who is a member of a couple living in a relationship on a genuine domestic basis (regardless of gender or marital status), the other member of the couple. 2 dva enterprise agreement 2019-2022 “public interest” in relation to relocation means where an employee relocates from one locality to another as a result of:  promotion;  advancement;  reassignment of duties, engagement, or redeployment as an excess employee, deemed to be in the interests of dva; or
dva-enterprise-agreement-2019-2022.txt648long service leave(except long service leave). salary on reduction 34 where an ongoing employee is reassigned on an ongoing basis to duties at a lower classification, the secretary will determine the employee's rate of salary within the range for that classification. service at both the current and lower classification will be taken into account in determining the reduced salary. 7 dva enterprise agreement 2019-2022 temporary reduction in salary 35 where a manager and an employee agree in writing to the employee temporarily performing work at a lower classification for a specified period of time, the secretary may determine an agreed rate of salary up to the maximum of the salary range applicable to the lower aps classification for the agreed period. salary advancement within a work level 36 following the yearly performance review a manager may, subject to the requirements of this agreement, authorise the advancement of an employee to the next highest salary rate within the employee’s substantive and temporary assignment work level. 37
dva-enterprise-agreement-2019-2022.txt669salary advancementsalary advancement within a work level 36 following the yearly performance review a manager may, subject to the requirements of this agreement, authorise the advancement of an employee to the next highest salary rate within the employee’s substantive and temporary assignment work level. 37 salary advancement is subject to the employee being assessed as competent against his/her performance agreement and any advancement pre-requisites described in this agreement. where a manager considers an employee exceeds their performance expectations during a performance cycle, the manager may undertake an additional performance review and approve salary advancement for the employee at that time provided the employee has performed that role for at least 6 months. graduates 38 on engagement as an aps level 3 (dva band 2), dva graduate (local designation), an employee will be required to undertake a graduate development program determined by the secretary. during the program salary will be determined by the secretary at no less than the applicable first salary point for an aps level 3 under this agreement. 39 on satisfactory completion of the graduate development program, the employee will be advanced to the aps level 4 classification, in accordance with the advancement provisions of this agreement, and the secretary will determine salary at no less than
dva-enterprise-agreement-2019-2022.txt678salary advancementsalary advancement is subject to the employee being assessed as competent against his/her performance agreement and any advancement pre-requisites described in this agreement. where a manager considers an employee exceeds their performance expectations during a performance cycle, the manager may undertake an additional performance review and approve salary advancement for the employee at that time provided the employee has performed that role for at least 6 months. graduates 38 on engagement as an aps level 3 (dva band 2), dva graduate (local designation), an employee will be required to undertake a graduate development program determined by the secretary. during the program salary will be determined by the secretary at no less than the applicable first salary point for an aps level 3 under this agreement. 39 on satisfactory completion of the graduate development program, the employee will be advanced to the aps level 4 classification, in accordance with the advancement provisions of this agreement, and the secretary will determine salary at no less than the applicable first salary point for an aps level 4 under this agreement. cadets, trainees and apprentices 40 remuneration and benefits for an employee engaged by dva as a cadet or under a cadetship program, or under a traineeship or apprenticeship scheme, will be determined by the secretary consistent with any aps-wide initiatives. all applicable percentage increases to base rates of pay contained in this agreement will apply to
dva-enterprise-agreement-2019-2022.txt682salary advancementperformance review and approve salary advancement for the employee at that time provided the employee has performed that role for at least 6 months. graduates 38 on engagement as an aps level 3 (dva band 2), dva graduate (local designation), an employee will be required to undertake a graduate development program determined by the secretary. during the program salary will be determined by the secretary at no less than the applicable first salary point for an aps level 3 under this agreement. 39 on satisfactory completion of the graduate development program, the employee will be advanced to the aps level 4 classification, in accordance with the advancement provisions of this agreement, and the secretary will determine salary at no less than the applicable first salary point for an aps level 4 under this agreement. cadets, trainees and apprentices 40 remuneration and benefits for an employee engaged by dva as a cadet or under a cadetship program, or under a traineeship or apprenticeship scheme, will be determined by the secretary consistent with any aps-wide initiatives. all applicable percentage increases to base rates of pay contained in this agreement will apply to such employees. supported wage rates 41
dva-enterprise-agreement-2019-2022.txt716salary packagingsalary packaging 42 employees may choose to sacrifice part of their salary for a range of non-salary benefits. further information is contained in the relevant dva policy. 43 any fbt and administrative costs incurred as a result of salary packaging arrangements shall be met by the employee as part of their salary package. 44 where an employee is in a salary packaging arrangement, the employee’s salary for the purposes of superannuation, redundancy, termination or any other purposes will be determined as if the salary sacrifice arrangement had not been entered into. 8 dva enterprise agreement 2019-2022 temporary assignment 45 an employee temporarily assigned to a higher work level than the employee’s substantive level will be paid at a classification determined by reference to the aps work level standards. 46 the employee will be paid at the minimum point of the salary range applicable to that
dva-enterprise-agreement-2019-2022.txt724salary packagingany fbt and administrative costs incurred as a result of salary packaging arrangements shall be met by the employee as part of their salary package. 44 where an employee is in a salary packaging arrangement, the employee’s salary for the purposes of superannuation, redundancy, termination or any other purposes will be determined as if the salary sacrifice arrangement had not been entered into. 8 dva enterprise agreement 2019-2022 temporary assignment 45 an employee temporarily assigned to a higher work level than the employee’s substantive level will be paid at a classification determined by reference to the aps work level standards. 46 the employee will be paid at the minimum point of the salary range applicable to that classification unless determined otherwise by the secretary having regard to: a) the employee having obtained a particular salary through salary advancement at the higher classification b)
dva-enterprise-agreement-2019-2022.txt729salary packagingwhere an employee is in a salary packaging arrangement, the employee’s salary for the purposes of superannuation, redundancy, termination or any other purposes will be determined as if the salary sacrifice arrangement had not been entered into. 8 dva enterprise agreement 2019-2022 temporary assignment 45 an employee temporarily assigned to a higher work level than the employee’s substantive level will be paid at a classification determined by reference to the aps work level standards. 46 the employee will be paid at the minimum point of the salary range applicable to that classification unless determined otherwise by the secretary having regard to: a) the employee having obtained a particular salary through salary advancement at the higher classification b) performance, including during previous periods of temporary assignment and c) relevant experience and/or skills.
dva-enterprise-agreement-2019-2022.txt749salary advancementthe employee having obtained a particular salary through salary advancement at the higher classification b) performance, including during previous periods of temporary assignment and c) relevant experience and/or skills. 47 there is no minimum qualifying period for payment on temporary assignment to a classification at the aps6 level or below. 48 payment for temporary assignment to executive level 1 or higher is subject to a minimum qualifying period of more than 4 weeks. 49 an employee will receive payment at the temporary assignment rate during paid leave and public holidays if the temporary assignment would have continued during the leave or public holidays. 50 the secretary will determine the remuneration and conditions of employment to apply
dva-enterprise-agreement-2019-2022.txt802flextimethis allowance is in lieu of any overtime or flextime provisions provided under this agreement. excess fares and excess travelling time 55 an employee at aps level 6 (or equivalent) or below who undertakes a temporary assignment at a different location, and incurs excess fares and additional travelling time, will be entitled to compensation for the additional fares and time in a manner agreed with their manager. 56 a manager may approve reimbursement of excess fares and compensation for additional travelling time for excess or potentially excess employees who are: 57 a) relocated through reassignment of duties at level or on reduction on a trial basis or otherwise; and b) at aps level 6 or equivalent or below prior to the reduction. compensation under clause 56 is available for a maximum of 6 months and cannot be made in advance. if compensation is made during a trial period that results in permanent placement, the total period for compensation cannot exceed 6 months.
dva-enterprise-agreement-2019-2022.txt802flextime provisionsthis allowance is in lieu of any overtime or flextime provisions provided under this agreement. excess fares and excess travelling time 55 an employee at aps level 6 (or equivalent) or below who undertakes a temporary assignment at a different location, and incurs excess fares and additional travelling time, will be entitled to compensation for the additional fares and time in a manner agreed with their manager. 56 a manager may approve reimbursement of excess fares and compensation for additional travelling time for excess or potentially excess employees who are: 57 a) relocated through reassignment of duties at level or on reduction on a trial basis or otherwise; and b) at aps level 6 or equivalent or below prior to the reduction. compensation under clause 56 is available for a maximum of 6 months and cannot be made in advance. if compensation is made during a trial period that results in permanent placement, the total period for compensation cannot exceed 6 months.
dva-enterprise-agreement-2019-2022.txt802overtimethis allowance is in lieu of any overtime or flextime provisions provided under this agreement. excess fares and excess travelling time 55 an employee at aps level 6 (or equivalent) or below who undertakes a temporary assignment at a different location, and incurs excess fares and additional travelling time, will be entitled to compensation for the additional fares and time in a manner agreed with their manager. 56 a manager may approve reimbursement of excess fares and compensation for additional travelling time for excess or potentially excess employees who are: 57 a) relocated through reassignment of duties at level or on reduction on a trial basis or otherwise; and b) at aps level 6 or equivalent or below prior to the reduction. compensation under clause 56 is available for a maximum of 6 months and cannot be made in advance. if compensation is made during a trial period that results in permanent placement, the total period for compensation cannot exceed 6 months.
dva-enterprise-agreement-2019-2022.txt805travelexcess fares and excess travelling time 55 an employee at aps level 6 (or equivalent) or below who undertakes a temporary assignment at a different location, and incurs excess fares and additional travelling time, will be entitled to compensation for the additional fares and time in a manner agreed with their manager. 56 a manager may approve reimbursement of excess fares and compensation for additional travelling time for excess or potentially excess employees who are: 57 a) relocated through reassignment of duties at level or on reduction on a trial basis or otherwise; and b) at aps level 6 or equivalent or below prior to the reduction. compensation under clause 56 is available for a maximum of 6 months and cannot be made in advance. if compensation is made during a trial period that results in permanent placement, the total period for compensation cannot exceed 6 months. 9 dva enterprise agreement 2019-2022
dva-enterprise-agreement-2019-2022.txt809travelassignment at a different location, and incurs excess fares and additional travelling time, will be entitled to compensation for the additional fares and time in a manner agreed with their manager. 56 a manager may approve reimbursement of excess fares and compensation for additional travelling time for excess or potentially excess employees who are: 57 a) relocated through reassignment of duties at level or on reduction on a trial basis or otherwise; and b) at aps level 6 or equivalent or below prior to the reduction. compensation under clause 56 is available for a maximum of 6 months and cannot be made in advance. if compensation is made during a trial period that results in permanent placement, the total period for compensation cannot exceed 6 months. 9 dva enterprise agreement 2019-2022 58 payment under this clause is not available where the employee is in receipt of travel
dva-enterprise-agreement-2019-2022.txt816traveladditional travelling time for excess or potentially excess employees who are: 57 a) relocated through reassignment of duties at level or on reduction on a trial basis or otherwise; and b) at aps level 6 or equivalent or below prior to the reduction. compensation under clause 56 is available for a maximum of 6 months and cannot be made in advance. if compensation is made during a trial period that results in permanent placement, the total period for compensation cannot exceed 6 months. 9 dva enterprise agreement 2019-2022 58 payment under this clause is not available where the employee is in receipt of travel allowance. first aid allowance 59 an employee will be paid first aid allowance where the secretary determines that the employee:
dva-enterprise-agreement-2019-2022.txt838travelpayment under this clause is not available where the employee is in receipt of travel allowance. first aid allowance 59 an employee will be paid first aid allowance where the secretary determines that the employee: a) holds nationally recognised statements of attainment issued by a registered training organisation (rto) for the nationally endorsed first aid unit/s of competency; and b) has attended training on a regular basis to refresh their first aid knowledge and skills and to confirm their competence to provide first aid. (refresher training in cpr must be undertaken annually and first aid qualifications must be renewed every three years); and c) has first aid responsibilities in the workplace. fire warden allowance 60 an employee will be paid fire warden allowance where the secretary determines that an employee who is not receiving first aid allowance has:
dva-enterprise-agreement-2019-2022.txt923overtimeplace of work will be paid overtime in accordance with the emergency duty provisions of this agreement. eligible employees who have been restricted and are required to 10 dva enterprise agreement 2019-2022 perform duty but not required to attend a place of work will be paid a minimum overtime payment of one hour. 68 employees will not be entitled to restriction allowance and overtime payment for the same period of work. 69 where more than one period of duty is required during a period of restriction, the separate overtime payments cannot exceed the amount that would have been paid had the employee remained on duty from the commencing time of duty on the first attendance to the ceasing time of duty on the last attendance. overtime 70 managers may require employees to work reasonable extra hours. overtime is payable to eligible employees for work required to be performed: a) on weekends, public holidays and during the two day christmas shutdown; and b)
dva-enterprise-agreement-2019-2022.txt930overtimeovertime payment of one hour. 68 employees will not be entitled to restriction allowance and overtime payment for the same period of work. 69 where more than one period of duty is required during a period of restriction, the separate overtime payments cannot exceed the amount that would have been paid had the employee remained on duty from the commencing time of duty on the first attendance to the ceasing time of duty on the last attendance. overtime 70 managers may require employees to work reasonable extra hours. overtime is payable to eligible employees for work required to be performed: a) on weekends, public holidays and during the two day christmas shutdown; and b) unless otherwise provided for in this agreement, for employees other than oawg field employees: c) (i)
dva-enterprise-agreement-2019-2022.txt933overtimeemployees will not be entitled to restriction allowance and overtime payment for the same period of work. 69 where more than one period of duty is required during a period of restriction, the separate overtime payments cannot exceed the amount that would have been paid had the employee remained on duty from the commencing time of duty on the first attendance to the ceasing time of duty on the last attendance. overtime 70 managers may require employees to work reasonable extra hours. overtime is payable to eligible employees for work required to be performed: a) on weekends, public holidays and during the two day christmas shutdown; and b) unless otherwise provided for in this agreement, for employees other than oawg field employees: c) (i) before 7.00am and after 6.00pm monday to friday; or
dva-enterprise-agreement-2019-2022.txt939overtimeseparate overtime payments cannot exceed the amount that would have been paid had the employee remained on duty from the commencing time of duty on the first attendance to the ceasing time of duty on the last attendance. overtime 70 managers may require employees to work reasonable extra hours. overtime is payable to eligible employees for work required to be performed: a) on weekends, public holidays and during the two day christmas shutdown; and b) unless otherwise provided for in this agreement, for employees other than oawg field employees: c) (i) before 7.00am and after 6.00pm monday to friday; or (ii) between 7.00am and 6.00pm if the employee has worked at least 7 hours and 30 minutes ordinary time on that day; and for oawg field employees:
dva-enterprise-agreement-2019-2022.txt943overtimeovertime 70 managers may require employees to work reasonable extra hours. overtime is payable to eligible employees for work required to be performed: a) on weekends, public holidays and during the two day christmas shutdown; and b) unless otherwise provided for in this agreement, for employees other than oawg field employees: c) (i) before 7.00am and after 6.00pm monday to friday; or (ii) between 7.00am and 6.00pm if the employee has worked at least 7 hours and 30 minutes ordinary time on that day; and for oawg field employees: (i) before 5.00am and after 9.00pm monday to friday; or
dva-enterprise-agreement-2019-2022.txt946overtimemanagers may require employees to work reasonable extra hours. overtime is payable to eligible employees for work required to be performed: a) on weekends, public holidays and during the two day christmas shutdown; and b) unless otherwise provided for in this agreement, for employees other than oawg field employees: c) (i) before 7.00am and after 6.00pm monday to friday; or (ii) between 7.00am and 6.00pm if the employee has worked at least 7 hours and 30 minutes ordinary time on that day; and for oawg field employees: (i) before 5.00am and after 9.00pm monday to friday; or (ii) between 5.00am and 9.00pm if the employee has worked at least 8 hours
dva-enterprise-agreement-2019-2022.txt980flextimeovertime does not count as time worked for flextime purposes. however, while employees are not eligible for overtime payments until any flex debit they have is eliminated, flex debits are reduced by the hours of overtime worked multiplied by the applicable overtime rate. 72 an employee’s salary for the purposes of calculating overtime will include payment for temporary assignment. overtime rates are as follows: monday to saturday: time and one half sunday: double time public holidays: (see clauses 73 and 74) easter saturday: double time and one half (regardless of whether the day has been declared a public holiday) 73 on public holidays overtime is payable at single time and one half in addition to the normal hourly rate of salary during the period 7.00am to 6.00pm until 7 hours and 30 minutes are worked. overtime is then payable at double time and one half. overtime is also payable at double time and one half before 7.00am and after 6.00pm on public holidays.
dva-enterprise-agreement-2019-2022.txt980overtimeovertime does not count as time worked for flextime purposes. however, while employees are not eligible for overtime payments until any flex debit they have is eliminated, flex debits are reduced by the hours of overtime worked multiplied by the applicable overtime rate. 72 an employee’s salary for the purposes of calculating overtime will include payment for temporary assignment. overtime rates are as follows: monday to saturday: time and one half sunday: double time public holidays: (see clauses 73 and 74) easter saturday: double time and one half (regardless of whether the day has been declared a public holiday) 73 on public holidays overtime is payable at single time and one half in addition to the normal hourly rate of salary during the period 7.00am to 6.00pm until 7 hours and 30 minutes are worked. overtime is then payable at double time and one half. overtime is also payable at double time and one half before 7.00am and after 6.00pm on public holidays.
dva-enterprise-agreement-2019-2022.txt981overtimeemployees are not eligible for overtime payments until any flex debit they have is eliminated, flex debits are reduced by the hours of overtime worked multiplied by the applicable overtime rate. 72 an employee’s salary for the purposes of calculating overtime will include payment for temporary assignment. overtime rates are as follows: monday to saturday: time and one half sunday: double time public holidays: (see clauses 73 and 74) easter saturday: double time and one half (regardless of whether the day has been declared a public holiday) 73 on public holidays overtime is payable at single time and one half in addition to the normal hourly rate of salary during the period 7.00am to 6.00pm until 7 hours and 30 minutes are worked. overtime is then payable at double time and one half. overtime is also payable at double time and one half before 7.00am and after 6.00pm on public holidays.
dva-enterprise-agreement-2019-2022.txt982overtimeeliminated, flex debits are reduced by the hours of overtime worked multiplied by the applicable overtime rate. 72 an employee’s salary for the purposes of calculating overtime will include payment for temporary assignment. overtime rates are as follows: monday to saturday: time and one half sunday: double time public holidays: (see clauses 73 and 74) easter saturday: double time and one half (regardless of whether the day has been declared a public holiday) 73 on public holidays overtime is payable at single time and one half in addition to the normal hourly rate of salary during the period 7.00am to 6.00pm until 7 hours and 30 minutes are worked. overtime is then payable at double time and one half. overtime is also payable at double time and one half before 7.00am and after 6.00pm on public holidays. 74
dva-enterprise-agreement-2019-2022.txt983overtimeapplicable overtime rate. 72 an employee’s salary for the purposes of calculating overtime will include payment for temporary assignment. overtime rates are as follows: monday to saturday: time and one half sunday: double time public holidays: (see clauses 73 and 74) easter saturday: double time and one half (regardless of whether the day has been declared a public holiday) 73 on public holidays overtime is payable at single time and one half in addition to the normal hourly rate of salary during the period 7.00am to 6.00pm until 7 hours and 30 minutes are worked. overtime is then payable at double time and one half. overtime is also payable at double time and one half before 7.00am and after 6.00pm on public holidays. 74
dva-enterprise-agreement-2019-2022.txt987overtimean employee’s salary for the purposes of calculating overtime will include payment for temporary assignment. overtime rates are as follows: monday to saturday: time and one half sunday: double time public holidays: (see clauses 73 and 74) easter saturday: double time and one half (regardless of whether the day has been declared a public holiday) 73 on public holidays overtime is payable at single time and one half in addition to the normal hourly rate of salary during the period 7.00am to 6.00pm until 7 hours and 30 minutes are worked. overtime is then payable at double time and one half. overtime is also payable at double time and one half before 7.00am and after 6.00pm on public holidays. 74 the following arrangements will also apply to oawg field employees who work overtime on anzac day: a)
dva-enterprise-agreement-2019-2022.txt988overtimetemporary assignment. overtime rates are as follows: monday to saturday: time and one half sunday: double time public holidays: (see clauses 73 and 74) easter saturday: double time and one half (regardless of whether the day has been declared a public holiday) 73 on public holidays overtime is payable at single time and one half in addition to the normal hourly rate of salary during the period 7.00am to 6.00pm until 7 hours and 30 minutes are worked. overtime is then payable at double time and one half. overtime is also payable at double time and one half before 7.00am and after 6.00pm on public holidays. 74 the following arrangements will also apply to oawg field employees who work overtime on anzac day: a) when anzac day falls on a weekday - single time and one half in addition to normal
dva-enterprise-agreement-2019-2022.txt1005overtimeon public holidays overtime is payable at single time and one half in addition to the normal hourly rate of salary during the period 7.00am to 6.00pm until 7 hours and 30 minutes are worked. overtime is then payable at double time and one half. overtime is also payable at double time and one half before 7.00am and after 6.00pm on public holidays. 74 the following arrangements will also apply to oawg field employees who work overtime on anzac day: a) when anzac day falls on a weekday - single time and one half in addition to normal hourly rate of salary during the period 5.00am to 9.00pm until 8 hours are worked. overtime is then payable at double time and one half; and b) when anzac day falls on a weekend - double time and one half for any hours worked. minimum payment 75 where an employee reports for approved overtime that is not continuous with ordinary duty the employee will be paid for a minimum of three hours at the prescribed 11 dva enterprise agreement 2019-2022
dva-enterprise-agreement-2019-2022.txt1007overtimeminutes are worked. overtime is then payable at double time and one half. overtime is also payable at double time and one half before 7.00am and after 6.00pm on public holidays. 74 the following arrangements will also apply to oawg field employees who work overtime on anzac day: a) when anzac day falls on a weekday - single time and one half in addition to normal hourly rate of salary during the period 5.00am to 9.00pm until 8 hours are worked. overtime is then payable at double time and one half; and b) when anzac day falls on a weekend - double time and one half for any hours worked. minimum payment 75 where an employee reports for approved overtime that is not continuous with ordinary duty the employee will be paid for a minimum of three hours at the prescribed 11 dva enterprise agreement 2019-2022 overtime rate. this minimum payment will also be paid in the event the employee reports for approved overtime and is subsequently not required to perform that duty.
dva-enterprise-agreement-2019-2022.txt1014overtimeovertime on anzac day: a) when anzac day falls on a weekday - single time and one half in addition to normal hourly rate of salary during the period 5.00am to 9.00pm until 8 hours are worked. overtime is then payable at double time and one half; and b) when anzac day falls on a weekend - double time and one half for any hours worked. minimum payment 75 where an employee reports for approved overtime that is not continuous with ordinary duty the employee will be paid for a minimum of three hours at the prescribed 11 dva enterprise agreement 2019-2022 overtime rate. this minimum payment will also be paid in the event the employee reports for approved overtime and is subsequently not required to perform that duty. emergency duty 76 77 this clause applies if:
dva-enterprise-agreement-2019-2022.txt1019overtimeovertime is then payable at double time and one half; and b) when anzac day falls on a weekend - double time and one half for any hours worked. minimum payment 75 where an employee reports for approved overtime that is not continuous with ordinary duty the employee will be paid for a minimum of three hours at the prescribed 11 dva enterprise agreement 2019-2022 overtime rate. this minimum payment will also be paid in the event the employee reports for approved overtime and is subsequently not required to perform that duty. emergency duty 76 77 this clause applies if: a) an employee is directed to attend for duty; and b)
dva-enterprise-agreement-2019-2022.txt1029overtimewhere an employee reports for approved overtime that is not continuous with ordinary duty the employee will be paid for a minimum of three hours at the prescribed 11 dva enterprise agreement 2019-2022 overtime rate. this minimum payment will also be paid in the event the employee reports for approved overtime and is subsequently not required to perform that duty. emergency duty 76 77 this clause applies if: a) an employee is directed to attend for duty; and b) the employee would not ordinarily have been on duty at that time; and c) the employee was not given notice of the direction before ceasing ordinary duty; and for the time on duty, the employee is to be paid: a)
dva-enterprise-agreement-2019-2022.txt1035overtimeovertime rate. this minimum payment will also be paid in the event the employee reports for approved overtime and is subsequently not required to perform that duty. emergency duty 76 77 this clause applies if: a) an employee is directed to attend for duty; and b) the employee would not ordinarily have been on duty at that time; and c) the employee was not given notice of the direction before ceasing ordinary duty; and for the time on duty, the employee is to be paid: a) a minimum of 2 hours ; and b) at the rate of double time.
dva-enterprise-agreement-2019-2022.txt1036overtimereports for approved overtime and is subsequently not required to perform that duty. emergency duty 76 77 this clause applies if: a) an employee is directed to attend for duty; and b) the employee would not ordinarily have been on duty at that time; and c) the employee was not given notice of the direction before ceasing ordinary duty; and for the time on duty, the employee is to be paid: a) a minimum of 2 hours ; and b) at the rate of double time.
dva-enterprise-agreement-2019-2022.txt1068travelthe time on duty is taken to include reasonable time necessarily spent travelling to and from duty 79 employees are entitled to a break of at least eight consecutive hours, plus reasonable travelling time, between the time they finish duty (which includes emergency duty worked that is continuous with ordinary duty) and the time they are next required to resume or continue work, without loss of pay. where this break is not possible due to business needs, the employee will be paid at double ordinary time rates for any period of work until an eight-hour break occurs. rest relief after overtime 80 an employee who works overtime will be entitled to an eight hour break plus reasonable travelling time before recommencing work, without incurring any loss of pay or deduction from flextime. 81 an eligible employee who is directed to return to duty without the eight-hour break will be paid double time (i.e. single time in addition to the normal hourly rate of salary) for duty performed until an eight-hour break can be taken. an employee not eligible for overtime who is not able to have an eight hour break should be granted time off in lieu equal to the period of duty performed until an eight hour break can be taken. time off in lieu (toil) of overtime 82
dva-enterprise-agreement-2019-2022.txt1074traveltravelling time, between the time they finish duty (which includes emergency duty worked that is continuous with ordinary duty) and the time they are next required to resume or continue work, without loss of pay. where this break is not possible due to business needs, the employee will be paid at double ordinary time rates for any period of work until an eight-hour break occurs. rest relief after overtime 80 an employee who works overtime will be entitled to an eight hour break plus reasonable travelling time before recommencing work, without incurring any loss of pay or deduction from flextime. 81 an eligible employee who is directed to return to duty without the eight-hour break will be paid double time (i.e. single time in addition to the normal hourly rate of salary) for duty performed until an eight-hour break can be taken. an employee not eligible for overtime who is not able to have an eight hour break should be granted time off in lieu equal to the period of duty performed until an eight hour break can be taken. time off in lieu (toil) of overtime 82 employees eligible for overtime payment have the option to receive toil instead of overtime payments, calculated at the applicable overtime rate. in cases where toil has been granted but operational requirements have prevented the employee from taking time off within 4 weeks or other agreed period, payment of overtime will then be made.
dva-enterprise-agreement-2019-2022.txt1080overtimerest relief after overtime 80 an employee who works overtime will be entitled to an eight hour break plus reasonable travelling time before recommencing work, without incurring any loss of pay or deduction from flextime. 81 an eligible employee who is directed to return to duty without the eight-hour break will be paid double time (i.e. single time in addition to the normal hourly rate of salary) for duty performed until an eight-hour break can be taken. an employee not eligible for overtime who is not able to have an eight hour break should be granted time off in lieu equal to the period of duty performed until an eight hour break can be taken. time off in lieu (toil) of overtime 82 employees eligible for overtime payment have the option to receive toil instead of overtime payments, calculated at the applicable overtime rate. in cases where toil has been granted but operational requirements have prevented the employee from taking time off within 4 weeks or other agreed period, payment of overtime will then be made. overtime meal allowance 83 84 an overtime meal allowance is payable to employees who are required to work
dva-enterprise-agreement-2019-2022.txt1083overtimean employee who works overtime will be entitled to an eight hour break plus reasonable travelling time before recommencing work, without incurring any loss of pay or deduction from flextime. 81 an eligible employee who is directed to return to duty without the eight-hour break will be paid double time (i.e. single time in addition to the normal hourly rate of salary) for duty performed until an eight-hour break can be taken. an employee not eligible for overtime who is not able to have an eight hour break should be granted time off in lieu equal to the period of duty performed until an eight hour break can be taken. time off in lieu (toil) of overtime 82 employees eligible for overtime payment have the option to receive toil instead of overtime payments, calculated at the applicable overtime rate. in cases where toil has been granted but operational requirements have prevented the employee from taking time off within 4 weeks or other agreed period, payment of overtime will then be made. overtime meal allowance 83 84 an overtime meal allowance is payable to employees who are required to work authorised overtime away from home: a)
dva-enterprise-agreement-2019-2022.txt1084travelreasonable travelling time before recommencing work, without incurring any loss of pay or deduction from flextime. 81 an eligible employee who is directed to return to duty without the eight-hour break will be paid double time (i.e. single time in addition to the normal hourly rate of salary) for duty performed until an eight-hour break can be taken. an employee not eligible for overtime who is not able to have an eight hour break should be granted time off in lieu equal to the period of duty performed until an eight hour break can be taken. time off in lieu (toil) of overtime 82 employees eligible for overtime payment have the option to receive toil instead of overtime payments, calculated at the applicable overtime rate. in cases where toil has been granted but operational requirements have prevented the employee from taking time off within 4 weeks or other agreed period, payment of overtime will then be made. overtime meal allowance 83 84 an overtime meal allowance is payable to employees who are required to work authorised overtime away from home: a) for a continuous period of at least 2 hours on a monday to friday, that extends to
dva-enterprise-agreement-2019-2022.txt1085flextimepay or deduction from flextime. 81 an eligible employee who is directed to return to duty without the eight-hour break will be paid double time (i.e. single time in addition to the normal hourly rate of salary) for duty performed until an eight-hour break can be taken. an employee not eligible for overtime who is not able to have an eight hour break should be granted time off in lieu equal to the period of duty performed until an eight hour break can be taken. time off in lieu (toil) of overtime 82 employees eligible for overtime payment have the option to receive toil instead of overtime payments, calculated at the applicable overtime rate. in cases where toil has been granted but operational requirements have prevented the employee from taking time off within 4 weeks or other agreed period, payment of overtime will then be made. overtime meal allowance 83 84 an overtime meal allowance is payable to employees who are required to work authorised overtime away from home: a) for a continuous period of at least 2 hours on a monday to friday, that extends to the completion of, or beyond, a meal period; or
dva-enterprise-agreement-2019-2022.txt1092overtimeovertime who is not able to have an eight hour break should be granted time off in lieu equal to the period of duty performed until an eight hour break can be taken. time off in lieu (toil) of overtime 82 employees eligible for overtime payment have the option to receive toil instead of overtime payments, calculated at the applicable overtime rate. in cases where toil has been granted but operational requirements have prevented the employee from taking time off within 4 weeks or other agreed period, payment of overtime will then be made. overtime meal allowance 83 84 an overtime meal allowance is payable to employees who are required to work authorised overtime away from home: a) for a continuous period of at least 2 hours on a monday to friday, that extends to the completion of, or beyond, a meal period; or b) for a continuous period of at least 3 hours on a saturday, sunday or public holiday that commences prior to and ceases at the completion of, or beyond, a meal period; and
dva-enterprise-agreement-2019-2022.txt1095overtimetime off in lieu (toil) of overtime 82 employees eligible for overtime payment have the option to receive toil instead of overtime payments, calculated at the applicable overtime rate. in cases where toil has been granted but operational requirements have prevented the employee from taking time off within 4 weeks or other agreed period, payment of overtime will then be made. overtime meal allowance 83 84 an overtime meal allowance is payable to employees who are required to work authorised overtime away from home: a) for a continuous period of at least 2 hours on a monday to friday, that extends to the completion of, or beyond, a meal period; or b) for a continuous period of at least 3 hours on a saturday, sunday or public holiday that commences prior to and ceases at the completion of, or beyond, a meal period; and c) if a meal break of at least 30 minutes is actually taken, except where overtime is
dva-enterprise-agreement-2019-2022.txt1098overtimeemployees eligible for overtime payment have the option to receive toil instead of overtime payments, calculated at the applicable overtime rate. in cases where toil has been granted but operational requirements have prevented the employee from taking time off within 4 weeks or other agreed period, payment of overtime will then be made. overtime meal allowance 83 84 an overtime meal allowance is payable to employees who are required to work authorised overtime away from home: a) for a continuous period of at least 2 hours on a monday to friday, that extends to the completion of, or beyond, a meal period; or b) for a continuous period of at least 3 hours on a saturday, sunday or public holiday that commences prior to and ceases at the completion of, or beyond, a meal period; and c) if a meal break of at least 30 minutes is actually taken, except where overtime is continuous with normal duty. for the purposes of overtime meal allowance, a meal period is:
dva-enterprise-agreement-2019-2022.txt1099overtimeovertime payments, calculated at the applicable overtime rate. in cases where toil has been granted but operational requirements have prevented the employee from taking time off within 4 weeks or other agreed period, payment of overtime will then be made. overtime meal allowance 83 84 an overtime meal allowance is payable to employees who are required to work authorised overtime away from home: a) for a continuous period of at least 2 hours on a monday to friday, that extends to the completion of, or beyond, a meal period; or b) for a continuous period of at least 3 hours on a saturday, sunday or public holiday that commences prior to and ceases at the completion of, or beyond, a meal period; and c) if a meal break of at least 30 minutes is actually taken, except where overtime is continuous with normal duty. for the purposes of overtime meal allowance, a meal period is: 12
dva-enterprise-agreement-2019-2022.txt1101overtimetaking time off within 4 weeks or other agreed period, payment of overtime will then be made. overtime meal allowance 83 84 an overtime meal allowance is payable to employees who are required to work authorised overtime away from home: a) for a continuous period of at least 2 hours on a monday to friday, that extends to the completion of, or beyond, a meal period; or b) for a continuous period of at least 3 hours on a saturday, sunday or public holiday that commences prior to and ceases at the completion of, or beyond, a meal period; and c) if a meal break of at least 30 minutes is actually taken, except where overtime is continuous with normal duty. for the purposes of overtime meal allowance, a meal period is: 12 dva enterprise agreement 2019-2022
dva-enterprise-agreement-2019-2022.txt1104overtimeovertime meal allowance 83 84 an overtime meal allowance is payable to employees who are required to work authorised overtime away from home: a) for a continuous period of at least 2 hours on a monday to friday, that extends to the completion of, or beyond, a meal period; or b) for a continuous period of at least 3 hours on a saturday, sunday or public holiday that commences prior to and ceases at the completion of, or beyond, a meal period; and c) if a meal break of at least 30 minutes is actually taken, except where overtime is continuous with normal duty. for the purposes of overtime meal allowance, a meal period is: 12 dva enterprise agreement 2019-2022 monday to friday:
dva-enterprise-agreement-2019-2022.txt1109overtimean overtime meal allowance is payable to employees who are required to work authorised overtime away from home: a) for a continuous period of at least 2 hours on a monday to friday, that extends to the completion of, or beyond, a meal period; or b) for a continuous period of at least 3 hours on a saturday, sunday or public holiday that commences prior to and ceases at the completion of, or beyond, a meal period; and c) if a meal break of at least 30 minutes is actually taken, except where overtime is continuous with normal duty. for the purposes of overtime meal allowance, a meal period is: 12 dva enterprise agreement 2019-2022 monday to friday: 7.00am to 9.00am 6.00pm to 7.00pm and midnight to 1.00am. saturdays, sundays &
dva-enterprise-agreement-2019-2022.txt1110overtimeauthorised overtime away from home: a) for a continuous period of at least 2 hours on a monday to friday, that extends to the completion of, or beyond, a meal period; or b) for a continuous period of at least 3 hours on a saturday, sunday or public holiday that commences prior to and ceases at the completion of, or beyond, a meal period; and c) if a meal break of at least 30 minutes is actually taken, except where overtime is continuous with normal duty. for the purposes of overtime meal allowance, a meal period is: 12 dva enterprise agreement 2019-2022 monday to friday: 7.00am to 9.00am 6.00pm to 7.00pm and midnight to 1.00am. saturdays, sundays &
dva-enterprise-agreement-2019-2022.txt1124overtimeif a meal break of at least 30 minutes is actually taken, except where overtime is continuous with normal duty. for the purposes of overtime meal allowance, a meal period is: 12 dva enterprise agreement 2019-2022 monday to friday: 7.00am to 9.00am 6.00pm to 7.00pm and midnight to 1.00am. saturdays, sundays & 7.00am to 9.00am; 12.00pm to 2.00pm; public holidays: 6.00pm to 7.00pm; and midnight to 1.00am 85 an employee working overtime from home is not entitled to be paid meal allowance. overtime is not payable during a meal break. 86 the overtime meal allowance rate will be determined by the secretary with reference
dva-enterprise-agreement-2019-2022.txt1127overtimefor the purposes of overtime meal allowance, a meal period is: 12 dva enterprise agreement 2019-2022 monday to friday: 7.00am to 9.00am 6.00pm to 7.00pm and midnight to 1.00am. saturdays, sundays & 7.00am to 9.00am; 12.00pm to 2.00pm; public holidays: 6.00pm to 7.00pm; and midnight to 1.00am 85 an employee working overtime from home is not entitled to be paid meal allowance. overtime is not payable during a meal break. 86 the overtime meal allowance rate will be determined by the secretary with reference to the relevant subscription service. domestic travel
dva-enterprise-agreement-2019-2022.txt1148overtimean employee working overtime from home is not entitled to be paid meal allowance. overtime is not payable during a meal break. 86 the overtime meal allowance rate will be determined by the secretary with reference to the relevant subscription service. domestic travel travel allowance 87 an employee absent overnight from their usual place of work will be paid an allowance for meals and incidentals determined by reference to the relevant subscription service. 88 an employee will receive an accommodation payment of $50 for each overnight stay if they choose to stay in non-commercial accommodation. employees who have travelled away from their usual place of work and resided in the one locality for a period of 21 days may be provided with assistance as set out under the temporary relocation provisions in this agreement. 89 further details are provided in the relevant dva policy. overseas travel 90
dva-enterprise-agreement-2019-2022.txt1149overtimeovertime is not payable during a meal break. 86 the overtime meal allowance rate will be determined by the secretary with reference to the relevant subscription service. domestic travel travel allowance 87 an employee absent overnight from their usual place of work will be paid an allowance for meals and incidentals determined by reference to the relevant subscription service. 88 an employee will receive an accommodation payment of $50 for each overnight stay if they choose to stay in non-commercial accommodation. employees who have travelled away from their usual place of work and resided in the one locality for a period of 21 days may be provided with assistance as set out under the temporary relocation provisions in this agreement. 89 further details are provided in the relevant dva policy. overseas travel 90
dva-enterprise-agreement-2019-2022.txt1153overtimethe overtime meal allowance rate will be determined by the secretary with reference to the relevant subscription service. domestic travel travel allowance 87 an employee absent overnight from their usual place of work will be paid an allowance for meals and incidentals determined by reference to the relevant subscription service. 88 an employee will receive an accommodation payment of $50 for each overnight stay if they choose to stay in non-commercial accommodation. employees who have travelled away from their usual place of work and resided in the one locality for a period of 21 days may be provided with assistance as set out under the temporary relocation provisions in this agreement. 89 further details are provided in the relevant dva policy. overseas travel 90 the class of travel and other conditions applicable to travel on official business overseas will in accordance with government travel policy and as determined by the secretary.
dva-enterprise-agreement-2019-2022.txt1156traveldomestic travel travel allowance 87 an employee absent overnight from their usual place of work will be paid an allowance for meals and incidentals determined by reference to the relevant subscription service. 88 an employee will receive an accommodation payment of $50 for each overnight stay if they choose to stay in non-commercial accommodation. employees who have travelled away from their usual place of work and resided in the one locality for a period of 21 days may be provided with assistance as set out under the temporary relocation provisions in this agreement. 89 further details are provided in the relevant dva policy. overseas travel 90 the class of travel and other conditions applicable to travel on official business overseas will in accordance with government travel policy and as determined by the secretary. relocation assistance 91
dva-enterprise-agreement-2019-2022.txt1157traveltravel allowance 87 an employee absent overnight from their usual place of work will be paid an allowance for meals and incidentals determined by reference to the relevant subscription service. 88 an employee will receive an accommodation payment of $50 for each overnight stay if they choose to stay in non-commercial accommodation. employees who have travelled away from their usual place of work and resided in the one locality for a period of 21 days may be provided with assistance as set out under the temporary relocation provisions in this agreement. 89 further details are provided in the relevant dva policy. overseas travel 90 the class of travel and other conditions applicable to travel on official business overseas will in accordance with government travel policy and as determined by the secretary. relocation assistance 91 employees relocated in the public interest, as defined in this agreement, other than
dva-enterprise-agreement-2019-2022.txt1157travel allowancetravel allowance 87 an employee absent overnight from their usual place of work will be paid an allowance for meals and incidentals determined by reference to the relevant subscription service. 88 an employee will receive an accommodation payment of $50 for each overnight stay if they choose to stay in non-commercial accommodation. employees who have travelled away from their usual place of work and resided in the one locality for a period of 21 days may be provided with assistance as set out under the temporary relocation provisions in this agreement. 89 further details are provided in the relevant dva policy. overseas travel 90 the class of travel and other conditions applicable to travel on official business overseas will in accordance with government travel policy and as determined by the secretary. relocation assistance 91 employees relocated in the public interest, as defined in this agreement, other than
dva-enterprise-agreement-2019-2022.txt1168traveltravelled away from their usual place of work and resided in the one locality for a period of 21 days may be provided with assistance as set out under the temporary relocation provisions in this agreement. 89 further details are provided in the relevant dva policy. overseas travel 90 the class of travel and other conditions applicable to travel on official business overseas will in accordance with government travel policy and as determined by the secretary. relocation assistance 91 employees relocated in the public interest, as defined in this agreement, other than those relocated on engagement, are entitled to disturbance allowance (except where relocated temporarily) and food allowance as provided at attachment c. 92 the secretary may also provide other reasonable financial assistance to eligible employees to compensate for reasonable costs incurred as a result of the relocation. 93 further details are provided in the relevant dva policy.
dva-enterprise-agreement-2019-2022.txt1176traveloverseas travel 90 the class of travel and other conditions applicable to travel on official business overseas will in accordance with government travel policy and as determined by the secretary. relocation assistance 91 employees relocated in the public interest, as defined in this agreement, other than those relocated on engagement, are entitled to disturbance allowance (except where relocated temporarily) and food allowance as provided at attachment c. 92 the secretary may also provide other reasonable financial assistance to eligible employees to compensate for reasonable costs incurred as a result of the relocation. 93 further details are provided in the relevant dva policy. remote localities assistance 94 remote localities assistance is available to an ongoing employee whose headquarters is in a remote locality as defined by the australian standard geographical classification (asgc) remoteness structure. as at the date of operation of this agreement the only dva locality defined as remote under the asgc is adelaide river.
dva-enterprise-agreement-2019-2022.txt1179travelthe class of travel and other conditions applicable to travel on official business overseas will in accordance with government travel policy and as determined by the secretary. relocation assistance 91 employees relocated in the public interest, as defined in this agreement, other than those relocated on engagement, are entitled to disturbance allowance (except where relocated temporarily) and food allowance as provided at attachment c. 92 the secretary may also provide other reasonable financial assistance to eligible employees to compensate for reasonable costs incurred as a result of the relocation. 93 further details are provided in the relevant dva policy. remote localities assistance 94 remote localities assistance is available to an ongoing employee whose headquarters is in a remote locality as defined by the australian standard geographical classification (asgc) remoteness structure. as at the date of operation of this agreement the only dva locality defined as remote under the asgc is adelaide river. 95
dva-enterprise-agreement-2019-2022.txt1180traveloverseas will in accordance with government travel policy and as determined by the secretary. relocation assistance 91 employees relocated in the public interest, as defined in this agreement, other than those relocated on engagement, are entitled to disturbance allowance (except where relocated temporarily) and food allowance as provided at attachment c. 92 the secretary may also provide other reasonable financial assistance to eligible employees to compensate for reasonable costs incurred as a result of the relocation. 93 further details are provided in the relevant dva policy. remote localities assistance 94 remote localities assistance is available to an ongoing employee whose headquarters is in a remote locality as defined by the australian standard geographical classification (asgc) remoteness structure. as at the date of operation of this agreement the only dva locality defined as remote under the asgc is adelaide river. 95 dva ongoing employees who have continued to be headquartered in darwin or
dva-enterprise-agreement-2019-2022.txt1275travelwhere the employee and their dependants choose to travel by motor vehicle, the employee will be paid the appropriate motor vehicle allowance for the kilometres between the remote locality and the nearest capital city and may seek reimbursement of reasonable additional costs. total payment will not exceed the lfa that would otherwise be payable. travel for medical, specialist medical or emergency dental treatment 105 the secretary may approve economy air travel, in accordance with government travel policy, or reimbursement up to the cost of economy air travel, to another location for an employee who is eligible for district allowance, or their dependant(s) residing at the same locality, and an attendant if necessary, for the purpose of obtaining necessary medical, specialist medical or emergency dental treatment. reimbursement of fares for emergency or compassionate travel 106 if a member of the immediate family of an employee who is eligible for district allowance, or their dependant(s) residing at the same locality, becomes critically ill or dies, the secretary may approve reimbursement of receipted costs of return economy fares reasonably incurred for travel within australia. 14 dva enterprise agreement 2019-2022 child reunion fares 107 where the child of an employee who is eligible for district allowance attends a primary
dva-enterprise-agreement-2019-2022.txt1281traveltravel for medical, specialist medical or emergency dental treatment 105 the secretary may approve economy air travel, in accordance with government travel policy, or reimbursement up to the cost of economy air travel, to another location for an employee who is eligible for district allowance, or their dependant(s) residing at the same locality, and an attendant if necessary, for the purpose of obtaining necessary medical, specialist medical or emergency dental treatment. reimbursement of fares for emergency or compassionate travel 106 if a member of the immediate family of an employee who is eligible for district allowance, or their dependant(s) residing at the same locality, becomes critically ill or dies, the secretary may approve reimbursement of receipted costs of return economy fares reasonably incurred for travel within australia. 14 dva enterprise agreement 2019-2022 child reunion fares 107 where the child of an employee who is eligible for district allowance attends a primary or secondary school away from the employee's location, the secretary may approve reunion travel for the child to visit the employee at the remote locality or the nearest capital city. individual flexibility arrangements 108
dva-enterprise-agreement-2019-2022.txt1284travelthe secretary may approve economy air travel, in accordance with government travel policy, or reimbursement up to the cost of economy air travel, to another location for an employee who is eligible for district allowance, or their dependant(s) residing at the same locality, and an attendant if necessary, for the purpose of obtaining necessary medical, specialist medical or emergency dental treatment. reimbursement of fares for emergency or compassionate travel 106 if a member of the immediate family of an employee who is eligible for district allowance, or their dependant(s) residing at the same locality, becomes critically ill or dies, the secretary may approve reimbursement of receipted costs of return economy fares reasonably incurred for travel within australia. 14 dva enterprise agreement 2019-2022 child reunion fares 107 where the child of an employee who is eligible for district allowance attends a primary or secondary school away from the employee's location, the secretary may approve reunion travel for the child to visit the employee at the remote locality or the nearest capital city. individual flexibility arrangements 108 the secretary and an employee covered by this agreement may agree to make an individual flexibility arrangement to vary the effect of the terms of the agreement if:
dva-enterprise-agreement-2019-2022.txt1285traveltravel policy, or reimbursement up to the cost of economy air travel, to another location for an employee who is eligible for district allowance, or their dependant(s) residing at the same locality, and an attendant if necessary, for the purpose of obtaining necessary medical, specialist medical or emergency dental treatment. reimbursement of fares for emergency or compassionate travel 106 if a member of the immediate family of an employee who is eligible for district allowance, or their dependant(s) residing at the same locality, becomes critically ill or dies, the secretary may approve reimbursement of receipted costs of return economy fares reasonably incurred for travel within australia. 14 dva enterprise agreement 2019-2022 child reunion fares 107 where the child of an employee who is eligible for district allowance attends a primary or secondary school away from the employee's location, the secretary may approve reunion travel for the child to visit the employee at the remote locality or the nearest capital city. individual flexibility arrangements 108 the secretary and an employee covered by this agreement may agree to make an individual flexibility arrangement to vary the effect of the terms of the agreement if: a)
dva-enterprise-agreement-2019-2022.txt1290travelreimbursement of fares for emergency or compassionate travel 106 if a member of the immediate family of an employee who is eligible for district allowance, or their dependant(s) residing at the same locality, becomes critically ill or dies, the secretary may approve reimbursement of receipted costs of return economy fares reasonably incurred for travel within australia. 14 dva enterprise agreement 2019-2022 child reunion fares 107 where the child of an employee who is eligible for district allowance attends a primary or secondary school away from the employee's location, the secretary may approve reunion travel for the child to visit the employee at the remote locality or the nearest capital city. individual flexibility arrangements 108 the secretary and an employee covered by this agreement may agree to make an individual flexibility arrangement to vary the effect of the terms of the agreement if: a) 109 110
dva-enterprise-agreement-2019-2022.txt1296travelfares reasonably incurred for travel within australia. 14 dva enterprise agreement 2019-2022 child reunion fares 107 where the child of an employee who is eligible for district allowance attends a primary or secondary school away from the employee's location, the secretary may approve reunion travel for the child to visit the employee at the remote locality or the nearest capital city. individual flexibility arrangements 108 the secretary and an employee covered by this agreement may agree to make an individual flexibility arrangement to vary the effect of the terms of the agreement if: a) 109 110 the arrangement deals with one or more of the following matters: (i) arrangements about when work is performed; (ii)
dva-enterprise-agreement-2019-2022.txt1306travelreunion travel for the child to visit the employee at the remote locality or the nearest capital city. individual flexibility arrangements 108 the secretary and an employee covered by this agreement may agree to make an individual flexibility arrangement to vary the effect of the terms of the agreement if: a) 109 110 the arrangement deals with one or more of the following matters: (i) arrangements about when work is performed; (ii) overtime rates; (iii) penalty rates (iv) allowances
dva-enterprise-agreement-2019-2022.txt1327overtimeovertime rates; (iii) penalty rates (iv) allowances (v) remuneration; and/or (vi) leave; and b) the arrangement meets the genuine needs of dva and the employee in relation to one or more of the matters mentioned in clause 108(a); and c) the arrangement is genuinely agreed to by the secretary and the employee. the secretary must ensure that the terms of the individual flexibility arrangement: a)
dva-enterprise-agreement-2019-2022.txt1444parental leaveleave without pay, parental leave without pay and adoption/fostering leave without pay) unless otherwise required under legislation or fund requirements. 116 dva will make employer superannuation contributions for those employees exercising superannuation choice as if those employees were members of the public sector superannuation accumulation plan. additional matters 117 where considered appropriate, the secretary may authorise payment of an allowance or reimbursement of expenses incurred by an employee in the course of employment. further information is provided in the relevant dva policy. 16 dva enterprise agreement 2019-2022 part d working arrangements hours of duty recording attendance 118 employees will each day record their actual time of arrival and departure and any breaks. further information is provided in the relevant dva policy.
dva-enterprise-agreement-2019-2022.txt1522overtimehours worked on this basis will be treated as ordinary hours and will not attract overtime rates. 126 dva may recruit employees with prescribed hours of duty to meet specific business needs. working patterns 127 the normal pattern of hours that an employee may work between the approved span is subject to agreement of the employee’s manager who will first consider operational requirements and then the needs of the employee and other employees in the work area, and any other relevant matter. 128 all employees should have a break of at least 30 minutes after working 5 consecutive hours. 129 employees eligible for overtime payments must not work for more than 10 hours ordinary time a day or 5 consecutive hours without a meal break of at least 30 minutes. time spent travelling away from normal headquarters on official business does not contribute towards the accumulation of 10 hours ordinary time for the purposes of this 17 dva enterprise agreement 2019-2022
dva-enterprise-agreement-2019-2022.txt1545overtimeemployees eligible for overtime payments must not work for more than 10 hours ordinary time a day or 5 consecutive hours without a meal break of at least 30 minutes. time spent travelling away from normal headquarters on official business does not contribute towards the accumulation of 10 hours ordinary time for the purposes of this 17 dva enterprise agreement 2019-2022 clause, but is recorded as flextime if it occurs between the span of hours or an agreed alternative span. flextime 130 flextime will be available to all employees at the aps level 6 (or equivalent) classification or below, except oawg field employees. flextime is a scheme of flexible working hours arrangements that enables variation of working hours, patterns and arrangements, to provide maximum organisational flexibility with benefits to clients, employees and dva. further information is available in the dva working hours and flextime policy. under the scheme, an employee may: a) accumulate a flex credit where they work hours in excess of the standard day or a flex debit where they work less than the standard working day; b) carry over a maximum of 38 hours flex credit or 10 hours flex debit into the next settlement period;
dva-enterprise-agreement-2019-2022.txt1547traveltime spent travelling away from normal headquarters on official business does not contribute towards the accumulation of 10 hours ordinary time for the purposes of this 17 dva enterprise agreement 2019-2022 clause, but is recorded as flextime if it occurs between the span of hours or an agreed alternative span. flextime 130 flextime will be available to all employees at the aps level 6 (or equivalent) classification or below, except oawg field employees. flextime is a scheme of flexible working hours arrangements that enables variation of working hours, patterns and arrangements, to provide maximum organisational flexibility with benefits to clients, employees and dva. further information is available in the dva working hours and flextime policy. under the scheme, an employee may: a) accumulate a flex credit where they work hours in excess of the standard day or a flex debit where they work less than the standard working day; b) carry over a maximum of 38 hours flex credit or 10 hours flex debit into the next settlement period; c)
dva-enterprise-agreement-2019-2022.txt1553flextimeclause, but is recorded as flextime if it occurs between the span of hours or an agreed alternative span. flextime 130 flextime will be available to all employees at the aps level 6 (or equivalent) classification or below, except oawg field employees. flextime is a scheme of flexible working hours arrangements that enables variation of working hours, patterns and arrangements, to provide maximum organisational flexibility with benefits to clients, employees and dva. further information is available in the dva working hours and flextime policy. under the scheme, an employee may: a) accumulate a flex credit where they work hours in excess of the standard day or a flex debit where they work less than the standard working day; b) carry over a maximum of 38 hours flex credit or 10 hours flex debit into the next settlement period; c) count travel time during official travel away from normal headquarters and between the normal span of hours monday to friday, or agreed alternative span, as hours worked in a settlement period; and d)
dva-enterprise-agreement-2019-2022.txt1556flextimeflextime 130 flextime will be available to all employees at the aps level 6 (or equivalent) classification or below, except oawg field employees. flextime is a scheme of flexible working hours arrangements that enables variation of working hours, patterns and arrangements, to provide maximum organisational flexibility with benefits to clients, employees and dva. further information is available in the dva working hours and flextime policy. under the scheme, an employee may: a) accumulate a flex credit where they work hours in excess of the standard day or a flex debit where they work less than the standard working day; b) carry over a maximum of 38 hours flex credit or 10 hours flex debit into the next settlement period; c) count travel time during official travel away from normal headquarters and between the normal span of hours monday to friday, or agreed alternative span, as hours worked in a settlement period; and d) access flex credit subject to agreement of their manager with agreement not being unreasonably withheld.
dva-enterprise-agreement-2019-2022.txt1559flextimeflextime will be available to all employees at the aps level 6 (or equivalent) classification or below, except oawg field employees. flextime is a scheme of flexible working hours arrangements that enables variation of working hours, patterns and arrangements, to provide maximum organisational flexibility with benefits to clients, employees and dva. further information is available in the dva working hours and flextime policy. under the scheme, an employee may: a) accumulate a flex credit where they work hours in excess of the standard day or a flex debit where they work less than the standard working day; b) carry over a maximum of 38 hours flex credit or 10 hours flex debit into the next settlement period; c) count travel time during official travel away from normal headquarters and between the normal span of hours monday to friday, or agreed alternative span, as hours worked in a settlement period; and d) access flex credit subject to agreement of their manager with agreement not being unreasonably withheld. executive levels 131
dva-enterprise-agreement-2019-2022.txt1560flextimeclassification or below, except oawg field employees. flextime is a scheme of flexible working hours arrangements that enables variation of working hours, patterns and arrangements, to provide maximum organisational flexibility with benefits to clients, employees and dva. further information is available in the dva working hours and flextime policy. under the scheme, an employee may: a) accumulate a flex credit where they work hours in excess of the standard day or a flex debit where they work less than the standard working day; b) carry over a maximum of 38 hours flex credit or 10 hours flex debit into the next settlement period; c) count travel time during official travel away from normal headquarters and between the normal span of hours monday to friday, or agreed alternative span, as hours worked in a settlement period; and d) access flex credit subject to agreement of their manager with agreement not being unreasonably withheld. executive levels 131 the working arrangements (including working patterns) for employees at the executive
dva-enterprise-agreement-2019-2022.txt1564flextimeflextime policy. under the scheme, an employee may: a) accumulate a flex credit where they work hours in excess of the standard day or a flex debit where they work less than the standard working day; b) carry over a maximum of 38 hours flex credit or 10 hours flex debit into the next settlement period; c) count travel time during official travel away from normal headquarters and between the normal span of hours monday to friday, or agreed alternative span, as hours worked in a settlement period; and d) access flex credit subject to agreement of their manager with agreement not being unreasonably withheld. executive levels 131 the working arrangements (including working patterns) for employees at the executive level 1 and 2 classifications (or equivalent) are subject to agreement by their manager. executive level employees will not be required to work additional hours for extended periods. managers and executive level employees should work together to manage workload requirements, working hours and work/life balance.
dva-enterprise-agreement-2019-2022.txt1577travelcount travel time during official travel away from normal headquarters and between the normal span of hours monday to friday, or agreed alternative span, as hours worked in a settlement period; and d) access flex credit subject to agreement of their manager with agreement not being unreasonably withheld. executive levels 131 the working arrangements (including working patterns) for employees at the executive level 1 and 2 classifications (or equivalent) are subject to agreement by their manager. executive level employees will not be required to work additional hours for extended periods. managers and executive level employees should work together to manage workload requirements, working hours and work/life balance. 132 further information is available in the dva executive level flexible working hours guidelines. flexible work arrangements 133 all dva employees have the right to request flexible working arrangements. dva will make all reasonable attempts to accommodate such requests. requests will only be refused on reasonable business grounds.
dva-enterprise-agreement-2019-2022.txt1600flexible work arrangementsflexible work arrangements 133 all dva employees have the right to request flexible working arrangements. dva will make all reasonable attempts to accommodate such requests. requests will only be refused on reasonable business grounds. part-time work 134 an employee may, by agreement in writing with the employee’s manager, work less than the ordinary hours of 150 hours over a four-week period for a specified period including under a job-sharing arrangement. the employee will revert to full-time work at the completion of this period unless otherwise agreed. 135 the manager and the employee may agree to vary the part-time work agreement, including a reversion to full time hours, before the end of the agreement. employees returning from maternity, adoption, fostering or unpaid parental leave will have access to part-time work within dva for the period up to the child’s second birthday or, in the case of adoption or fostering, the second anniversary of the placement of the child. under the nes, if an employee is the parent, or has responsibility for the care, of a child who is of school age or younger, they may request to work part-time to assist in the care of the child. these requests may only be refused on reasonable business grounds. 136 an employee who is engaged, promoted or agrees to reassignment at level to perform management initiated part-time duties will need to apply for full-time
dva-enterprise-agreement-2019-2022.txt1619parental leavereturning from maternity, adoption, fostering or unpaid parental leave will have access to part-time work within dva for the period up to the child’s second birthday or, in the case of adoption or fostering, the second anniversary of the placement of the child. under the nes, if an employee is the parent, or has responsibility for the care, of a child who is of school age or younger, they may request to work part-time to assist in the care of the child. these requests may only be refused on reasonable business grounds. 136 an employee who is engaged, promoted or agrees to reassignment at level to perform management initiated part-time duties will need to apply for full-time vacancies if they wish to return to full-time employment. 137 part-time employees must work at least three hours on any agreed workday. 18 dva enterprise agreement 2019-2022 138 a part-time employee’s remuneration and other benefits including leave will be calculated on a pro-rata basis, apart from those payments of an expense nature where the employee will receive the same amount as a full-time employee. home based work 139 employees may apply to the secretary for permission to undertake home based work
dva-enterprise-agreement-2019-2022.txt1697influenza vaccineof the influenza vaccine only. healthy lifestyle subsidy 146 dva will provide a reimbursable subsidy, as detailed at attachment c, each calendar year to assist with meeting costs incurred in undertaking health and fitness activities provided those costs are minor fbt exempt benefits. 147 reimbursement is subject to the employee submitting evidence of expenditure that is related to the employee and is not payable for that part of the cost of a program or activity that has been reimbursed by a health insurance fund or other organisation. 19 dva enterprise agreement 2019-2022 employee assistance program 148 dva will provide access to confidential professional counselling via the employee assistance program to support employees and help them resolve personal or work related issues. telephony health checks 149 dva will provide access to annual hearing and eyesight tests for employees undertaking duties that require telephony scheduling.
dva-enterprise-agreement-2019-2022.txt1754long service leavean employee who has applied for or taken annual or long service leave may apply to cancel or recredit leave where they produce documentary evidence entitling them to other leave such as personal/carer’s leave under clause 164 a) or c), compassionate/bereavement leave, and community service leave. when other leave is granted, an equivalent amount of annual and/or long service leave will be recredited. 154 further guidance on leave is provided in the relevant dva policy. annual leave 155 employees will accrue 4 weeks (150 hours) of paid annual leave), pro-rated for parttime employees, for each full year of service in dva. annual leave accrues progressively. 156 the taking of annual leave is subject to the availability of credits and approval by the manager, in advance. the manager may grant annual leave at either full or half pay. half pay annual leave will be deducted from leave credits at half the full pay rate. part day absences will not be granted on half pay. employees are encouraged to record part-day absences as flex leave or time off in lieu rather than annual leave. cashout 157 158 a manager and employee may agree in writing, on each occasion, for the employee
dva-enterprise-agreement-2019-2022.txt1758long service leaveleave is granted, an equivalent amount of annual and/or long service leave will be recredited. 154 further guidance on leave is provided in the relevant dva policy. annual leave 155 employees will accrue 4 weeks (150 hours) of paid annual leave), pro-rated for parttime employees, for each full year of service in dva. annual leave accrues progressively. 156 the taking of annual leave is subject to the availability of credits and approval by the manager, in advance. the manager may grant annual leave at either full or half pay. half pay annual leave will be deducted from leave credits at half the full pay rate. part day absences will not be granted on half pay. employees are encouraged to record part-day absences as flex leave or time off in lieu rather than annual leave. cashout 157 158 a manager and employee may agree in writing, on each occasion, for the employee to cash out up to 2 weeks of their annual leave provided the employee: a) has taken at least three weeks of annual leave or long service leave at full pay or
dva-enterprise-agreement-2019-2022.txt1787long service leavehas taken at least three weeks of annual leave or long service leave at full pay or six weeks at half pay in the preceding 12 month period; and b) would have an annual leave balance of at least four weeks after the cashout; and c) has not cashed out any annual leave in the preceding 12 month period. payment will be at the actual rate of salary on the date of cashout, including allowances payable during annual leave, and will be subject to usual taxation rates. excess annual leave 159 if an employee exceeds the maximum annual leave balance of 10 weeks at 1 october in any year (or 30 november if agreed with the manager) the employee will be directed to take that excess leave until the employee no longer exceeds the maximum. 160 further information is provided in the relevant dva policy. purchased leave 161 employees may elect to purchase up to 4 weeks additional leave over a 12 month or
dva-enterprise-agreement-2019-2022.txt2002traveltraining, responses, reasonable travel and recovery time and ceremonial duties. up to 5 days paid leave per occasion may be granted. leave in excess of 5 days per occasion will be unpaid unless otherwise determined by the secretary; b) jury service (including attendance for jury selection). an employee will continue to be paid by dva for any period of jury service, but will be required to pay to dva any amount of jury service pay excluding expense-related pay, received by the employee; or 23 dva enterprise agreement 2019-2022 c) other community service activity as prescribed under the fw act. such leave will be unpaid. defence reservists leave 184 an employee may be granted leave with or without pay to enable the employee to fulfil australian defence force (adf) reserve and continuous full- time service (cfts) or cadet force obligations. 185 an employee is entitled to adf reserve leave with pay, for up to four weeks during each financial year for the purpose of fulfilling service in the adf reserve. these
dva-enterprise-agreement-2019-2022.txt2066long service leaveeligible employees may also apply for annual leave, long service leave, leave without pay, top-up pay or they may use flextime or makeup time for the purpose of fulfilling adf reserve, cfts or cadet force obligations. the secretary may also grant additional miscellaneous leave, with or without pay, for defence force requirements, including deployment. 189 all miscellaneous leave granted for defence reserve purposes counts as service for all purposes. 190 where an employee is deployed and receives payment for that deployment dva will pay the difference between: a) any payment received in relation to that deployment; and b) the salary they would have received had they been on duty in dva for that period. defence service sick leave 191 the secretary will grant defence service sick leave to employees who are unfit for duty because of an accepted injury or disease. 192
dva-enterprise-agreement-2019-2022.txt2067flextimepay, top-up pay or they may use flextime or makeup time for the purpose of fulfilling adf reserve, cfts or cadet force obligations. the secretary may also grant additional miscellaneous leave, with or without pay, for defence force requirements, including deployment. 189 all miscellaneous leave granted for defence reserve purposes counts as service for all purposes. 190 where an employee is deployed and receives payment for that deployment dva will pay the difference between: a) any payment received in relation to that deployment; and b) the salary they would have received had they been on duty in dva for that period. defence service sick leave 191 the secretary will grant defence service sick leave to employees who are unfit for duty because of an accepted injury or disease. 192
dva-enterprise-agreement-2019-2022.txt2185long service leavelong service leave 200 long service leave is provided in accordance with the long service leave (commonwealth employees) act 1976 and will only be granted in minimum periods of 7 consecutive calendar days at full pay or 14 days at half pay. 201 periods of long service leave cannot be broken with other periods of leave except as otherwise provided for by legislation. maternity, maternal, adoption/fostering, parental leave 202 an eligible employee may elect in advance to spread payment for all of their paid maternity leave and maternal leave or adoption/fostering leave entitlement (up to 15 weeks) over a period of up to 30 weeks at a rate of no less than half normal salary. only the first 15 weeks of the leave will count as service. maternity and maternal leave 203 eligible pregnant employees have entitlements to paid and unpaid maternity leave in accordance with the maternity leave (commonwealth employees) act 1973 (the ml act). this agreement provides pregnant employees with an additional three weeks of paid maternal leave to be taken continuous with any entitlement to paid maternity leave provided by the ml act. 25
dva-enterprise-agreement-2019-2022.txt2188long service leavelong service leave is provided in accordance with the long service leave (commonwealth employees) act 1976 and will only be granted in minimum periods of 7 consecutive calendar days at full pay or 14 days at half pay. 201 periods of long service leave cannot be broken with other periods of leave except as otherwise provided for by legislation. maternity, maternal, adoption/fostering, parental leave 202 an eligible employee may elect in advance to spread payment for all of their paid maternity leave and maternal leave or adoption/fostering leave entitlement (up to 15 weeks) over a period of up to 30 weeks at a rate of no less than half normal salary. only the first 15 weeks of the leave will count as service. maternity and maternal leave 203 eligible pregnant employees have entitlements to paid and unpaid maternity leave in accordance with the maternity leave (commonwealth employees) act 1973 (the ml act). this agreement provides pregnant employees with an additional three weeks of paid maternal leave to be taken continuous with any entitlement to paid maternity leave provided by the ml act. 25 dva enterprise agreement 2019-2022 adoption/fostering leave
dva-enterprise-agreement-2019-2022.txt2194long service leaveperiods of long service leave cannot be broken with other periods of leave except as otherwise provided for by legislation. maternity, maternal, adoption/fostering, parental leave 202 an eligible employee may elect in advance to spread payment for all of their paid maternity leave and maternal leave or adoption/fostering leave entitlement (up to 15 weeks) over a period of up to 30 weeks at a rate of no less than half normal salary. only the first 15 weeks of the leave will count as service. maternity and maternal leave 203 eligible pregnant employees have entitlements to paid and unpaid maternity leave in accordance with the maternity leave (commonwealth employees) act 1973 (the ml act). this agreement provides pregnant employees with an additional three weeks of paid maternal leave to be taken continuous with any entitlement to paid maternity leave provided by the ml act. 25 dva enterprise agreement 2019-2022 adoption/fostering leave 204 the secretary will grant, upon application, unpaid adoption/fostering leave of up to 52 weeks to employees immediately following the placement of a child with the employee for adoption or fostering, including court appointed permanent caring responsibilities.
dva-enterprise-agreement-2019-2022.txt2197parental leavematernity, maternal, adoption/fostering, parental leave 202 an eligible employee may elect in advance to spread payment for all of their paid maternity leave and maternal leave or adoption/fostering leave entitlement (up to 15 weeks) over a period of up to 30 weeks at a rate of no less than half normal salary. only the first 15 weeks of the leave will count as service. maternity and maternal leave 203 eligible pregnant employees have entitlements to paid and unpaid maternity leave in accordance with the maternity leave (commonwealth employees) act 1973 (the ml act). this agreement provides pregnant employees with an additional three weeks of paid maternal leave to be taken continuous with any entitlement to paid maternity leave provided by the ml act. 25 dva enterprise agreement 2019-2022 adoption/fostering leave 204 the secretary will grant, upon application, unpaid adoption/fostering leave of up to 52 weeks to employees immediately following the placement of a child with the employee for adoption or fostering, including court appointed permanent caring responsibilities. 205
dva-enterprise-agreement-2019-2022.txt2201maternity leavematernity leave and maternal leave or adoption/fostering leave entitlement (up to 15 weeks) over a period of up to 30 weeks at a rate of no less than half normal salary. only the first 15 weeks of the leave will count as service. maternity and maternal leave 203 eligible pregnant employees have entitlements to paid and unpaid maternity leave in accordance with the maternity leave (commonwealth employees) act 1973 (the ml act). this agreement provides pregnant employees with an additional three weeks of paid maternal leave to be taken continuous with any entitlement to paid maternity leave provided by the ml act. 25 dva enterprise agreement 2019-2022 adoption/fostering leave 204 the secretary will grant, upon application, unpaid adoption/fostering leave of up to 52 weeks to employees immediately following the placement of a child with the employee for adoption or fostering, including court appointed permanent caring responsibilities. 205 the first 15 weeks adoption/fostering leave will be with pay provided that immediately prior to the date or expected date of placement of the child the employee has, or will have, completed at least 12 months qualifying service as defined in the ml act and be the primary carer to the child. where an employee completes the qualifying 12
dva-enterprise-agreement-2019-2022.txt2208maternity leaveeligible pregnant employees have entitlements to paid and unpaid maternity leave in accordance with the maternity leave (commonwealth employees) act 1973 (the ml act). this agreement provides pregnant employees with an additional three weeks of paid maternal leave to be taken continuous with any entitlement to paid maternity leave provided by the ml act. 25 dva enterprise agreement 2019-2022 adoption/fostering leave 204 the secretary will grant, upon application, unpaid adoption/fostering leave of up to 52 weeks to employees immediately following the placement of a child with the employee for adoption or fostering, including court appointed permanent caring responsibilities. 205 the first 15 weeks adoption/fostering leave will be with pay provided that immediately prior to the date or expected date of placement of the child the employee has, or will have, completed at least 12 months qualifying service as defined in the ml act and be the primary carer to the child. where an employee completes the qualifying 12 months service within the 15 weeks immediately after placement of a child, the remainder of that 15 week period will be with pay. 206 unpaid adoption/ fostering leave does not count as service except for the period that occurs between the commencement of leave and the employee qualifying for paid
dva-enterprise-agreement-2019-2022.txt2209maternity leaveaccordance with the maternity leave (commonwealth employees) act 1973 (the ml act). this agreement provides pregnant employees with an additional three weeks of paid maternal leave to be taken continuous with any entitlement to paid maternity leave provided by the ml act. 25 dva enterprise agreement 2019-2022 adoption/fostering leave 204 the secretary will grant, upon application, unpaid adoption/fostering leave of up to 52 weeks to employees immediately following the placement of a child with the employee for adoption or fostering, including court appointed permanent caring responsibilities. 205 the first 15 weeks adoption/fostering leave will be with pay provided that immediately prior to the date or expected date of placement of the child the employee has, or will have, completed at least 12 months qualifying service as defined in the ml act and be the primary carer to the child. where an employee completes the qualifying 12 months service within the 15 weeks immediately after placement of a child, the remainder of that 15 week period will be with pay. 206 unpaid adoption/ fostering leave does not count as service except for the period that occurs between the commencement of leave and the employee qualifying for paid adoption/fostering leave.
dva-enterprise-agreement-2019-2022.txt2285travelemployee takes custody of the child or the day the employee starts travel that is reasonably necessary to take custody of the child. supporting partner leave 211 during the 12 month period following the birth, adoption or fostering of a child an employee whose partner has given birth or is the primary care-giver for an adopted or fostered child may access up to two weeks paid leave for parenting purposes. parental leave 212 an employee who has applied for or taken 12 months paid and/or unpaid maternity, fostering or adoption leave may also request up to an additional 12 months of unpaid parental leave to occur immediately following the end of their first 12 months’ leave and ending on the second anniversary of the birth or placement of the child. requests will only be refused on reasonable business grounds and written reasons for refusal will be provided to the employee. paid leave granted during the 12 month additional parental leave period does not extend this 12 month period. 26 dva enterprise agreement 2019-2022 domestic and family violence 213 the department is committed to supporting employees affected by family and domestic violence. the department will take a flexible and supportive approach to assisting affected employees, as appropriate, in the individual circumstances.
dva-enterprise-agreement-2019-2022.txt2295parental leaveparental leave 212 an employee who has applied for or taken 12 months paid and/or unpaid maternity, fostering or adoption leave may also request up to an additional 12 months of unpaid parental leave to occur immediately following the end of their first 12 months’ leave and ending on the second anniversary of the birth or placement of the child. requests will only be refused on reasonable business grounds and written reasons for refusal will be provided to the employee. paid leave granted during the 12 month additional parental leave period does not extend this 12 month period. 26 dva enterprise agreement 2019-2022 domestic and family violence 213 the department is committed to supporting employees affected by family and domestic violence. the department will take a flexible and supportive approach to assisting affected employees, as appropriate, in the individual circumstances. employees are encouraged to discuss which avenues of support are available to them with their manager or with people services. 214 leave is available to employees who are affected by family and domestic violence. employees can apply for either paid or unpaid miscellaneous leave or personal/carer’s leave to cover absences for the purpose of, but not limited to: 
dva-enterprise-agreement-2019-2022.txt2300parental leaveparental leave to occur immediately following the end of their first 12 months’ leave and ending on the second anniversary of the birth or placement of the child. requests will only be refused on reasonable business grounds and written reasons for refusal will be provided to the employee. paid leave granted during the 12 month additional parental leave period does not extend this 12 month period. 26 dva enterprise agreement 2019-2022 domestic and family violence 213 the department is committed to supporting employees affected by family and domestic violence. the department will take a flexible and supportive approach to assisting affected employees, as appropriate, in the individual circumstances. employees are encouraged to discuss which avenues of support are available to them with their manager or with people services. 214 leave is available to employees who are affected by family and domestic violence. employees can apply for either paid or unpaid miscellaneous leave or personal/carer’s leave to cover absences for the purpose of, but not limited to:  illness or injury resulting from family and domestic violence;  providing care or support to a family or household member who is ill or injured as a
dva-enterprise-agreement-2019-2022.txt2304parental leaveparental leave period does not extend this 12 month period. 26 dva enterprise agreement 2019-2022 domestic and family violence 213 the department is committed to supporting employees affected by family and domestic violence. the department will take a flexible and supportive approach to assisting affected employees, as appropriate, in the individual circumstances. employees are encouraged to discuss which avenues of support are available to them with their manager or with people services. 214 leave is available to employees who are affected by family and domestic violence. employees can apply for either paid or unpaid miscellaneous leave or personal/carer’s leave to cover absences for the purpose of, but not limited to:  illness or injury resulting from family and domestic violence;  providing care or support to a family or household member who is ill or injured as a result of family and domestic violence; 
dva-enterprise-agreement-2019-2022.txt2450overtimeovertime payment. 224 where an employee works on both christmas day and a substitute holiday, one of the days will attract payment at the public holiday rate and the other day will be paid at the non-holiday saturday or sunday rate as appropriate. 225 an employee, who is absent on a day or part-day that is a public holiday in the place where the employee is based for work purposes, is entitled to be paid for the day or part day absence as if that day or part day was not a public holiday, except where that person would not normally have worked on that day. 226 where a public holiday falls during a period when an employee is absent on a prevailing type of leave (such as leave without pay, long service leave, maternity leave etc.) there is no entitlement to receive payment as a public holiday. payment for that day will be in accordance with the entitlement for that form of leave (e.g. if on long service leave at half pay, payment is at half pay). note that, in accordance with the nes, an employee is not taken to be on annual leave or personal/carer's leave on a public holiday. where an employee is in receipt of reduced pay (e.g. long service leave half pay and leave without pay) on both sides of a public holiday, payment for the public holiday will be at the higher rate of reduced pay. 227 if under a law of a state or territory every sunday is declared or prescribed by or under
dva-enterprise-agreement-2019-2022.txt2468long service leaveprevailing type of leave (such as leave without pay, long service leave, maternity leave etc.) there is no entitlement to receive payment as a public holiday. payment for that day will be in accordance with the entitlement for that form of leave (e.g. if on long service leave at half pay, payment is at half pay). note that, in accordance with the nes, an employee is not taken to be on annual leave or personal/carer's leave on a public holiday. where an employee is in receipt of reduced pay (e.g. long service leave half pay and leave without pay) on both sides of a public holiday, payment for the public holiday will be at the higher rate of reduced pay. 227 if under a law of a state or territory every sunday is declared or prescribed by or under that law to be a public holiday, there is no entitlement to receive payment as a public holiday if the employee would have worked, or does perform work, on that day. in these circumstances, payment will only be made at the public holiday rate of pay if employee performs work on that day, and the sunday would otherwise be a public holiday under clause 219 a) to h). 228 if under a law of a state or territory easter tuesday is declared or prescribed by or under that law to be a public holiday, there is no entitlement to receive payment as a public holiday if the employee would have worked, or does perform work, on that day. additional holiday 229 230 an additional holiday within the christmas/new year period will be determined
dva-enterprise-agreement-2019-2022.txt2471long service leaveon long service leave at half pay, payment is at half pay). note that, in accordance with the nes, an employee is not taken to be on annual leave or personal/carer's leave on a public holiday. where an employee is in receipt of reduced pay (e.g. long service leave half pay and leave without pay) on both sides of a public holiday, payment for the public holiday will be at the higher rate of reduced pay. 227 if under a law of a state or territory every sunday is declared or prescribed by or under that law to be a public holiday, there is no entitlement to receive payment as a public holiday if the employee would have worked, or does perform work, on that day. in these circumstances, payment will only be made at the public holiday rate of pay if employee performs work on that day, and the sunday would otherwise be a public holiday under clause 219 a) to h). 228 if under a law of a state or territory easter tuesday is declared or prescribed by or under that law to be a public holiday, there is no entitlement to receive payment as a public holiday if the employee would have worked, or does perform work, on that day. additional holiday 229 230 an additional holiday within the christmas/new year period will be determined according to the following table: christmas day
dva-enterprise-agreement-2019-2022.txt2547overtimeovertime in accordance with the provisions of this agreement as if these days were public holidays. 233 part-time employees who would not usually work on one or both of these days will be granted time off in lieu equal to 20% of their weekly part-time hours for each of these 2 days on which they would not usually work. 234 casual employees will not be paid for days on which they are not normally rostered to work. portability of leave 235 where an employee moves to dva from another agency through either promotion or reassignment of duties under the public service act, or is engaged as an ongoing or non-ongoing aps employee following a period of ongoing employment in the parliamentary service or the act government service, the employee’s unused accrued annual leave and personal/carers leave (however described) will be recognised by dva provided there is no break in continuity of service. this includes recognition of full-time days on a day for day basis, regardless of the length of the day. recognition of prior service for personal/carer’s leave 236 on engagement as an aps employee in dva, periods of prior employment as either an ongoing or non-ongoing aps employee with dva or as a member of the australian
dva-enterprise-agreement-2019-2022.txt2590travelthe secretary may approve reimbursement of incidental and travel expenses reasonably incurred by an employee whose leave is cancelled without reasonable notice or who is recalled to duty. unauthorised absence 239 an employee absent from duty without approval will have all pay and allowances provided under this agreement ceased until he or she resumes duty and/or is granted leave. such absences will not count as service for any purpose including accrual of leave. 29 dva enterprise agreement 2019-2022 part f improving skills and performance performance feedback 240 the department is committed to a performance management system that operates transparently and consistently, supports employees, provides regular objective feedback and focuses on learning and development opportunities. 241 all employees will participate in the department’s performance management framework.
dva-enterprise-agreement-2019-2022.txt2681salary advancementsalary advancement (where expected responsibilities and not at the top of the range). behaviours agreed upon on in the performance agreement. not competent does not meet or partially no salary advancement. meets expected a performance improvement responsibilities and plan will be required. behaviours agreed upon in the performance agreement. 245 further information is provided in the performance feedback scheme.
dva-enterprise-agreement-2019-2022.txt2694salary advancementno salary advancement. meets expected a performance improvement responsibilities and plan will be required. behaviours agreed upon in the performance agreement. 245 further information is provided in the performance feedback scheme. managing underperformance 246 underperformance or poor performance is a failure to perform the duties of the position or to perform them to the standard required. underperformance is usually managed in two stages, an informal process and a formal process. 247 where, despite workplace counselling designed to improve performance through feedback and other measures, an employee’s performance continues to fall below 30
dva-enterprise-agreement-2019-2022.txt2801professional developmentmedical officers - professional development 253 medical officers may claim up to the amount specified in attachment c to this agreement for expenditure on activities to assist in attaining and maintaining relevant and agreed skills and knowledge. medical officers may also be approved to engage in private practice. 254 further details are contained in medical officers – professional development policy. study assistance 255 the secretary may approve access, for ongoing employees, to financial assistance and/or study leave, to support the successful completion of tertiary studies that are relevant to the operational needs of dva. further information is available in the study assistance policy. specific proposals for studies assistance must be reflected in the employee’s performance agreement. 31 dva enterprise agreement 2019-2022 part g broadbands and advancement 256
dva-enterprise-agreement-2019-2022.txt2811professional developmentfurther details are contained in medical officers – professional development policy. study assistance 255 the secretary may approve access, for ongoing employees, to financial assistance and/or study leave, to support the successful completion of tertiary studies that are relevant to the operational needs of dva. further information is available in the study assistance policy. specific proposals for studies assistance must be reflected in the employee’s performance agreement. 31 dva enterprise agreement 2019-2022 part g broadbands and advancement 256 dva has two broadbands, dva band 1 (aps level 1 to aps level 2) and dva band 2 (aps level 3 to aps level 5). movement of an ongoing dva employee between one work level and a higher level within the same broadband, through the following provisions, is an advancement. 257 only ongoing dva employees whose substantive level is below the higher work level but within the broadband are eligible for advancement.
dva-enterprise-agreement-2019-2022.txt2813study assistancestudy assistance 255 the secretary may approve access, for ongoing employees, to financial assistance and/or study leave, to support the successful completion of tertiary studies that are relevant to the operational needs of dva. further information is available in the study assistance policy. specific proposals for studies assistance must be reflected in the employee’s performance agreement. 31 dva enterprise agreement 2019-2022 part g broadbands and advancement 256 dva has two broadbands, dva band 1 (aps level 1 to aps level 2) and dva band 2 (aps level 3 to aps level 5). movement of an ongoing dva employee between one work level and a higher level within the same broadband, through the following provisions, is an advancement. 257 only ongoing dva employees whose substantive level is below the higher work level but within the broadband are eligible for advancement. 258
dva-enterprise-agreement-2019-2022.txt2817study leaveand/or study leave, to support the successful completion of tertiary studies that are relevant to the operational needs of dva. further information is available in the study assistance policy. specific proposals for studies assistance must be reflected in the employee’s performance agreement. 31 dva enterprise agreement 2019-2022 part g broadbands and advancement 256 dva has two broadbands, dva band 1 (aps level 1 to aps level 2) and dva band 2 (aps level 3 to aps level 5). movement of an ongoing dva employee between one work level and a higher level within the same broadband, through the following provisions, is an advancement. 257 only ongoing dva employees whose substantive level is below the higher work level but within the broadband are eligible for advancement. 258 advancement of eligible employees from one work level within a broadband to a higher work level within the same broadband is subject to: 259
dva-enterprise-agreement-2019-2022.txt2995long service leaveestimated redundancy pay, pay in lieu of notice, annual and long service leave credits; b) accumulated superannuation contributions and superannuation options; c) taxation rules applying to the various payments; and d) financial/career counselling reimbursement up to a combined maximum of $850 unless exceptional circumstances warrant an additional amount, and if not already accessed previously in this process. redundancy benefit 273 an employee who accepts an offer of voluntary redundancy and whose employment is terminated under section 29 of the public service act on the grounds that he/she is excess to requirements is entitled to be paid: a) a sum equal to 2 weeks’ salary for each continuous completed year of service deemed to be continuous and as defined in clause 276 of this agreement b)
dva-enterprise-agreement-2019-2022.txt3049long service leavegovernment service as defined in section 10 of the long service leave (commonwealth employees) act 1976, excepting act government service (unless transitional eligibility applies); c) service with the australian government (other than service with a joint commonwealth-state body corporate in which the australian government does not have a controlling interest) that is recognised for long service leave purposes; d) service with the australian defence forces; e) continuous aps service immediately preceding deemed resignation under repealed section 49 of the public service act 1922, if the service has not been previously recognised for redundancy pay purposes; and f) service in another organisation where: 34 dva enterprise agreement 2019-2022 277 278
dva-enterprise-agreement-2019-2022.txt3057long service leavenot have a controlling interest) that is recognised for long service leave purposes; d) service with the australian defence forces; e) continuous aps service immediately preceding deemed resignation under repealed section 49 of the public service act 1922, if the service has not been previously recognised for redundancy pay purposes; and f) service in another organisation where: 34 dva enterprise agreement 2019-2022 277 278 the employee was reassigned from the aps to that organisation with a transfer of function; or (ii) the employee engaged by that organisation on work within a function is engaged as a result of the reassignment of that function to the aps and
dva-enterprise-agreement-2019-2022.txt3087long service leavesuch service is recognised for long service leave purposes. for earlier periods of service to count there must be no breaks between the periods of service, except where: a) the break in service is less than 1 month and occurs where an offer of employment with the new employer was made and accepted by the employee before ceasing employment with the preceding employer; or b) the earlier period of service was with the aps and ceased because the employee was deemed to have resigned from the aps on marriage under repealed section 49 of the public service act. service for redundancy pay purposes does not include any period of prior service that ceased: a) 279 (i) through termination on the following grounds: (i) the employee lacks, or has lost, an essential qualification for performing their duties;
dva-enterprise-agreement-2019-2022.txt3153long service leaveabsences from duty that do not count as service for long service leave purposes will not count as service for redundancy pay purposes. rate of payment - redundancy benefit 280 for the purpose of calculating any payment under clause 273 of this agreement, salary will include: a) the employee’s salary; or b) the salary of the higher work level, where the employee has been performing work at a higher level for a continuous period of at least 12 months immediately preceding the date on which he or she is given a notice of termination; and c) other allowances in the nature of salary that are paid during periods of annual leave and on a regular basis, excluding allowances that are a reimbursement for expenses incurred or a payment for disabilities associated with the performance of duty. involuntary redundancy retention period 281 the secretary will not involuntarily terminate the employment of an excess employee
dva-enterprise-agreement-2019-2022.txt3254travelthe excess employee may be provided with assistance in meeting reasonable travel and incidental expenses incurred in seeking alternative employment where these expenses are not met by the prospective employer. 289 where the secretary believes there is insufficient productive work available for an excess employee during the retention period, the secretary may, with the agreement of the employee, terminate their employment under section 29 of the public service act and pay a lump sum comprising: 290 a) the balance of the retention period (as shortened for the nes under sub-clause 282) and this payment will be taken to include the payment in lieu of notice of termination of employment, plus b) the employee’s nes entitlement to redundancy pay. an excess employee will not have their employment terminated involuntarily: a) before they have been invited to consider an offer of voluntary termination of employment, or b)
dva-enterprise-agreement-2019-2022.txt4070salary advancementhigher salary point within the above designation in accordance with the salary advancement provisions of this agreement. 3. where an employee receiving a grandfathered transitional salary is reassigned, at the employee’s initiative, on an ongoing basis to a role for which a transitional salary is not applicable, the employee will cease to be entitled to the grandfathered transitional salary and will be entitled to remuneration at the appropriate salary for the new role as reflected in table 1 of attachment a. 4. where an employee receiving a grandfathered transitional salary is temporarily reassigned and the salary of the temporary assignment is less than the employee’s substantive salary, the employee will continue to receive, at a minimum, their substantive salary. # employees on this salary point on commencement of the agreement, or who progress to this point during the life of the agreement, will translate to that identical salary point for their aps classification in table 1 and these transitional rates will no longer apply. * an employee may not progress beyond this point within the legal 1 band unless the duties allocated to the employee are classified at executive level 1 and the employee has performed duties at that level for a minimum period of 3 months. 40 dva enterprise agreement 2019-2022 attachment b – supported wage system 1 employees who are affected by a disability are eligible for a supported wage. eligibility 2
dva-enterprise-agreement-2019-2022.txt4368overtimeovertime meal allowance professional registration reimbursement as per subscription up to $508 as per subscription cpi ** n/a financial year aps 1-5 n n n n n n n n n n n
dva-enterprise-agreement-2019-2022.txt4547professional developmentmedical officer - professional development up to $4,595 cpi ** $1,303 disturbance allowance $1,159 cpi ** $1,303 as per subscription as per subscription townsville dependent no dependents $2,041 $1,029 darwin dependent no dependents
dva-enterprise-agreement-2019-2022.txt4618traveltravel allowance district allowance * y flat rate cpi ** $465 food allowance reduced pro-rata during period of halfpay leave (if paid during leave) included in income maintenance for excess employees payable during long service leave y y detail counts as salary to calculate overtime
dva-enterprise-agreement-2019-2022.txt4618travel allowancetravel allowance district allowance * y flat rate cpi ** $465 food allowance reduced pro-rata during period of halfpay leave (if paid during leave) included in income maintenance for excess employees payable during long service leave y y detail counts as salary to calculate overtime
dva-enterprise-agreement-2019-2022.txt4647overtimecalculate overtime y y frequency (e.g. annual) counts for superannuation redundancy severance payments attachment c – allowances # # 1 december annual adelaide river annual darwin # two yearly
dva-enterprise-agreement-2019-2022.txt4697travelexcess travelling time, 9 agreement duration, 1 airconditioning subsidy, 14 f allowance - departmental liaison officer, 9 allowance - district, 14 flextime, 18 allowance - fire warden, 10 flu vaccinations, 19 allowance - first aid, 10 g allowance - motor vehicle, 10 allowance – overtime meal, 12 graduates, 8 allowance – restriction, 10 h allowance – travelling, 13
dva-enterprise-agreement-2019-2022.txt4707flextimeflextime, 18 allowance - fire warden, 10 flu vaccinations, 19 allowance - first aid, 10 g allowance - motor vehicle, 10 allowance – overtime meal, 12 graduates, 8 allowance – restriction, 10 h allowance – travelling, 13 allowances table, 43 healthy lifestyle subsidy, 19 annual leave – cash out, 21 home based work, 19 annual leave - excess, 21
dva-enterprise-agreement-2019-2022.txt4718overtimeallowance – overtime meal, 12 graduates, 8 allowance – restriction, 10 h allowance – travelling, 13 allowances table, 43 healthy lifestyle subsidy, 19 annual leave – cash out, 21 home based work, 19 annual leave - excess, 21 hours of duty, 17 b bereavement leave, 23 c i individual flexibility arrangements, 15 involuntary redundancy, 35
dva-enterprise-agreement-2019-2022.txt4726travelallowance – travelling, 13 allowances table, 43 healthy lifestyle subsidy, 19 annual leave – cash out, 21 home based work, 19 annual leave - excess, 21 hours of duty, 17 b bereavement leave, 23 c i individual flexibility arrangements, 15 involuntary redundancy, 35 l cancellation of leave, 29 career interval leave, 23 learning and development, 31 casual loading, 7
dva-enterprise-agreement-2019-2022.txt4768professional developmentmedical officers professional development, 31 miscellaneous leave, 23 consultation, 4 o d defence reservists leave, 24 defence service sick leave, 24 definitions, 1 oawg health checks, 19 other work related payments, 16 overseas travel, 13 overtime, 11 delegations, 1 p dispute resolution, 5 documentary evidence, 2 documentary evidence, 22 e el hours, 18 employee assistance program, 20 part-time employment, 18
dva-enterprise-agreement-2019-2022.txt4782traveloverseas travel, 13 overtime, 11 delegations, 1 p dispute resolution, 5 documentary evidence, 2 documentary evidence, 22 e el hours, 18 employee assistance program, 20 part-time employment, 18 pay increases, 7 performance feedback, 30 personal leave, 22 prior service, 29 professional registration, 31 44 dva enterprise agreement 2019-2022 public holidays, 27 salary on temporary assignment, 7 purchased leave, 21
dva-enterprise-agreement-2019-2022.txt4783overtimeovertime, 11 delegations, 1 p dispute resolution, 5 documentary evidence, 2 documentary evidence, 22 e el hours, 18 employee assistance program, 20 part-time employment, 18 pay increases, 7 performance feedback, 30 personal leave, 22 prior service, 29 professional registration, 31 44 dva enterprise agreement 2019-2022 public holidays, 27 salary on temporary assignment, 7 purchased leave, 21
dva-enterprise-agreement-2019-2022.txt4813salary packagingsalary packaging, 8 study assistance, 31 r superannuation, 15 supported wage rates, 8 recall to duty, 29 recording attendance, 17 t relocation assistance, 13 remote localities, 13 temporary assignment, 9 remote localities leave fares, 14 trainees, 8 retention period, 35 transitional salary rates, 40 u s salary - temporary reduction, 8
dva-enterprise-agreement-2019-2022.txt4814study assistancestudy assistance, 31 r superannuation, 15 supported wage rates, 8 recall to duty, 29 recording attendance, 17 t relocation assistance, 13 remote localities, 13 temporary assignment, 9 remote localities leave fares, 14 trainees, 8 retention period, 35 transitional salary rates, 40 u s salary - temporary reduction, 8
dva-enterprise-agreement-2019-2022.txt4846salary advancementsalary advancement, 8 underperformance, 30 salary on engagement, reassignment, promotion, 7 salary on reduction, 7 v voluntary redundancy, 34 45 dva enterprise agreement 2019-2022 formal acceptance of this agreement 46 dva enterprise agreement 2019-2022
defence housing australia-enterprise-agreement-2021.txt334salary advancement12. salary advancement 12.1 on 1 october each year, the managing director will advance an employee’s salary within the employee’s substantive classification pay band in appendix 1 by two (2) per cent, subject to the employee: 12.2 (a) participating in the dha performance management framework; (b) receiving a final end of cycle performance rating of ‘met all targets’ or an equivalent or higher rating; (c) being classified at that level for at least six months as at 30 june; and (d) not exceeding the top of their salary band, in which case an advancement of less than two (2) per cent will apply. periods of unpaid leave are not to count as service and unauthorised absences will not be included in the period of service required under sub-clause 12.1(c).
defence housing australia-enterprise-agreement-2021.txt424long service leavelieu of access to all forms of paid leave (other than long service leave), payment for public holidays on which the employee is not rostered to work and the christmas break period. 14.3 when a casual employee is required to work on a particular day and attends for the required hours, the minimum payment for that day will be based on three (3) hours’ work. 15. salary packaging 15.1 employees may have access to a salary packaging scheme. the scheme allows an employee to receive non-salary benefits in lieu of salary. 15.2 15.3 the key requirements of the scheme are that: (i) the scheme operates at no cost to dha; (ii) participation is entirely voluntary; and (iii)
defence housing australia-enterprise-agreement-2021.txt434salary packaging15. salary packaging 15.1 employees may have access to a salary packaging scheme. the scheme allows an employee to receive non-salary benefits in lieu of salary. 15.2 15.3 the key requirements of the scheme are that: (i) the scheme operates at no cost to dha; (ii) participation is entirely voluntary; and (iii) employees may be required to obtain financial advice to be able to participate in the scheme. salary for superannuation, severance and termination purposes for an employee who has elected to convert part of their salary to non-salary 6 defence housing australia enterprise agreement 2021 benefits, shall be determined as if the salary packaging arrangements did
defence housing australia-enterprise-agreement-2021.txt436salary packagingemployees may have access to a salary packaging scheme. the scheme allows an employee to receive non-salary benefits in lieu of salary. 15.2 15.3 the key requirements of the scheme are that: (i) the scheme operates at no cost to dha; (ii) participation is entirely voluntary; and (iii) employees may be required to obtain financial advice to be able to participate in the scheme. salary for superannuation, severance and termination purposes for an employee who has elected to convert part of their salary to non-salary 6 defence housing australia enterprise agreement 2021 benefits, shall be determined as if the salary packaging arrangements did not exist. 16. overpayment of entitlements
defence housing australia-enterprise-agreement-2021.txt463salary packagingbenefits, shall be determined as if the salary packaging arrangements did not exist. 16. overpayment of entitlements 16.1 where an employee is overpaid an amount of salary or other remuneration, the amount of the overpayment may be recovered from amounts payable to the employee by deductions authorised by the employee or by dha’s accountable authority instructions. a plan for recovery will be considered by the managing director in cases of financial hardship and a reasonable recovery plan will not be refused. 17. superannuation 17.1 dha will make compulsory employer contributions as required by the applicable legislation and fund requirements. 17.2 where an employee has chosen an accumulation superannuation fund other than the pss accumulation plan (pssap), the employer contribution will be the same percentage of the fortnightly superannuation contribution salary as that required for employees who are members of pssap which will be no less than 15.4 per cent. this will not be reduced by any other contributions made through salary sacrifice arrangements. this clause does not apply where a superannuation fund cannot accept employer superannuation contributions (for example, unable to accept contributions for people aged over 75). 17.3 employer superannuation contributions will not be paid on behalf of employees during periods of leave that do not count as service, unless
defence housing australia-enterprise-agreement-2021.txt498parental leavesuperannuation funds during periods of paid and unpaid parental leave (including maternity and parental) for periods of leave to a maximum of 52 weeks. 18. supported salary for employees with a disability 18.1 an employee who is unable to perform duties to the competence level required because of a disability and who meets the criteria for receipt of a disability support pension will be paid the applicable percentage of the relevant pay rate that corresponds to their assessed capacity to do the work. 18.2 specific conditions relating to the supported wages scheme are detailed in appendix 4. 19. individual flexibility arrangements 19.1 the managing director and an employee covered by this agreement may agree to make an individual flexibility arrangement to vary the effect of the following terms of this agreement: 7 defence housing australia enterprise agreement 2021 (a) arrangements about when work is performed; (b)
defence housing australia-enterprise-agreement-2021.txt528overtimeovertime rates; (c) penalty rates; (d) allowances; (e) remuneration; and/or (f) leave. 19.2 an individual flexibility arrangement must meet the genuine needs of dha and the employee in relation to one or more of the matters mentioned in sub-clause 19.1 and must be genuinely agreed to by the managing director and the employee. 19.3 dha must ensure that the terms of an individual flexibility arrangement: 19.4
defence housing australia-enterprise-agreement-2021.txt895parental leaveemployees other than those on parental leave (including paid maternity leave), long-service leave and leave without pay, will be provided paid time off without deduction from leave credits, for the three days between christmas and new years’ day which would otherwise be working days. 27.2 employees at dha6 level and below who are required to work on any of the working days between christmas and new year to provide the skeleton staffing required to meet operational requirements will be paid at the rate of: (a) double time and a half for all hours required to be worked on the first working day after boxing day; (b) double time for all hours required to be worked on the other two days. 28. flextime arrangements 28.1 all full time and part time employees at dha6 level and below, unless otherwise determined by the managing director are eligible to participate in flextime arrangements. 28.2 any authorised time worked on a day that is in excess of 7 hours 30 minutes will accrue a flex credit. where an employee works less than 7 hours 30 minutes, the employee will accrue a flex debit for the reduced
defence housing australia-enterprise-agreement-2021.txt915flextime28. flextime arrangements 28.1 all full time and part time employees at dha6 level and below, unless otherwise determined by the managing director are eligible to participate in flextime arrangements. 28.2 any authorised time worked on a day that is in excess of 7 hours 30 minutes will accrue a flex credit. where an employee works less than 7 hours 30 minutes, the employee will accrue a flex debit for the reduced hours. 28.3 employees, other than those working according to a roster, may choose to start between 8.00 am and 8.30 am or finish between 5.00 pm and 5.30 pm without requiring approval from their manager. 28.4 an employee may start and/or finish outside those times and within the span of hours on a single day or on an ongoing basis with the prior approval of their manager and subject to operational requirements. this clause does not apply to employees who are working shiftwork or who are working according to a roster. 28.5 accrual of flex credits above 7 hours and 30 minutes must be approved in advance by the employee’s manager.
defence housing australia-enterprise-agreement-2021.txt919flextimein flextime arrangements. 28.2 any authorised time worked on a day that is in excess of 7 hours 30 minutes will accrue a flex credit. where an employee works less than 7 hours 30 minutes, the employee will accrue a flex debit for the reduced hours. 28.3 employees, other than those working according to a roster, may choose to start between 8.00 am and 8.30 am or finish between 5.00 pm and 5.30 pm without requiring approval from their manager. 28.4 an employee may start and/or finish outside those times and within the span of hours on a single day or on an ongoing basis with the prior approval of their manager and subject to operational requirements. this clause does not apply to employees who are working shiftwork or who are working according to a roster. 28.5 accrual of flex credits above 7 hours and 30 minutes must be approved in advance by the employee’s manager. 12 defence housing australia enterprise agreement 2021
defence housing australia-enterprise-agreement-2021.txt997overtimethe additional time is approved overtime. 28.14 where a dha level 6 or below employee is temporarily reassigned for more than three (3) months or promoted to an executive level role, the manager and the employee should take all reasonable steps to balance any flex credits or debits to zero. 28.15 an employee will not be paid for any credits held by the employee on cessation of employment with dha. managers and employees have a joint obligation to reduce flex credits to zero prior to the employee ceasing employment. 28.16 the value of any debits held by the employee on cessation of employment will be treated as an overpayment and must be repaid. this repayment will normally be by way of a reduction in the employee’s final payment. further information can be found in dha’s accountable authority instructions. 13 defence housing australia enterprise agreement 2021 29. working hours for el1 and el2 employees 29.1 el1 and el2 employees are required to ensure their working hours are
defence housing australia-enterprise-agreement-2021.txt1040travelreasonable additional hours includes travel time. 30. shiftwork 30.1 shiftworker means an employee who works shifts according to a roster which includes ordinary hours falling between 6:30pm and 12:00 midnight - monday to friday. 30.2 a shiftworker will receive a shift penalty of 15 per cent for any shift that includes ordinary hours between 6:30pm and 12:00 midnight, monday to friday. 30.3 shift penalties will not be payable in respect of any overtime worked by a shiftworker. 30.4 the managing director will not generally change a shift roster with less than seven (7) days’ notice to an employee without the employee’s agreement unless at least seven (7) days’ notice is not possible because the roster change is necessitated by: 30.5 (a) an unexpected absence of another employee; or
defence housing australia-enterprise-agreement-2021.txt1055overtimeshift penalties will not be payable in respect of any overtime worked by a shiftworker. 30.4 the managing director will not generally change a shift roster with less than seven (7) days’ notice to an employee without the employee’s agreement unless at least seven (7) days’ notice is not possible because the roster change is necessitated by: 30.5 (a) an unexpected absence of another employee; or (b) operational necessity caused by an event or incident not controlled by dha. shift penalties will not be paid for a flex day. 31. part time work 31.1 the managing director may engage employees on a part time basis or approve an employee’s request to work part time. 31.2 a part time employee is one whose ordinary hours of work are less than
defence housing australia-enterprise-agreement-2021.txt1111parental leavean employee returning from parental leave (including maternity, adoption/foster and primary carer leave) will be given access to part time employment for up to two (2) years. 31.7 unless otherwise specified in this agreement, remuneration and other conditions for part time employees, including leave, will be calculated on a pro rata basis. except long service leave, which will be administered in accordance with the long service leave (commonwealth employees) act 1976. 31.8 allowances of a reimbursement nature will not be prorated for part time employees. 31.9 all part time employees, unless engaged in a prescribed part time role, will have a written part time work agreement specifying the prescribed weekly hours of duty and the agreed pattern of hours. part time work agreements must be reviewed annually. additional part time work agreement reviews may be initiated by the employee or the managing director with either party giving four weeks’ notice in writing. 31.10 where an employee makes an application to work part time for caring purposes, dha will not unreasonably refuse the application where it can
defence housing australia-enterprise-agreement-2021.txt1119long service leavea pro rata basis. except long service leave, which will be administered in accordance with the long service leave (commonwealth employees) act 1976. 31.8 allowances of a reimbursement nature will not be prorated for part time employees. 31.9 all part time employees, unless engaged in a prescribed part time role, will have a written part time work agreement specifying the prescribed weekly hours of duty and the agreed pattern of hours. part time work agreements must be reviewed annually. additional part time work agreement reviews may be initiated by the employee or the managing director with either party giving four weeks’ notice in writing. 31.10 where an employee makes an application to work part time for caring purposes, dha will not unreasonably refuse the application where it can be accommodated within operational requirements. 32. overtime 32.1 the managing director may approve overtime for employees at classification levels of dha6 level and below. 32.2
defence housing australia-enterprise-agreement-2021.txt1120long service leaveaccordance with the long service leave (commonwealth employees) act 1976. 31.8 allowances of a reimbursement nature will not be prorated for part time employees. 31.9 all part time employees, unless engaged in a prescribed part time role, will have a written part time work agreement specifying the prescribed weekly hours of duty and the agreed pattern of hours. part time work agreements must be reviewed annually. additional part time work agreement reviews may be initiated by the employee or the managing director with either party giving four weeks’ notice in writing. 31.10 where an employee makes an application to work part time for caring purposes, dha will not unreasonably refuse the application where it can be accommodated within operational requirements. 32. overtime 32.1 the managing director may approve overtime for employees at classification levels of dha6 level and below. 32.2 overtime for a non shiftworker applies when an employee is required to
defence housing australia-enterprise-agreement-2021.txt1143overtime32. overtime 32.1 the managing director may approve overtime for employees at classification levels of dha6 level and below. 32.2 overtime for a non shiftworker applies when an employee is required to work beyond 6:30pm or on public holidays or on weekends. where an employee is required to work beyond 6:30pm, overtime will be paid from 5:30pm unless the employee and the managing director agree to a later commencement of payment for overtime. the managing director may approve overtime outside of these criteria where it is considered appropriate in the circumstances. 32.3 overtime for a shiftworker is where the managing director directs an employee to work more than 30 minutes in excess of their rostered hours (in which case the overtime will commence from the end of the employee’s rostered shift), on public holidays or on weekends. 32.4 the normal means of compensation for overtime will be time off in lieu (toil), accrued at the overtime rate, which must be taken within eight (8) weeks of the overtime being worked. for a shiftworker, shift penalties will not be paid for time off in lieu. where the employee’s manager is 15 defence housing australia enterprise agreement 2021
defence housing australia-enterprise-agreement-2021.txt1145overtimethe managing director may approve overtime for employees at classification levels of dha6 level and below. 32.2 overtime for a non shiftworker applies when an employee is required to work beyond 6:30pm or on public holidays or on weekends. where an employee is required to work beyond 6:30pm, overtime will be paid from 5:30pm unless the employee and the managing director agree to a later commencement of payment for overtime. the managing director may approve overtime outside of these criteria where it is considered appropriate in the circumstances. 32.3 overtime for a shiftworker is where the managing director directs an employee to work more than 30 minutes in excess of their rostered hours (in which case the overtime will commence from the end of the employee’s rostered shift), on public holidays or on weekends. 32.4 the normal means of compensation for overtime will be time off in lieu (toil), accrued at the overtime rate, which must be taken within eight (8) weeks of the overtime being worked. for a shiftworker, shift penalties will not be paid for time off in lieu. where the employee’s manager is 15 defence housing australia enterprise agreement 2021 unable to identify a time within the following eight (8) weeks for the
defence housing australia-enterprise-agreement-2021.txt1149overtimeovertime for a non shiftworker applies when an employee is required to work beyond 6:30pm or on public holidays or on weekends. where an employee is required to work beyond 6:30pm, overtime will be paid from 5:30pm unless the employee and the managing director agree to a later commencement of payment for overtime. the managing director may approve overtime outside of these criteria where it is considered appropriate in the circumstances. 32.3 overtime for a shiftworker is where the managing director directs an employee to work more than 30 minutes in excess of their rostered hours (in which case the overtime will commence from the end of the employee’s rostered shift), on public holidays or on weekends. 32.4 the normal means of compensation for overtime will be time off in lieu (toil), accrued at the overtime rate, which must be taken within eight (8) weeks of the overtime being worked. for a shiftworker, shift penalties will not be paid for time off in lieu. where the employee’s manager is 15 defence housing australia enterprise agreement 2021 unable to identify a time within the following eight (8) weeks for the employee to take time off in lieu, the employee will be paid for the overtime. 32.5
defence housing australia-enterprise-agreement-2021.txt1151overtimeemployee is required to work beyond 6:30pm, overtime will be paid from 5:30pm unless the employee and the managing director agree to a later commencement of payment for overtime. the managing director may approve overtime outside of these criteria where it is considered appropriate in the circumstances. 32.3 overtime for a shiftworker is where the managing director directs an employee to work more than 30 minutes in excess of their rostered hours (in which case the overtime will commence from the end of the employee’s rostered shift), on public holidays or on weekends. 32.4 the normal means of compensation for overtime will be time off in lieu (toil), accrued at the overtime rate, which must be taken within eight (8) weeks of the overtime being worked. for a shiftworker, shift penalties will not be paid for time off in lieu. where the employee’s manager is 15 defence housing australia enterprise agreement 2021 unable to identify a time within the following eight (8) weeks for the employee to take time off in lieu, the employee will be paid for the overtime. 32.5 for the purposes of calculating the entitlement, the following rates apply: (a)
defence housing australia-enterprise-agreement-2021.txt1153overtimecommencement of payment for overtime. the managing director may approve overtime outside of these criteria where it is considered appropriate in the circumstances. 32.3 overtime for a shiftworker is where the managing director directs an employee to work more than 30 minutes in excess of their rostered hours (in which case the overtime will commence from the end of the employee’s rostered shift), on public holidays or on weekends. 32.4 the normal means of compensation for overtime will be time off in lieu (toil), accrued at the overtime rate, which must be taken within eight (8) weeks of the overtime being worked. for a shiftworker, shift penalties will not be paid for time off in lieu. where the employee’s manager is 15 defence housing australia enterprise agreement 2021 unable to identify a time within the following eight (8) weeks for the employee to take time off in lieu, the employee will be paid for the overtime. 32.5 for the purposes of calculating the entitlement, the following rates apply: (a) monday to friday (excluding public holidays) - time and a half;
defence housing australia-enterprise-agreement-2021.txt1154overtimeapprove overtime outside of these criteria where it is considered appropriate in the circumstances. 32.3 overtime for a shiftworker is where the managing director directs an employee to work more than 30 minutes in excess of their rostered hours (in which case the overtime will commence from the end of the employee’s rostered shift), on public holidays or on weekends. 32.4 the normal means of compensation for overtime will be time off in lieu (toil), accrued at the overtime rate, which must be taken within eight (8) weeks of the overtime being worked. for a shiftworker, shift penalties will not be paid for time off in lieu. where the employee’s manager is 15 defence housing australia enterprise agreement 2021 unable to identify a time within the following eight (8) weeks for the employee to take time off in lieu, the employee will be paid for the overtime. 32.5 for the purposes of calculating the entitlement, the following rates apply: (a) monday to friday (excluding public holidays) - time and a half;
defence housing australia-enterprise-agreement-2021.txt1159overtimeovertime for a shiftworker is where the managing director directs an employee to work more than 30 minutes in excess of their rostered hours (in which case the overtime will commence from the end of the employee’s rostered shift), on public holidays or on weekends. 32.4 the normal means of compensation for overtime will be time off in lieu (toil), accrued at the overtime rate, which must be taken within eight (8) weeks of the overtime being worked. for a shiftworker, shift penalties will not be paid for time off in lieu. where the employee’s manager is 15 defence housing australia enterprise agreement 2021 unable to identify a time within the following eight (8) weeks for the employee to take time off in lieu, the employee will be paid for the overtime. 32.5 for the purposes of calculating the entitlement, the following rates apply: (a) monday to friday (excluding public holidays) - time and a half; (b) saturday – time and a half for the first three (3) hours and double time thereafter;
defence housing australia-enterprise-agreement-2021.txt1161overtime(in which case the overtime will commence from the end of the employee’s rostered shift), on public holidays or on weekends. 32.4 the normal means of compensation for overtime will be time off in lieu (toil), accrued at the overtime rate, which must be taken within eight (8) weeks of the overtime being worked. for a shiftworker, shift penalties will not be paid for time off in lieu. where the employee’s manager is 15 defence housing australia enterprise agreement 2021 unable to identify a time within the following eight (8) weeks for the employee to take time off in lieu, the employee will be paid for the overtime. 32.5 for the purposes of calculating the entitlement, the following rates apply: (a) monday to friday (excluding public holidays) - time and a half; (b) saturday – time and a half for the first three (3) hours and double time thereafter; (c)
defence housing australia-enterprise-agreement-2021.txt1166overtimethe normal means of compensation for overtime will be time off in lieu (toil), accrued at the overtime rate, which must be taken within eight (8) weeks of the overtime being worked. for a shiftworker, shift penalties will not be paid for time off in lieu. where the employee’s manager is 15 defence housing australia enterprise agreement 2021 unable to identify a time within the following eight (8) weeks for the employee to take time off in lieu, the employee will be paid for the overtime. 32.5 for the purposes of calculating the entitlement, the following rates apply: (a) monday to friday (excluding public holidays) - time and a half; (b) saturday – time and a half for the first three (3) hours and double time thereafter; (c) sunday – double time; and (d) public holidays:
defence housing australia-enterprise-agreement-2021.txt1167overtime(toil), accrued at the overtime rate, which must be taken within eight (8) weeks of the overtime being worked. for a shiftworker, shift penalties will not be paid for time off in lieu. where the employee’s manager is 15 defence housing australia enterprise agreement 2021 unable to identify a time within the following eight (8) weeks for the employee to take time off in lieu, the employee will be paid for the overtime. 32.5 for the purposes of calculating the entitlement, the following rates apply: (a) monday to friday (excluding public holidays) - time and a half; (b) saturday – time and a half for the first three (3) hours and double time thereafter; (c) sunday – double time; and (d) public holidays: (i)
defence housing australia-enterprise-agreement-2021.txt1168overtimeweeks of the overtime being worked. for a shiftworker, shift penalties will not be paid for time off in lieu. where the employee’s manager is 15 defence housing australia enterprise agreement 2021 unable to identify a time within the following eight (8) weeks for the employee to take time off in lieu, the employee will be paid for the overtime. 32.5 for the purposes of calculating the entitlement, the following rates apply: (a) monday to friday (excluding public holidays) - time and a half; (b) saturday – time and a half for the first three (3) hours and double time thereafter; (c) sunday – double time; and (d) public holidays: (i)
defence housing australia-enterprise-agreement-2021.txt1176overtimeovertime. 32.5 for the purposes of calculating the entitlement, the following rates apply: (a) monday to friday (excluding public holidays) - time and a half; (b) saturday – time and a half for the first three (3) hours and double time thereafter; (c) sunday – double time; and (d) public holidays: (i) where the employee is being paid for the public holiday in accordance with sub-clause 52.4 – time and a half for all hours worked in addition to the employee’s normal pay for that day; (ii) where the employee would not otherwise be paid for the public holiday – double time and a half for all hours worked.
defence housing australia-enterprise-agreement-2021.txt1208overtimefor the purposes of sub-clause 32.5 the minimum period of overtime where it is not continuous with ordinary hours is three (3) hours. 33. meal allowance 33.1 an employee is entitled to claim a meal allowance of $31.95 where the employee is required to work: (a) more than two (2) hours overtime where the overtime is continuous with normal work; or (b) more than four (4) hours overtime on weekends or public holidays. 33.2 meal allowance is not payable if the employee is receiving a meals and incidentals allowance. 33.3 meal allowance will be adjusted in line with the australian taxation office rate for overtime meal expenses. part f. leave 34. general provisions 34.1
defence housing australia-enterprise-agreement-2021.txt1217overtimemore than two (2) hours overtime where the overtime is continuous with normal work; or (b) more than four (4) hours overtime on weekends or public holidays. 33.2 meal allowance is not payable if the employee is receiving a meals and incidentals allowance. 33.3 meal allowance will be adjusted in line with the australian taxation office rate for overtime meal expenses. part f. leave 34. general provisions 34.1 public holidays that fall during a period of paid leave other than long service leave, maternity and parental leave, will not be deducted from the employee’s leave credits. 34.2 leave taken by a full time employee will be treated as: (a) 7 hours 30 minutes of work for a full day of leave; or
defence housing australia-enterprise-agreement-2021.txt1222overtimemore than four (4) hours overtime on weekends or public holidays. 33.2 meal allowance is not payable if the employee is receiving a meals and incidentals allowance. 33.3 meal allowance will be adjusted in line with the australian taxation office rate for overtime meal expenses. part f. leave 34. general provisions 34.1 public holidays that fall during a period of paid leave other than long service leave, maternity and parental leave, will not be deducted from the employee’s leave credits. 34.2 leave taken by a full time employee will be treated as: (a) 7 hours 30 minutes of work for a full day of leave; or 16 defence housing australia enterprise agreement 2021 (b)
defence housing australia-enterprise-agreement-2021.txt1233overtimerate for overtime meal expenses. part f. leave 34. general provisions 34.1 public holidays that fall during a period of paid leave other than long service leave, maternity and parental leave, will not be deducted from the employee’s leave credits. 34.2 leave taken by a full time employee will be treated as: (a) 7 hours 30 minutes of work for a full day of leave; or 16 defence housing australia enterprise agreement 2021 (b) 34.3 the actual hours the employee was absent for a part day of leave. leave taken by a part time employee will be treated as: (a) the actual hours to be worked on the relevant day of leave for full day absences; or
defence housing australia-enterprise-agreement-2021.txt1239parental leaveservice leave, maternity and parental leave, will not be deducted from the employee’s leave credits. 34.2 leave taken by a full time employee will be treated as: (a) 7 hours 30 minutes of work for a full day of leave; or 16 defence housing australia enterprise agreement 2021 (b) 34.3 the actual hours the employee was absent for a part day of leave. leave taken by a part time employee will be treated as: (a) the actual hours to be worked on the relevant day of leave for full day absences; or (b) the actual hours the employee was absent for a part day of leave.
defence housing australia-enterprise-agreement-2021.txt1665parental leavepersonal leave will not be granted during a period of paid parental leave. unpaid personal leave 39.13 where an employee is unfit for work in accordance with paragraph 39.1 and has no personal leave credits, the managing director may grant unpaid personal leave for a maximum continuous period of three (3) months, subject to the production of satisfactory medical evidence for the period granted. unpaid leave under this sub-clause will count as service for all purposes other than for the purpose of accrual of annual and personal leave credits. 39.14 any subsequent unpaid leave that is required by the employee will not count as service for any purpose unless provided for by legislation. 40. unpaid carer’s leave 40.1 in accordance with section 102 of the fair work act 2009, an employee is entitled to two (2) days’ unpaid carer’s leave per permissible occasion where an employee has exhausted paid credits. 40.2 unpaid carer’s leave does not count as service for any purpose. 41. war service sick leave 41.1 the managing director may grant an eligible employee war service sick
defence housing australia-enterprise-agreement-2021.txt1817parental leave44. maternity and parental leave 44.1 the managing director will grant maternity and parental leave to eligible employees in accordance with the maternity leave (commonwealth employees) act 1973 (maternity leave act) and the national employment standards, with additional conditions set out in this clause. 44.2 an employee who is entitled to paid maternity leave under the maternity leave act will be entitled to an additional two (2) weeks of paid maternity leave to be taken continuous with the entitlement to paid maternity leave provided by the maternity leave act. 44.3 an employee is entitled to up to 52 weeks of unpaid parental leave on the birth of a child to the employee, the employee’s spouse or the employee’s de facto partner. 44.4 employees are entitled to up to 52 weeks unpaid parental leave for adoption or permanent foster care where the child: (a) is, or will be, under the age of 16 years as at the day of placement or the proposed day of placement; and (b)
defence housing australia-enterprise-agreement-2021.txt1819parental leavethe managing director will grant maternity and parental leave to eligible employees in accordance with the maternity leave (commonwealth employees) act 1973 (maternity leave act) and the national employment standards, with additional conditions set out in this clause. 44.2 an employee who is entitled to paid maternity leave under the maternity leave act will be entitled to an additional two (2) weeks of paid maternity leave to be taken continuous with the entitlement to paid maternity leave provided by the maternity leave act. 44.3 an employee is entitled to up to 52 weeks of unpaid parental leave on the birth of a child to the employee, the employee’s spouse or the employee’s de facto partner. 44.4 employees are entitled to up to 52 weeks unpaid parental leave for adoption or permanent foster care where the child: (a) is, or will be, under the age of 16 years as at the day of placement or the proposed day of placement; and (b) has not, or will not have previously, lived continuously with the employee for a period of six (6) months or more as at the day of
defence housing australia-enterprise-agreement-2021.txt1820maternity leaveemployees in accordance with the maternity leave (commonwealth employees) act 1973 (maternity leave act) and the national employment standards, with additional conditions set out in this clause. 44.2 an employee who is entitled to paid maternity leave under the maternity leave act will be entitled to an additional two (2) weeks of paid maternity leave to be taken continuous with the entitlement to paid maternity leave provided by the maternity leave act. 44.3 an employee is entitled to up to 52 weeks of unpaid parental leave on the birth of a child to the employee, the employee’s spouse or the employee’s de facto partner. 44.4 employees are entitled to up to 52 weeks unpaid parental leave for adoption or permanent foster care where the child: (a) is, or will be, under the age of 16 years as at the day of placement or the proposed day of placement; and (b) has not, or will not have previously, lived continuously with the employee for a period of six (6) months or more as at the day of placement or the proposed day of placement; and
defence housing australia-enterprise-agreement-2021.txt1821maternity leaveemployees) act 1973 (maternity leave act) and the national employment standards, with additional conditions set out in this clause. 44.2 an employee who is entitled to paid maternity leave under the maternity leave act will be entitled to an additional two (2) weeks of paid maternity leave to be taken continuous with the entitlement to paid maternity leave provided by the maternity leave act. 44.3 an employee is entitled to up to 52 weeks of unpaid parental leave on the birth of a child to the employee, the employee’s spouse or the employee’s de facto partner. 44.4 employees are entitled to up to 52 weeks unpaid parental leave for adoption or permanent foster care where the child: (a) is, or will be, under the age of 16 years as at the day of placement or the proposed day of placement; and (b) has not, or will not have previously, lived continuously with the employee for a period of six (6) months or more as at the day of placement or the proposed day of placement; and
defence housing australia-enterprise-agreement-2021.txt1825maternity leavean employee who is entitled to paid maternity leave under the maternity leave act will be entitled to an additional two (2) weeks of paid maternity leave to be taken continuous with the entitlement to paid maternity leave provided by the maternity leave act. 44.3 an employee is entitled to up to 52 weeks of unpaid parental leave on the birth of a child to the employee, the employee’s spouse or the employee’s de facto partner. 44.4 employees are entitled to up to 52 weeks unpaid parental leave for adoption or permanent foster care where the child: (a) is, or will be, under the age of 16 years as at the day of placement or the proposed day of placement; and (b) has not, or will not have previously, lived continuously with the employee for a period of six (6) months or more as at the day of placement or the proposed day of placement; and (c) is not a child or step-child of the employee or the employee’s spouse or partner.
defence housing australia-enterprise-agreement-2021.txt1827maternity leaveleave to be taken continuous with the entitlement to paid maternity leave provided by the maternity leave act. 44.3 an employee is entitled to up to 52 weeks of unpaid parental leave on the birth of a child to the employee, the employee’s spouse or the employee’s de facto partner. 44.4 employees are entitled to up to 52 weeks unpaid parental leave for adoption or permanent foster care where the child: (a) is, or will be, under the age of 16 years as at the day of placement or the proposed day of placement; and (b) has not, or will not have previously, lived continuously with the employee for a period of six (6) months or more as at the day of placement or the proposed day of placement; and (c) is not a child or step-child of the employee or the employee’s spouse or partner. 44.5
defence housing australia-enterprise-agreement-2021.txt1828maternity leaveprovided by the maternity leave act. 44.3 an employee is entitled to up to 52 weeks of unpaid parental leave on the birth of a child to the employee, the employee’s spouse or the employee’s de facto partner. 44.4 employees are entitled to up to 52 weeks unpaid parental leave for adoption or permanent foster care where the child: (a) is, or will be, under the age of 16 years as at the day of placement or the proposed day of placement; and (b) has not, or will not have previously, lived continuously with the employee for a period of six (6) months or more as at the day of placement or the proposed day of placement; and (c) is not a child or step-child of the employee or the employee’s spouse or partner. 44.5
defence housing australia-enterprise-agreement-2021.txt1832parental leavean employee is entitled to up to 52 weeks of unpaid parental leave on the birth of a child to the employee, the employee’s spouse or the employee’s de facto partner. 44.4 employees are entitled to up to 52 weeks unpaid parental leave for adoption or permanent foster care where the child: (a) is, or will be, under the age of 16 years as at the day of placement or the proposed day of placement; and (b) has not, or will not have previously, lived continuously with the employee for a period of six (6) months or more as at the day of placement or the proposed day of placement; and (c) is not a child or step-child of the employee or the employee’s spouse or partner. 44.5 documentary evidence of approval for adoption or enduring parental responsibilities under formal fostering arrangements must be submitted when applying for parental leave for adoption or permanent foster carer purposes.
defence housing australia-enterprise-agreement-2021.txt1838parental leaveemployees are entitled to up to 52 weeks unpaid parental leave for adoption or permanent foster care where the child: (a) is, or will be, under the age of 16 years as at the day of placement or the proposed day of placement; and (b) has not, or will not have previously, lived continuously with the employee for a period of six (6) months or more as at the day of placement or the proposed day of placement; and (c) is not a child or step-child of the employee or the employee’s spouse or partner. 44.5 documentary evidence of approval for adoption or enduring parental responsibilities under formal fostering arrangements must be submitted when applying for parental leave for adoption or permanent foster carer purposes. 44.6 if the employee is the primary caregiver to the child, up to 14 weeks of parental leave will be paid, commencing from the time of birth or placement of the child, provided the employee has completed 12 months
defence housing australia-enterprise-agreement-2021.txt1860parental leavewhen applying for parental leave for adoption or permanent foster carer purposes. 44.6 if the employee is the primary caregiver to the child, up to 14 weeks of parental leave will be paid, commencing from the time of birth or placement of the child, provided the employee has completed 12 months continuous employment. 44.7 where an employee is entitled to paid maternity or parental leave, the employee may elect to have the payment for that leave spread over a maximum of 28 weeks at a rate half of normal salary. where the employee elects to take this option, a maximum of 14 weeks will count as service. 24 defence housing australia enterprise agreement 2021 44.8 at the completion of the initial 52 weeks of maternity or parental leave, on request, employees will be granted an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial 52 week leave period. 44.9
defence housing australia-enterprise-agreement-2021.txt1866parental leaveparental leave will be paid, commencing from the time of birth or placement of the child, provided the employee has completed 12 months continuous employment. 44.7 where an employee is entitled to paid maternity or parental leave, the employee may elect to have the payment for that leave spread over a maximum of 28 weeks at a rate half of normal salary. where the employee elects to take this option, a maximum of 14 weeks will count as service. 24 defence housing australia enterprise agreement 2021 44.8 at the completion of the initial 52 weeks of maternity or parental leave, on request, employees will be granted an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial 52 week leave period. 44.9 unpaid maternity or parental leave will not count as service for any purpose. 44.10
defence housing australia-enterprise-agreement-2021.txt1872parental leavewhere an employee is entitled to paid maternity or parental leave, the employee may elect to have the payment for that leave spread over a maximum of 28 weeks at a rate half of normal salary. where the employee elects to take this option, a maximum of 14 weeks will count as service. 24 defence housing australia enterprise agreement 2021 44.8 at the completion of the initial 52 weeks of maternity or parental leave, on request, employees will be granted an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial 52 week leave period. 44.9 unpaid maternity or parental leave will not count as service for any purpose. 44.10 on ending maternity or parental leave, employees have the return to work guarantee and the right to request reasonable flexible working arrangements that are provided by the fair work act 2009. 45. supporting partner/other primary care giver leave 45.1
defence housing australia-enterprise-agreement-2021.txt1883parental leaveat the completion of the initial 52 weeks of maternity or parental leave, on request, employees will be granted an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial 52 week leave period. 44.9 unpaid maternity or parental leave will not count as service for any purpose. 44.10 on ending maternity or parental leave, employees have the return to work guarantee and the right to request reasonable flexible working arrangements that are provided by the fair work act 2009. 45. supporting partner/other primary care giver leave 45.1 the managing director will approve 10 days of paid parental leave for an employee who is not otherwise entitled to paid maternity or parental leave under the maternity leave act or this agreement on the birth, adoption or permanent foster care placement of a child or their partner’s child. 45.2 the leave must be taken within 52 weeks of the birth/placement of the child and is inclusive of public holidays. if the leave is not taken within the first six (6) weeks of the birth or placement of the child, the taking of leave must be agreed by the employee and manager, subject to
defence housing australia-enterprise-agreement-2021.txt1884parental leaverequest, employees will be granted an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial 52 week leave period. 44.9 unpaid maternity or parental leave will not count as service for any purpose. 44.10 on ending maternity or parental leave, employees have the return to work guarantee and the right to request reasonable flexible working arrangements that are provided by the fair work act 2009. 45. supporting partner/other primary care giver leave 45.1 the managing director will approve 10 days of paid parental leave for an employee who is not otherwise entitled to paid maternity or parental leave under the maternity leave act or this agreement on the birth, adoption or permanent foster care placement of a child or their partner’s child. 45.2 the leave must be taken within 52 weeks of the birth/placement of the child and is inclusive of public holidays. if the leave is not taken within the first six (6) weeks of the birth or placement of the child, the taking of leave must be agreed by the employee and manager, subject to operational requirements.
defence housing australia-enterprise-agreement-2021.txt1891parental leaveunpaid maternity or parental leave will not count as service for any purpose. 44.10 on ending maternity or parental leave, employees have the return to work guarantee and the right to request reasonable flexible working arrangements that are provided by the fair work act 2009. 45. supporting partner/other primary care giver leave 45.1 the managing director will approve 10 days of paid parental leave for an employee who is not otherwise entitled to paid maternity or parental leave under the maternity leave act or this agreement on the birth, adoption or permanent foster care placement of a child or their partner’s child. 45.2 the leave must be taken within 52 weeks of the birth/placement of the child and is inclusive of public holidays. if the leave is not taken within the first six (6) weeks of the birth or placement of the child, the taking of leave must be agreed by the employee and manager, subject to operational requirements. 45.3 this paid leave will count as service for all purposes. employees may elect to have the payment for that leave spread out over 20 days at a rate of half normal salary. where payment is spread over a longer period, only half the total leave period will count as service.
defence housing australia-enterprise-agreement-2021.txt1896parental leaveon ending maternity or parental leave, employees have the return to work guarantee and the right to request reasonable flexible working arrangements that are provided by the fair work act 2009. 45. supporting partner/other primary care giver leave 45.1 the managing director will approve 10 days of paid parental leave for an employee who is not otherwise entitled to paid maternity or parental leave under the maternity leave act or this agreement on the birth, adoption or permanent foster care placement of a child or their partner’s child. 45.2 the leave must be taken within 52 weeks of the birth/placement of the child and is inclusive of public holidays. if the leave is not taken within the first six (6) weeks of the birth or placement of the child, the taking of leave must be agreed by the employee and manager, subject to operational requirements. 45.3 this paid leave will count as service for all purposes. employees may elect to have the payment for that leave spread out over 20 days at a rate of half normal salary. where payment is spread over a longer period, only half the total leave period will count as service. 45.4 an employee who adopts a child is also entitled to two (2) days of unpaid pre-adoption leave to attend interviews or examinations required to
defence housing australia-enterprise-agreement-2021.txt1902parental leavethe managing director will approve 10 days of paid parental leave for an employee who is not otherwise entitled to paid maternity or parental leave under the maternity leave act or this agreement on the birth, adoption or permanent foster care placement of a child or their partner’s child. 45.2 the leave must be taken within 52 weeks of the birth/placement of the child and is inclusive of public holidays. if the leave is not taken within the first six (6) weeks of the birth or placement of the child, the taking of leave must be agreed by the employee and manager, subject to operational requirements. 45.3 this paid leave will count as service for all purposes. employees may elect to have the payment for that leave spread out over 20 days at a rate of half normal salary. where payment is spread over a longer period, only half the total leave period will count as service. 45.4 an employee who adopts a child is also entitled to two (2) days of unpaid pre-adoption leave to attend interviews or examinations required to obtain approval. 45.5 documentary evidence as outlined in clause 44.5, or a birth certificate following the birth of a child, must be submitted when applying for
defence housing australia-enterprise-agreement-2021.txt1904maternity leaveleave under the maternity leave act or this agreement on the birth, adoption or permanent foster care placement of a child or their partner’s child. 45.2 the leave must be taken within 52 weeks of the birth/placement of the child and is inclusive of public holidays. if the leave is not taken within the first six (6) weeks of the birth or placement of the child, the taking of leave must be agreed by the employee and manager, subject to operational requirements. 45.3 this paid leave will count as service for all purposes. employees may elect to have the payment for that leave spread out over 20 days at a rate of half normal salary. where payment is spread over a longer period, only half the total leave period will count as service. 45.4 an employee who adopts a child is also entitled to two (2) days of unpaid pre-adoption leave to attend interviews or examinations required to obtain approval. 45.5 documentary evidence as outlined in clause 44.5, or a birth certificate following the birth of a child, must be submitted when applying for supporting partner/other primary caregiver leave.
defence housing australia-enterprise-agreement-2021.txt1936parental leavean employee who receives paid parental leave under clause 44 is not entitled to paid parental leave under this clause. 46. recognition of other parental roles 46.1 where an employee is an enduring primary care giver, and has a parental role, for a child of an immediate family member, the managing director will approve parental leave under the same arrangements as provided in clause 44.3 to 44.9; however, the employee does not have an entitlement to payment for any leave (specifically payment of up to 14 weeks) as provided under clause 44.3. 25 defence housing australia enterprise agreement 2021 47. career break leave 47.1 the managing director may approve unpaid career break leave of up to six (6) months for an ongoing employee who has at least two (2) years of continuous employment with dha. 47.2 approval of leave under this clause will be subject to consideration of any operational impact and any costs involved in mitigating that impact. career break leave may only be taken by an employee once every three (3) years. 47.3 any leave approved under this clause will not count as service for any purpose.
defence housing australia-enterprise-agreement-2021.txt1937parental leaveentitled to paid parental leave under this clause. 46. recognition of other parental roles 46.1 where an employee is an enduring primary care giver, and has a parental role, for a child of an immediate family member, the managing director will approve parental leave under the same arrangements as provided in clause 44.3 to 44.9; however, the employee does not have an entitlement to payment for any leave (specifically payment of up to 14 weeks) as provided under clause 44.3. 25 defence housing australia enterprise agreement 2021 47. career break leave 47.1 the managing director may approve unpaid career break leave of up to six (6) months for an ongoing employee who has at least two (2) years of continuous employment with dha. 47.2 approval of leave under this clause will be subject to consideration of any operational impact and any costs involved in mitigating that impact. career break leave may only be taken by an employee once every three (3) years. 47.3 any leave approved under this clause will not count as service for any purpose.
defence housing australia-enterprise-agreement-2021.txt1943parental leavedirector will approve parental leave under the same arrangements as provided in clause 44.3 to 44.9; however, the employee does not have an entitlement to payment for any leave (specifically payment of up to 14 weeks) as provided under clause 44.3. 25 defence housing australia enterprise agreement 2021 47. career break leave 47.1 the managing director may approve unpaid career break leave of up to six (6) months for an ongoing employee who has at least two (2) years of continuous employment with dha. 47.2 approval of leave under this clause will be subject to consideration of any operational impact and any costs involved in mitigating that impact. career break leave may only be taken by an employee once every three (3) years. 47.3 any leave approved under this clause will not count as service for any purpose. 48. long service leave 48.1 long service leave is provided in accordance with the long service leave (commonwealth employees) act 1976 and will only be granted in minimum periods of 7 consecutive calendar days at full pay or 14 days at half pay.
defence housing australia-enterprise-agreement-2021.txt1967long service leave48. long service leave 48.1 long service leave is provided in accordance with the long service leave (commonwealth employees) act 1976 and will only be granted in minimum periods of 7 consecutive calendar days at full pay or 14 days at half pay. 48.2 periods of long service leave cannot be broken with other periods of leave, except as otherwise provided for by legislation. 49. community service leave 49.1 the managing director will approve community service leave for an employee as provided in the fair work act 2009. 49.2 all community service leave is unpaid except for: (a) periods of jury service, subject to the employee submitting to dha any payments made to the employee for jury service other than reimbursement of costs; (b) the first five (5) days of voluntary emergency management activity in a calendar year; and (c)
defence housing australia-enterprise-agreement-2021.txt1969long service leavelong service leave is provided in accordance with the long service leave (commonwealth employees) act 1976 and will only be granted in minimum periods of 7 consecutive calendar days at full pay or 14 days at half pay. 48.2 periods of long service leave cannot be broken with other periods of leave, except as otherwise provided for by legislation. 49. community service leave 49.1 the managing director will approve community service leave for an employee as provided in the fair work act 2009. 49.2 all community service leave is unpaid except for: (a) periods of jury service, subject to the employee submitting to dha any payments made to the employee for jury service other than reimbursement of costs; (b) the first five (5) days of voluntary emergency management activity in a calendar year; and (c) where otherwise approved by the managing director.
defence housing australia-enterprise-agreement-2021.txt1975long service leaveperiods of long service leave cannot be broken with other periods of leave, except as otherwise provided for by legislation. 49. community service leave 49.1 the managing director will approve community service leave for an employee as provided in the fair work act 2009. 49.2 all community service leave is unpaid except for: (a) periods of jury service, subject to the employee submitting to dha any payments made to the employee for jury service other than reimbursement of costs; (b) the first five (5) days of voluntary emergency management activity in a calendar year; and (c) where otherwise approved by the managing director. 50. defence reservists leave 50.1 the managing director may grant an employee leave (with or without pay) to enable the employee to fulfil australian defence force (adf) reserve and continuous full time service (cfts) or cadet force
defence housing australia-enterprise-agreement-2021.txt2031long service leaveeligible employees may also apply for annual leave, long service leave or flex days, for the purpose of fulfilling adf reserve, cfts or cadet force obligations. 51. other leave 51.1 the managing director may approve paid, part paid or unpaid leave in exceptional circumstances and/or for a reason considered by the managing director to be appropriate and/or in the interests of dha. 51.2 such leave may be approved subject to conditions and/or to count as service or not to count as determined by the managing director. 51.3 other leave for a part day will not normally be approved. 51.4 where an employee is on unpaid other leave on the working days immediately before and after a public holiday, payment will not be made for the public holiday. 52. public holidays 52.1 the following public holidays will apply under this agreement: (a) new year’s day (1 january);
defence housing australia-enterprise-agreement-2021.txt2126long service leaveon paid leave (other than long service leave or paid maternity/parental leave) the public holiday will not be deducted from the employee’s paid leave entitlement. 52.6 where an employee is on a period of leave without pay and a public holiday occurs, the employee will not be entitled to payment for the public holiday. 53. unauthorised absences 53.1 where an employee is absent from duty without approval the absence will be without pay and will not count as service for any purpose. other benefits provided under this agreement will cease to be available to the employee until the employee resumes duty or is granted leave. any amounts paid to an employee in respect of an unauthorised absence are overpayments and dha will seek to recover those amounts. 53.2 where an employee has been absent from work for five (5) or more consecutive working days without authorisation, dha will make all reasonable efforts to contact an employee and the employee’s emergency contact, provide the employee with an opportunity to explain the absence and give genuine consideration to any explanation provided by the employee for the absence. 53.3 where the employee fails to provide an explanation for the absence or
defence housing australia-enterprise-agreement-2021.txt2177travel55. travel 55.1 where an employee is required to undertake travel on official business and is required to be away from home overnight: (a) the cost of reasonable accommodation will be paid by dha; and (b) the employee will either: (i) be paid an allowance to cover the cost of meals and incidentals; or (ii) have reasonable meals and incidentals expenditure paid by dha using a credit card or other suitable means. 56. part day travel allowance 56.1 where an employee is required to be absent from their home locality for more than 10 hours, but is not required to be away overnight, the employee will be paid a taxable part day travel allowance of $50.00. 57. motor vehicle allowance 57.1 the managing director can authorise an employee to use an employee’s private vehicle for work related purposes and approve payment of a
defence housing australia-enterprise-agreement-2021.txt2179travelwhere an employee is required to undertake travel on official business and is required to be away from home overnight: (a) the cost of reasonable accommodation will be paid by dha; and (b) the employee will either: (i) be paid an allowance to cover the cost of meals and incidentals; or (ii) have reasonable meals and incidentals expenditure paid by dha using a credit card or other suitable means. 56. part day travel allowance 56.1 where an employee is required to be absent from their home locality for more than 10 hours, but is not required to be away overnight, the employee will be paid a taxable part day travel allowance of $50.00. 57. motor vehicle allowance 57.1 the managing director can authorise an employee to use an employee’s private vehicle for work related purposes and approve payment of a motor vehicle allowance. 57.2
defence housing australia-enterprise-agreement-2021.txt2198travel56. part day travel allowance 56.1 where an employee is required to be absent from their home locality for more than 10 hours, but is not required to be away overnight, the employee will be paid a taxable part day travel allowance of $50.00. 57. motor vehicle allowance 57.1 the managing director can authorise an employee to use an employee’s private vehicle for work related purposes and approve payment of a motor vehicle allowance. 57.2 the rate of motor vehicle allowance is the same as the rate determined by the “cents per kilometre” method used by the australian taxation office. 58. additional role allowances 58.1 the managing director will approve payment of an additional role allowance of $28 per fortnight, fixed for the life of this agreement, for employees performing one or more of the following roles: (a) first aid officer; (b) fire warden or deputy fire warden; (c)
defence housing australia-enterprise-agreement-2021.txt2198travel allowance56. part day travel allowance 56.1 where an employee is required to be absent from their home locality for more than 10 hours, but is not required to be away overnight, the employee will be paid a taxable part day travel allowance of $50.00. 57. motor vehicle allowance 57.1 the managing director can authorise an employee to use an employee’s private vehicle for work related purposes and approve payment of a motor vehicle allowance. 57.2 the rate of motor vehicle allowance is the same as the rate determined by the “cents per kilometre” method used by the australian taxation office. 58. additional role allowances 58.1 the managing director will approve payment of an additional role allowance of $28 per fortnight, fixed for the life of this agreement, for employees performing one or more of the following roles: (a) first aid officer; (b) fire warden or deputy fire warden; (c)
defence housing australia-enterprise-agreement-2021.txt2202travelemployee will be paid a taxable part day travel allowance of $50.00. 57. motor vehicle allowance 57.1 the managing director can authorise an employee to use an employee’s private vehicle for work related purposes and approve payment of a motor vehicle allowance. 57.2 the rate of motor vehicle allowance is the same as the rate determined by the “cents per kilometre” method used by the australian taxation office. 58. additional role allowances 58.1 the managing director will approve payment of an additional role allowance of $28 per fortnight, fixed for the life of this agreement, for employees performing one or more of the following roles: (a) first aid officer; (b) fire warden or deputy fire warden; (c) harassment contact officer; and/or (d)
defence housing australia-enterprise-agreement-2021.txt2202travel allowanceemployee will be paid a taxable part day travel allowance of $50.00. 57. motor vehicle allowance 57.1 the managing director can authorise an employee to use an employee’s private vehicle for work related purposes and approve payment of a motor vehicle allowance. 57.2 the rate of motor vehicle allowance is the same as the rate determined by the “cents per kilometre” method used by the australian taxation office. 58. additional role allowances 58.1 the managing director will approve payment of an additional role allowance of $28 per fortnight, fixed for the life of this agreement, for employees performing one or more of the following roles: (a) first aid officer; (b) fire warden or deputy fire warden; (c) harassment contact officer; and/or (d)
defence housing australia-enterprise-agreement-2021.txt2636long service leavecount as service for long service leave purposes will not count as continuous service for severance pay purposes. 68.8 for the purposes of sub-clause 68.1, the employee’s salary will be the higher of: 68.9 (a) the employee’s annual base salary at their permanent classification level; or (b) the salary payable at a higher classification level where the employee has been temporarily performing work and has been paid at that higher classification level for a period of 12 months or more immediately preceding the date on which dha gave the employee notice of their termination. an employee will not be entitled to severance pay where dha offers the employee comparable employment and the employee refuses that offer. 69. notice of termination on retrenchment 69.1 where the employee is to be terminated or retrenched, the managing director will provide the employee with the notice of termination set out in
defence housing australia-enterprise-agreement-2021.txt2860long service leaveon that date, including accrued annual leave and long service leave, taking into account any relevant taxation legislation. 73.8 payment of an amount authorised by dha under sub-clause 73.7 shall be made to the executor of the former employee’s estate, the administrator of the former employee’s estate, the public trustee or such other person as the law requires in the jurisdiction pertaining to the former employee. 74. review of decisions to terminate employment 74.1 termination of, or a decision to terminate, employment cannot be reviewed under the dispute prevention and settlement procedures addressed in clause 71 of this agreement. 38 defence housing australia enterprise agreement 2021 appendix 1 - pay rates – classification structure pay dha level point salary from start of this
defence housing australia-enterprise-agreement-2021.txt3238travelthe place that the employee normally resides and travels to and from in order to meet employment obligations. a person who usually resides in the same dwelling as the employee, with common provision for food or other essentials for living. (a) means a spouse (includes a former spouse), de facto partner (includes a former de facto partner), child, foster child, parent, grandparent, grandchild or sibling of the employee; or (b) means a child, foster child, parent, grandparent, grandchild or sibling of a spouse (includes a former spouse) or de facto partner (includes a former de facto partner) of the employee; and (c) includes a member of the employee’s cultural kinship group or extended family where the employee is able to establish that the person has a similar relationship to that of a parent, grandparent, child, grandchild or sibling. means a certificate signed by a registered health practitioner. an employee who is a non-ongoing employee as defined by the public service act 1999. an employee who is an ongoing employee as defined by the public service act 1999. de facto partner means a person who, although not legally married to the employee, (a) lives with the employee in a relationship as a couple on a genuine domestic basis (whether the employee and the person are of the same sex or different sexes); and
defence housing australia-enterprise-agreement-2021.txt3505overtime5. dha undertakes that where an employee is required to work overtime not continuous with normal duty between 6:30pm and 6:30am monday to friday, the employee will be entitled to overtime in accordance with the provisions of clauses 32.4 to 32.6 of the agreement. these undertakings are provided on the basis of issues raised by the fair work commission in the application before the fair work commission. official
defence housing australia-enterprise-agreement-2021.txt3507overtimebe entitled to overtime in accordance with the provisions of clauses 32.4 to 32.6 of the agreement. these undertakings are provided on the basis of issues raised by the fair work commission in the application before the fair work commission. official
Treasury-Enterprise-Agreement-2018-21.txt260long service leavelong service leave; 1 1.5 ii. maternity leave; iii. superannuation; iv. work health and safety; v. safety, rehabilitation and compensation; and vi. review of actions. delegation a) the secretary may delegate to, or authorise, a person to perform any of the secretary’s powers or functions under this agreement.
Treasury-Enterprise-Agreement-2018-21.txt268maternity leavematernity leave; iii. superannuation; iv. work health and safety; v. safety, rehabilitation and compensation; and vi. review of actions. delegation a) the secretary may delegate to, or authorise, a person to perform any of the secretary’s powers or functions under this agreement. 1.6 individual flexibility arrangement a) the secretary and an employee covered by this agreement may agree to make an individual flexibility arrangement (ifa) to vary the effect of terms of the agreement if: i. the arrangement deals with one or more of the following matters:
Treasury-Enterprise-Agreement-2018-21.txt299overtime2) overtime rates; 3) penalty rates; 4) allowances; 5) leave and leave loading; 6) remuneration; and ii. the ifa meets the genuine needs of treasury and the employee in relation to one or more of the matters mentioned in clause 1.6(a)(i); and iii. the ifa is genuinely agreed to by the secretary and the employee. b) the secretary must ensure that the terms of the ifa: i. are about permitted matters under section 172 of the fair work act 2009; and ii. are not unlawful terms under section 194 of the fair work act 2009; and iii. result in the employee being better off overall than the employee would be if no arrangement was made. c) the secretary must ensure that the ifa:
Treasury-Enterprise-Agreement-2018-21.txt478bandwidtha) an employee’s normal hours are those hours and times, within the bandwidth, that the employee works on a regular basis. 2.2.2 full-time employees a) the ordinary hours of work for a full-time employee are 38 hours each week, which translates to a standard day of 7 hours and 36 minutes from monday to friday, within a bandwidth from 7 am to 7 pm. note: a manager and employee may agree to vary the bandwidth under clause 2.2.4. b) using flexible working hours, employees are not expected to work more than 10 hours in any given day. overtime (or, where agreed, time off in lieu of overtime for those who are entitled to overtime) will be paid for hours required by the manager to be worked outside the bandwidth or for work in excess of 10 hours on any one day, in accordance with clause 2.4.1. c) for this agreement, a standard day for the purposes of leave, attendance (including flextime) and payment of salary shall constitute the hours 8:30 am to 12:30 pm and 1:30 pm to 5:06 pm. d) for the purposes of section 62 of the fair work act 2009 (maximum weekly hours), the parties agree that the averaging periods will be successive 26 week periods beginning on the day this agreement comes into operation. 2.2.3 part-time employees a) any employee who has an agreement with their division head to work fewer hours than the standard week of 38 hours is a part-time employee. b) managers will facilitate requests from full-time employees for part-time work arrangements, subject to treasury’s operational requirements. all employees returning from parental, adoption or permanent foster care leave will have access to part-time
Treasury-Enterprise-Agreement-2018-21.txt486bandwidthbandwidth from 7 am to 7 pm. note: a manager and employee may agree to vary the bandwidth under clause 2.2.4. b) using flexible working hours, employees are not expected to work more than 10 hours in any given day. overtime (or, where agreed, time off in lieu of overtime for those who are entitled to overtime) will be paid for hours required by the manager to be worked outside the bandwidth or for work in excess of 10 hours on any one day, in accordance with clause 2.4.1. c) for this agreement, a standard day for the purposes of leave, attendance (including flextime) and payment of salary shall constitute the hours 8:30 am to 12:30 pm and 1:30 pm to 5:06 pm. d) for the purposes of section 62 of the fair work act 2009 (maximum weekly hours), the parties agree that the averaging periods will be successive 26 week periods beginning on the day this agreement comes into operation. 2.2.3 part-time employees a) any employee who has an agreement with their division head to work fewer hours than the standard week of 38 hours is a part-time employee. b) managers will facilitate requests from full-time employees for part-time work arrangements, subject to treasury’s operational requirements. all employees returning from parental, adoption or permanent foster care leave will have access to part-time work, where treasury’s operational requirements permit, at least up until the child has 5 reached school age. a manager must provide a written response to the request for part-time work arrangements stating whether the request has been granted or refused. c) the terms and conditions of employment of a part-time employee shall be, unless otherwise provided for in this agreement, those of full-time employees but reduced on
Treasury-Enterprise-Agreement-2018-21.txt487bandwidthnote: a manager and employee may agree to vary the bandwidth under clause 2.2.4. b) using flexible working hours, employees are not expected to work more than 10 hours in any given day. overtime (or, where agreed, time off in lieu of overtime for those who are entitled to overtime) will be paid for hours required by the manager to be worked outside the bandwidth or for work in excess of 10 hours on any one day, in accordance with clause 2.4.1. c) for this agreement, a standard day for the purposes of leave, attendance (including flextime) and payment of salary shall constitute the hours 8:30 am to 12:30 pm and 1:30 pm to 5:06 pm. d) for the purposes of section 62 of the fair work act 2009 (maximum weekly hours), the parties agree that the averaging periods will be successive 26 week periods beginning on the day this agreement comes into operation. 2.2.3 part-time employees a) any employee who has an agreement with their division head to work fewer hours than the standard week of 38 hours is a part-time employee. b) managers will facilitate requests from full-time employees for part-time work arrangements, subject to treasury’s operational requirements. all employees returning from parental, adoption or permanent foster care leave will have access to part-time work, where treasury’s operational requirements permit, at least up until the child has 5 reached school age. a manager must provide a written response to the request for part-time work arrangements stating whether the request has been granted or refused. c) the terms and conditions of employment of a part-time employee shall be, unless otherwise provided for in this agreement, those of full-time employees but reduced on a pro-rata basis (where appropriate) for the number of hours worked.
Treasury-Enterprise-Agreement-2018-21.txt489overtimein any given day. overtime (or, where agreed, time off in lieu of overtime for those who are entitled to overtime) will be paid for hours required by the manager to be worked outside the bandwidth or for work in excess of 10 hours on any one day, in accordance with clause 2.4.1. c) for this agreement, a standard day for the purposes of leave, attendance (including flextime) and payment of salary shall constitute the hours 8:30 am to 12:30 pm and 1:30 pm to 5:06 pm. d) for the purposes of section 62 of the fair work act 2009 (maximum weekly hours), the parties agree that the averaging periods will be successive 26 week periods beginning on the day this agreement comes into operation. 2.2.3 part-time employees a) any employee who has an agreement with their division head to work fewer hours than the standard week of 38 hours is a part-time employee. b) managers will facilitate requests from full-time employees for part-time work arrangements, subject to treasury’s operational requirements. all employees returning from parental, adoption or permanent foster care leave will have access to part-time work, where treasury’s operational requirements permit, at least up until the child has 5 reached school age. a manager must provide a written response to the request for part-time work arrangements stating whether the request has been granted or refused. c) the terms and conditions of employment of a part-time employee shall be, unless otherwise provided for in this agreement, those of full-time employees but reduced on a pro-rata basis (where appropriate) for the number of hours worked. d) an employee may return to full-time arrangements with the agreement of the division head. at the expiry of the part-time arrangement an employee has the right to revert
Treasury-Enterprise-Agreement-2018-21.txt490overtimeare entitled to overtime) will be paid for hours required by the manager to be worked outside the bandwidth or for work in excess of 10 hours on any one day, in accordance with clause 2.4.1. c) for this agreement, a standard day for the purposes of leave, attendance (including flextime) and payment of salary shall constitute the hours 8:30 am to 12:30 pm and 1:30 pm to 5:06 pm. d) for the purposes of section 62 of the fair work act 2009 (maximum weekly hours), the parties agree that the averaging periods will be successive 26 week periods beginning on the day this agreement comes into operation. 2.2.3 part-time employees a) any employee who has an agreement with their division head to work fewer hours than the standard week of 38 hours is a part-time employee. b) managers will facilitate requests from full-time employees for part-time work arrangements, subject to treasury’s operational requirements. all employees returning from parental, adoption or permanent foster care leave will have access to part-time work, where treasury’s operational requirements permit, at least up until the child has 5 reached school age. a manager must provide a written response to the request for part-time work arrangements stating whether the request has been granted or refused. c) the terms and conditions of employment of a part-time employee shall be, unless otherwise provided for in this agreement, those of full-time employees but reduced on a pro-rata basis (where appropriate) for the number of hours worked. d) an employee may return to full-time arrangements with the agreement of the division head. at the expiry of the part-time arrangement an employee has the right to revert to full-time work.
Treasury-Enterprise-Agreement-2018-21.txt491bandwidthoutside the bandwidth or for work in excess of 10 hours on any one day, in accordance with clause 2.4.1. c) for this agreement, a standard day for the purposes of leave, attendance (including flextime) and payment of salary shall constitute the hours 8:30 am to 12:30 pm and 1:30 pm to 5:06 pm. d) for the purposes of section 62 of the fair work act 2009 (maximum weekly hours), the parties agree that the averaging periods will be successive 26 week periods beginning on the day this agreement comes into operation. 2.2.3 part-time employees a) any employee who has an agreement with their division head to work fewer hours than the standard week of 38 hours is a part-time employee. b) managers will facilitate requests from full-time employees for part-time work arrangements, subject to treasury’s operational requirements. all employees returning from parental, adoption or permanent foster care leave will have access to part-time work, where treasury’s operational requirements permit, at least up until the child has 5 reached school age. a manager must provide a written response to the request for part-time work arrangements stating whether the request has been granted or refused. c) the terms and conditions of employment of a part-time employee shall be, unless otherwise provided for in this agreement, those of full-time employees but reduced on a pro-rata basis (where appropriate) for the number of hours worked. d) an employee may return to full-time arrangements with the agreement of the division head. at the expiry of the part-time arrangement an employee has the right to revert to full-time work. e) agreed part-time hours will be within the 7 am to 7 pm bandwidth.
Treasury-Enterprise-Agreement-2018-21.txt494flextimeflextime) and payment of salary shall constitute the hours 8:30 am to 12:30 pm and 1:30 pm to 5:06 pm. d) for the purposes of section 62 of the fair work act 2009 (maximum weekly hours), the parties agree that the averaging periods will be successive 26 week periods beginning on the day this agreement comes into operation. 2.2.3 part-time employees a) any employee who has an agreement with their division head to work fewer hours than the standard week of 38 hours is a part-time employee. b) managers will facilitate requests from full-time employees for part-time work arrangements, subject to treasury’s operational requirements. all employees returning from parental, adoption or permanent foster care leave will have access to part-time work, where treasury’s operational requirements permit, at least up until the child has 5 reached school age. a manager must provide a written response to the request for part-time work arrangements stating whether the request has been granted or refused. c) the terms and conditions of employment of a part-time employee shall be, unless otherwise provided for in this agreement, those of full-time employees but reduced on a pro-rata basis (where appropriate) for the number of hours worked. d) an employee may return to full-time arrangements with the agreement of the division head. at the expiry of the part-time arrangement an employee has the right to revert to full-time work. e) agreed part-time hours will be within the 7 am to 7 pm bandwidth. note: a manager and employee may agree to vary the bandwidth under clause 2.2.4. f)
Treasury-Enterprise-Agreement-2018-21.txt520bandwidthe) agreed part-time hours will be within the 7 am to 7 pm bandwidth. note: a manager and employee may agree to vary the bandwidth under clause 2.2.4. f) 2.2.4 no full-time employee will be compelled to change to part-time arrangements. variation of hours a) the 7 am to 7 pm bandwidth may be varied if the employee and manager agree, having regard to operational requirements, provided the length of the bandwidth period remains a minimum of 12 continuous hours. b) the bandwidth as varied will be taken to be the bandwidth for that employee for all purposes under this agreement (including for the purposes of determining an employee’s eligibility to receive overtime payments). 2.2.5 regular breaks a) an employee should not work more than five hours without a break of at least 30 minutes. 2.3 flextime a) employees at or below the aps 6 level are entitled to access flextime. further information can be found in the policy relating to flextime. b) flextime arrangements include the following features: i.
Treasury-Enterprise-Agreement-2018-21.txt521bandwidthnote: a manager and employee may agree to vary the bandwidth under clause 2.2.4. f) 2.2.4 no full-time employee will be compelled to change to part-time arrangements. variation of hours a) the 7 am to 7 pm bandwidth may be varied if the employee and manager agree, having regard to operational requirements, provided the length of the bandwidth period remains a minimum of 12 continuous hours. b) the bandwidth as varied will be taken to be the bandwidth for that employee for all purposes under this agreement (including for the purposes of determining an employee’s eligibility to receive overtime payments). 2.2.5 regular breaks a) an employee should not work more than five hours without a break of at least 30 minutes. 2.3 flextime a) employees at or below the aps 6 level are entitled to access flextime. further information can be found in the policy relating to flextime. b) flextime arrangements include the following features: i. an employee may carry over a maximum of 38 hours as a flex credit or up to
Treasury-Enterprise-Agreement-2018-21.txt529bandwidtha) the 7 am to 7 pm bandwidth may be varied if the employee and manager agree, having regard to operational requirements, provided the length of the bandwidth period remains a minimum of 12 continuous hours. b) the bandwidth as varied will be taken to be the bandwidth for that employee for all purposes under this agreement (including for the purposes of determining an employee’s eligibility to receive overtime payments). 2.2.5 regular breaks a) an employee should not work more than five hours without a break of at least 30 minutes. 2.3 flextime a) employees at or below the aps 6 level are entitled to access flextime. further information can be found in the policy relating to flextime. b) flextime arrangements include the following features: i. an employee may carry over a maximum of 38 hours as a flex credit or up to 10 hours as a flex debit into the next settlement period. ii. a settlement period is a four week period. iii.
Treasury-Enterprise-Agreement-2018-21.txt530bandwidthregard to operational requirements, provided the length of the bandwidth period remains a minimum of 12 continuous hours. b) the bandwidth as varied will be taken to be the bandwidth for that employee for all purposes under this agreement (including for the purposes of determining an employee’s eligibility to receive overtime payments). 2.2.5 regular breaks a) an employee should not work more than five hours without a break of at least 30 minutes. 2.3 flextime a) employees at or below the aps 6 level are entitled to access flextime. further information can be found in the policy relating to flextime. b) flextime arrangements include the following features: i. an employee may carry over a maximum of 38 hours as a flex credit or up to 10 hours as a flex debit into the next settlement period. ii. a settlement period is a four week period. iii. an employee may take up to five days as flextime in any one settlement period,
Treasury-Enterprise-Agreement-2018-21.txt532bandwidthb) the bandwidth as varied will be taken to be the bandwidth for that employee for all purposes under this agreement (including for the purposes of determining an employee’s eligibility to receive overtime payments). 2.2.5 regular breaks a) an employee should not work more than five hours without a break of at least 30 minutes. 2.3 flextime a) employees at or below the aps 6 level are entitled to access flextime. further information can be found in the policy relating to flextime. b) flextime arrangements include the following features: i. an employee may carry over a maximum of 38 hours as a flex credit or up to 10 hours as a flex debit into the next settlement period. ii. a settlement period is a four week period. iii. an employee may take up to five days as flextime in any one settlement period, subject to operational requirements.
Treasury-Enterprise-Agreement-2018-21.txt534overtimeemployee’s eligibility to receive overtime payments). 2.2.5 regular breaks a) an employee should not work more than five hours without a break of at least 30 minutes. 2.3 flextime a) employees at or below the aps 6 level are entitled to access flextime. further information can be found in the policy relating to flextime. b) flextime arrangements include the following features: i. an employee may carry over a maximum of 38 hours as a flex credit or up to 10 hours as a flex debit into the next settlement period. ii. a settlement period is a four week period. iii. an employee may take up to five days as flextime in any one settlement period, subject to operational requirements. 6
Treasury-Enterprise-Agreement-2018-21.txt544flextimeflextime a) employees at or below the aps 6 level are entitled to access flextime. further information can be found in the policy relating to flextime. b) flextime arrangements include the following features: i. an employee may carry over a maximum of 38 hours as a flex credit or up to 10 hours as a flex debit into the next settlement period. ii. a settlement period is a four week period. iii. an employee may take up to five days as flextime in any one settlement period, subject to operational requirements. 6 2.4 overtime and time off in lieu 2.4.1 aps level employees: overtime and time off in lieu a) overtime is payable to employees at or below aps 6 level. b) overtime will be paid at the appropriate penalty rate as prescribed in clause 2.4.1 for hours worked outside the bandwidth or in excess of 10 hours on any one day, with the
Treasury-Enterprise-Agreement-2018-21.txt545flextimea) employees at or below the aps 6 level are entitled to access flextime. further information can be found in the policy relating to flextime. b) flextime arrangements include the following features: i. an employee may carry over a maximum of 38 hours as a flex credit or up to 10 hours as a flex debit into the next settlement period. ii. a settlement period is a four week period. iii. an employee may take up to five days as flextime in any one settlement period, subject to operational requirements. 6 2.4 overtime and time off in lieu 2.4.1 aps level employees: overtime and time off in lieu a) overtime is payable to employees at or below aps 6 level. b) overtime will be paid at the appropriate penalty rate as prescribed in clause 2.4.1 for hours worked outside the bandwidth or in excess of 10 hours on any one day, with the approval of an employee’s manager.
Treasury-Enterprise-Agreement-2018-21.txt546flextimeinformation can be found in the policy relating to flextime. b) flextime arrangements include the following features: i. an employee may carry over a maximum of 38 hours as a flex credit or up to 10 hours as a flex debit into the next settlement period. ii. a settlement period is a four week period. iii. an employee may take up to five days as flextime in any one settlement period, subject to operational requirements. 6 2.4 overtime and time off in lieu 2.4.1 aps level employees: overtime and time off in lieu a) overtime is payable to employees at or below aps 6 level. b) overtime will be paid at the appropriate penalty rate as prescribed in clause 2.4.1 for hours worked outside the bandwidth or in excess of 10 hours on any one day, with the approval of an employee’s manager. note: a manager and employee may agree to vary the bandwidth under clause 2.2.4.
Treasury-Enterprise-Agreement-2018-21.txt547flextimeb) flextime arrangements include the following features: i. an employee may carry over a maximum of 38 hours as a flex credit or up to 10 hours as a flex debit into the next settlement period. ii. a settlement period is a four week period. iii. an employee may take up to five days as flextime in any one settlement period, subject to operational requirements. 6 2.4 overtime and time off in lieu 2.4.1 aps level employees: overtime and time off in lieu a) overtime is payable to employees at or below aps 6 level. b) overtime will be paid at the appropriate penalty rate as prescribed in clause 2.4.1 for hours worked outside the bandwidth or in excess of 10 hours on any one day, with the approval of an employee’s manager. note: a manager and employee may agree to vary the bandwidth under clause 2.2.4. c) for part-time employees at these levels, overtime is work performed at the direction of
Treasury-Enterprise-Agreement-2018-21.txt559flextimean employee may take up to five days as flextime in any one settlement period, subject to operational requirements. 6 2.4 overtime and time off in lieu 2.4.1 aps level employees: overtime and time off in lieu a) overtime is payable to employees at or below aps 6 level. b) overtime will be paid at the appropriate penalty rate as prescribed in clause 2.4.1 for hours worked outside the bandwidth or in excess of 10 hours on any one day, with the approval of an employee’s manager. note: a manager and employee may agree to vary the bandwidth under clause 2.2.4. c) for part-time employees at these levels, overtime is work performed at the direction of a manager which is not continuous with the employee’s agreed or specified hours or is beyond the total hours of work specified for the employee. d) for an employee eligible to receive overtime payments, overtime hours worked will be paid at the following penalty rates: i. overtime worked monday to saturday will be paid at the rate of time and a quarter for the first three hours each day and time and a half thereafter. ii. overtime worked on sunday will be paid at the rate of time and a half.
Treasury-Enterprise-Agreement-2018-21.txt566overtimeovertime and time off in lieu 2.4.1 aps level employees: overtime and time off in lieu a) overtime is payable to employees at or below aps 6 level. b) overtime will be paid at the appropriate penalty rate as prescribed in clause 2.4.1 for hours worked outside the bandwidth or in excess of 10 hours on any one day, with the approval of an employee’s manager. note: a manager and employee may agree to vary the bandwidth under clause 2.2.4. c) for part-time employees at these levels, overtime is work performed at the direction of a manager which is not continuous with the employee’s agreed or specified hours or is beyond the total hours of work specified for the employee. d) for an employee eligible to receive overtime payments, overtime hours worked will be paid at the following penalty rates: i. overtime worked monday to saturday will be paid at the rate of time and a quarter for the first three hours each day and time and a half thereafter. ii. overtime worked on sunday will be paid at the rate of time and a half. emergency duty, where no notice is given to the employee prior to ceasing ordinary duty, will also be paid at the rate of time and a half. iii. overtime worked on a public holiday will be paid at the rate of double time. duty on a public holiday, not in excess of the prescribed weekly hours (that is duty
Treasury-Enterprise-Agreement-2018-21.txt570overtimeaps level employees: overtime and time off in lieu a) overtime is payable to employees at or below aps 6 level. b) overtime will be paid at the appropriate penalty rate as prescribed in clause 2.4.1 for hours worked outside the bandwidth or in excess of 10 hours on any one day, with the approval of an employee’s manager. note: a manager and employee may agree to vary the bandwidth under clause 2.2.4. c) for part-time employees at these levels, overtime is work performed at the direction of a manager which is not continuous with the employee’s agreed or specified hours or is beyond the total hours of work specified for the employee. d) for an employee eligible to receive overtime payments, overtime hours worked will be paid at the following penalty rates: i. overtime worked monday to saturday will be paid at the rate of time and a quarter for the first three hours each day and time and a half thereafter. ii. overtime worked on sunday will be paid at the rate of time and a half. emergency duty, where no notice is given to the employee prior to ceasing ordinary duty, will also be paid at the rate of time and a half. iii. overtime worked on a public holiday will be paid at the rate of double time. duty on a public holiday, not in excess of the prescribed weekly hours (that is duty during prescribed standard hours) will be payable at ordinary time in addition to payment for the holiday. e) where overtime is continuous with ordinary duty, overtime payments will be made for
Treasury-Enterprise-Agreement-2018-21.txt571overtimea) overtime is payable to employees at or below aps 6 level. b) overtime will be paid at the appropriate penalty rate as prescribed in clause 2.4.1 for hours worked outside the bandwidth or in excess of 10 hours on any one day, with the approval of an employee’s manager. note: a manager and employee may agree to vary the bandwidth under clause 2.2.4. c) for part-time employees at these levels, overtime is work performed at the direction of a manager which is not continuous with the employee’s agreed or specified hours or is beyond the total hours of work specified for the employee. d) for an employee eligible to receive overtime payments, overtime hours worked will be paid at the following penalty rates: i. overtime worked monday to saturday will be paid at the rate of time and a quarter for the first three hours each day and time and a half thereafter. ii. overtime worked on sunday will be paid at the rate of time and a half. emergency duty, where no notice is given to the employee prior to ceasing ordinary duty, will also be paid at the rate of time and a half. iii. overtime worked on a public holiday will be paid at the rate of double time. duty on a public holiday, not in excess of the prescribed weekly hours (that is duty during prescribed standard hours) will be payable at ordinary time in addition to payment for the holiday. e) where overtime is continuous with ordinary duty, overtime payments will be made for hours actually worked (that is, there will be no minimum period for which overtime will
Treasury-Enterprise-Agreement-2018-21.txt572overtimeb) overtime will be paid at the appropriate penalty rate as prescribed in clause 2.4.1 for hours worked outside the bandwidth or in excess of 10 hours on any one day, with the approval of an employee’s manager. note: a manager and employee may agree to vary the bandwidth under clause 2.2.4. c) for part-time employees at these levels, overtime is work performed at the direction of a manager which is not continuous with the employee’s agreed or specified hours or is beyond the total hours of work specified for the employee. d) for an employee eligible to receive overtime payments, overtime hours worked will be paid at the following penalty rates: i. overtime worked monday to saturday will be paid at the rate of time and a quarter for the first three hours each day and time and a half thereafter. ii. overtime worked on sunday will be paid at the rate of time and a half. emergency duty, where no notice is given to the employee prior to ceasing ordinary duty, will also be paid at the rate of time and a half. iii. overtime worked on a public holiday will be paid at the rate of double time. duty on a public holiday, not in excess of the prescribed weekly hours (that is duty during prescribed standard hours) will be payable at ordinary time in addition to payment for the holiday. e) where overtime is continuous with ordinary duty, overtime payments will be made for hours actually worked (that is, there will be no minimum period for which overtime will be paid). where overtime is not continuous, or where overtime constitutes emergency
Treasury-Enterprise-Agreement-2018-21.txt573bandwidthhours worked outside the bandwidth or in excess of 10 hours on any one day, with the approval of an employee’s manager. note: a manager and employee may agree to vary the bandwidth under clause 2.2.4. c) for part-time employees at these levels, overtime is work performed at the direction of a manager which is not continuous with the employee’s agreed or specified hours or is beyond the total hours of work specified for the employee. d) for an employee eligible to receive overtime payments, overtime hours worked will be paid at the following penalty rates: i. overtime worked monday to saturday will be paid at the rate of time and a quarter for the first three hours each day and time and a half thereafter. ii. overtime worked on sunday will be paid at the rate of time and a half. emergency duty, where no notice is given to the employee prior to ceasing ordinary duty, will also be paid at the rate of time and a half. iii. overtime worked on a public holiday will be paid at the rate of double time. duty on a public holiday, not in excess of the prescribed weekly hours (that is duty during prescribed standard hours) will be payable at ordinary time in addition to payment for the holiday. e) where overtime is continuous with ordinary duty, overtime payments will be made for hours actually worked (that is, there will be no minimum period for which overtime will be paid). where overtime is not continuous, or where overtime constitutes emergency duty, payment for each separate overtime attendance will be for a minimum of
Treasury-Enterprise-Agreement-2018-21.txt575bandwidthnote: a manager and employee may agree to vary the bandwidth under clause 2.2.4. c) for part-time employees at these levels, overtime is work performed at the direction of a manager which is not continuous with the employee’s agreed or specified hours or is beyond the total hours of work specified for the employee. d) for an employee eligible to receive overtime payments, overtime hours worked will be paid at the following penalty rates: i. overtime worked monday to saturday will be paid at the rate of time and a quarter for the first three hours each day and time and a half thereafter. ii. overtime worked on sunday will be paid at the rate of time and a half. emergency duty, where no notice is given to the employee prior to ceasing ordinary duty, will also be paid at the rate of time and a half. iii. overtime worked on a public holiday will be paid at the rate of double time. duty on a public holiday, not in excess of the prescribed weekly hours (that is duty during prescribed standard hours) will be payable at ordinary time in addition to payment for the holiday. e) where overtime is continuous with ordinary duty, overtime payments will be made for hours actually worked (that is, there will be no minimum period for which overtime will be paid). where overtime is not continuous, or where overtime constitutes emergency duty, payment for each separate overtime attendance will be for a minimum of two hours. f)
Treasury-Enterprise-Agreement-2018-21.txt576overtimec) for part-time employees at these levels, overtime is work performed at the direction of a manager which is not continuous with the employee’s agreed or specified hours or is beyond the total hours of work specified for the employee. d) for an employee eligible to receive overtime payments, overtime hours worked will be paid at the following penalty rates: i. overtime worked monday to saturday will be paid at the rate of time and a quarter for the first three hours each day and time and a half thereafter. ii. overtime worked on sunday will be paid at the rate of time and a half. emergency duty, where no notice is given to the employee prior to ceasing ordinary duty, will also be paid at the rate of time and a half. iii. overtime worked on a public holiday will be paid at the rate of double time. duty on a public holiday, not in excess of the prescribed weekly hours (that is duty during prescribed standard hours) will be payable at ordinary time in addition to payment for the holiday. e) where overtime is continuous with ordinary duty, overtime payments will be made for hours actually worked (that is, there will be no minimum period for which overtime will be paid). where overtime is not continuous, or where overtime constitutes emergency duty, payment for each separate overtime attendance will be for a minimum of two hours. f)
Treasury-Enterprise-Agreement-2018-21.txt579overtimed) for an employee eligible to receive overtime payments, overtime hours worked will be paid at the following penalty rates: i. overtime worked monday to saturday will be paid at the rate of time and a quarter for the first three hours each day and time and a half thereafter. ii. overtime worked on sunday will be paid at the rate of time and a half. emergency duty, where no notice is given to the employee prior to ceasing ordinary duty, will also be paid at the rate of time and a half. iii. overtime worked on a public holiday will be paid at the rate of double time. duty on a public holiday, not in excess of the prescribed weekly hours (that is duty during prescribed standard hours) will be payable at ordinary time in addition to payment for the holiday. e) where overtime is continuous with ordinary duty, overtime payments will be made for hours actually worked (that is, there will be no minimum period for which overtime will be paid). where overtime is not continuous, or where overtime constitutes emergency duty, payment for each separate overtime attendance will be for a minimum of two hours. f) where an employee is directed to work outside the bandwidth by their manager, the employee will be entitled to an eight hour break plus reasonable travelling time before commencing work again. if the break occurs during standard working hours, then the
Treasury-Enterprise-Agreement-2018-21.txt583overtimeovertime worked monday to saturday will be paid at the rate of time and a quarter for the first three hours each day and time and a half thereafter. ii. overtime worked on sunday will be paid at the rate of time and a half. emergency duty, where no notice is given to the employee prior to ceasing ordinary duty, will also be paid at the rate of time and a half. iii. overtime worked on a public holiday will be paid at the rate of double time. duty on a public holiday, not in excess of the prescribed weekly hours (that is duty during prescribed standard hours) will be payable at ordinary time in addition to payment for the holiday. e) where overtime is continuous with ordinary duty, overtime payments will be made for hours actually worked (that is, there will be no minimum period for which overtime will be paid). where overtime is not continuous, or where overtime constitutes emergency duty, payment for each separate overtime attendance will be for a minimum of two hours. f) where an employee is directed to work outside the bandwidth by their manager, the employee will be entitled to an eight hour break plus reasonable travelling time before commencing work again. if the break occurs during standard working hours, then the employee will receive their normal salary during that period. g) clause 2.4.1(f) does not apply to an employee who is directed to work outside the bandwidth for a period of two hours or less and the period of work commences no
Treasury-Enterprise-Agreement-2018-21.txt588overtimeovertime worked on sunday will be paid at the rate of time and a half. emergency duty, where no notice is given to the employee prior to ceasing ordinary duty, will also be paid at the rate of time and a half. iii. overtime worked on a public holiday will be paid at the rate of double time. duty on a public holiday, not in excess of the prescribed weekly hours (that is duty during prescribed standard hours) will be payable at ordinary time in addition to payment for the holiday. e) where overtime is continuous with ordinary duty, overtime payments will be made for hours actually worked (that is, there will be no minimum period for which overtime will be paid). where overtime is not continuous, or where overtime constitutes emergency duty, payment for each separate overtime attendance will be for a minimum of two hours. f) where an employee is directed to work outside the bandwidth by their manager, the employee will be entitled to an eight hour break plus reasonable travelling time before commencing work again. if the break occurs during standard working hours, then the employee will receive their normal salary during that period. g) clause 2.4.1(f) does not apply to an employee who is directed to work outside the bandwidth for a period of two hours or less and the period of work commences no earlier than two hours before the beginning of the bandwidth. h) where a break as described in clause 2.4.1(f) is not possible due to operational requirements as approved by the employee’s manager, the employee will be paid for subsequent periods of work at the rate of time and a half of the employee’s salary until the employee has taken an eight hour break.
Treasury-Enterprise-Agreement-2018-21.txt594overtimeovertime worked on a public holiday will be paid at the rate of double time. duty on a public holiday, not in excess of the prescribed weekly hours (that is duty during prescribed standard hours) will be payable at ordinary time in addition to payment for the holiday. e) where overtime is continuous with ordinary duty, overtime payments will be made for hours actually worked (that is, there will be no minimum period for which overtime will be paid). where overtime is not continuous, or where overtime constitutes emergency duty, payment for each separate overtime attendance will be for a minimum of two hours. f) where an employee is directed to work outside the bandwidth by their manager, the employee will be entitled to an eight hour break plus reasonable travelling time before commencing work again. if the break occurs during standard working hours, then the employee will receive their normal salary during that period. g) clause 2.4.1(f) does not apply to an employee who is directed to work outside the bandwidth for a period of two hours or less and the period of work commences no earlier than two hours before the beginning of the bandwidth. h) where a break as described in clause 2.4.1(f) is not possible due to operational requirements as approved by the employee’s manager, the employee will be paid for subsequent periods of work at the rate of time and a half of the employee’s salary until the employee has taken an eight hour break. 7 2.4.2 i)
Treasury-Enterprise-Agreement-2018-21.txt599overtimee) where overtime is continuous with ordinary duty, overtime payments will be made for hours actually worked (that is, there will be no minimum period for which overtime will be paid). where overtime is not continuous, or where overtime constitutes emergency duty, payment for each separate overtime attendance will be for a minimum of two hours. f) where an employee is directed to work outside the bandwidth by their manager, the employee will be entitled to an eight hour break plus reasonable travelling time before commencing work again. if the break occurs during standard working hours, then the employee will receive their normal salary during that period. g) clause 2.4.1(f) does not apply to an employee who is directed to work outside the bandwidth for a period of two hours or less and the period of work commences no earlier than two hours before the beginning of the bandwidth. h) where a break as described in clause 2.4.1(f) is not possible due to operational requirements as approved by the employee’s manager, the employee will be paid for subsequent periods of work at the rate of time and a half of the employee’s salary until the employee has taken an eight hour break. 7 2.4.2 i) where agreed with managers, employees may take time off in lieu of overtime at the appropriate penalty rate specified in clause 2.4.1. j)
Treasury-Enterprise-Agreement-2018-21.txt600overtimehours actually worked (that is, there will be no minimum period for which overtime will be paid). where overtime is not continuous, or where overtime constitutes emergency duty, payment for each separate overtime attendance will be for a minimum of two hours. f) where an employee is directed to work outside the bandwidth by their manager, the employee will be entitled to an eight hour break plus reasonable travelling time before commencing work again. if the break occurs during standard working hours, then the employee will receive their normal salary during that period. g) clause 2.4.1(f) does not apply to an employee who is directed to work outside the bandwidth for a period of two hours or less and the period of work commences no earlier than two hours before the beginning of the bandwidth. h) where a break as described in clause 2.4.1(f) is not possible due to operational requirements as approved by the employee’s manager, the employee will be paid for subsequent periods of work at the rate of time and a half of the employee’s salary until the employee has taken an eight hour break. 7 2.4.2 i) where agreed with managers, employees may take time off in lieu of overtime at the appropriate penalty rate specified in clause 2.4.1. j)
Treasury-Enterprise-Agreement-2018-21.txt601overtimebe paid). where overtime is not continuous, or where overtime constitutes emergency duty, payment for each separate overtime attendance will be for a minimum of two hours. f) where an employee is directed to work outside the bandwidth by their manager, the employee will be entitled to an eight hour break plus reasonable travelling time before commencing work again. if the break occurs during standard working hours, then the employee will receive their normal salary during that period. g) clause 2.4.1(f) does not apply to an employee who is directed to work outside the bandwidth for a period of two hours or less and the period of work commences no earlier than two hours before the beginning of the bandwidth. h) where a break as described in clause 2.4.1(f) is not possible due to operational requirements as approved by the employee’s manager, the employee will be paid for subsequent periods of work at the rate of time and a half of the employee’s salary until the employee has taken an eight hour break. 7 2.4.2 i) where agreed with managers, employees may take time off in lieu of overtime at the appropriate penalty rate specified in clause 2.4.1. j) where time off in lieu of payment of overtime has been agreed, but the employee has
Treasury-Enterprise-Agreement-2018-21.txt602overtimeduty, payment for each separate overtime attendance will be for a minimum of two hours. f) where an employee is directed to work outside the bandwidth by their manager, the employee will be entitled to an eight hour break plus reasonable travelling time before commencing work again. if the break occurs during standard working hours, then the employee will receive their normal salary during that period. g) clause 2.4.1(f) does not apply to an employee who is directed to work outside the bandwidth for a period of two hours or less and the period of work commences no earlier than two hours before the beginning of the bandwidth. h) where a break as described in clause 2.4.1(f) is not possible due to operational requirements as approved by the employee’s manager, the employee will be paid for subsequent periods of work at the rate of time and a half of the employee’s salary until the employee has taken an eight hour break. 7 2.4.2 i) where agreed with managers, employees may take time off in lieu of overtime at the appropriate penalty rate specified in clause 2.4.1. j) where time off in lieu of payment of overtime has been agreed, but the employee has not been granted that time off within four weeks or another agreed period due to
Treasury-Enterprise-Agreement-2018-21.txt606bandwidthwhere an employee is directed to work outside the bandwidth by their manager, the employee will be entitled to an eight hour break plus reasonable travelling time before commencing work again. if the break occurs during standard working hours, then the employee will receive their normal salary during that period. g) clause 2.4.1(f) does not apply to an employee who is directed to work outside the bandwidth for a period of two hours or less and the period of work commences no earlier than two hours before the beginning of the bandwidth. h) where a break as described in clause 2.4.1(f) is not possible due to operational requirements as approved by the employee’s manager, the employee will be paid for subsequent periods of work at the rate of time and a half of the employee’s salary until the employee has taken an eight hour break. 7 2.4.2 i) where agreed with managers, employees may take time off in lieu of overtime at the appropriate penalty rate specified in clause 2.4.1. j) where time off in lieu of payment of overtime has been agreed, but the employee has not been granted that time off within four weeks or another agreed period due to operational requirements, the employee may elect to receive payment of the original entitlement. executive level employees: flexible hours and time off in lieu
Treasury-Enterprise-Agreement-2018-21.txt607travelemployee will be entitled to an eight hour break plus reasonable travelling time before commencing work again. if the break occurs during standard working hours, then the employee will receive their normal salary during that period. g) clause 2.4.1(f) does not apply to an employee who is directed to work outside the bandwidth for a period of two hours or less and the period of work commences no earlier than two hours before the beginning of the bandwidth. h) where a break as described in clause 2.4.1(f) is not possible due to operational requirements as approved by the employee’s manager, the employee will be paid for subsequent periods of work at the rate of time and a half of the employee’s salary until the employee has taken an eight hour break. 7 2.4.2 i) where agreed with managers, employees may take time off in lieu of overtime at the appropriate penalty rate specified in clause 2.4.1. j) where time off in lieu of payment of overtime has been agreed, but the employee has not been granted that time off within four weeks or another agreed period due to operational requirements, the employee may elect to receive payment of the original entitlement. executive level employees: flexible hours and time off in lieu a) employees at the executive levels 1 and 2 are able to work flexible hours, under
Treasury-Enterprise-Agreement-2018-21.txt612bandwidthbandwidth for a period of two hours or less and the period of work commences no earlier than two hours before the beginning of the bandwidth. h) where a break as described in clause 2.4.1(f) is not possible due to operational requirements as approved by the employee’s manager, the employee will be paid for subsequent periods of work at the rate of time and a half of the employee’s salary until the employee has taken an eight hour break. 7 2.4.2 i) where agreed with managers, employees may take time off in lieu of overtime at the appropriate penalty rate specified in clause 2.4.1. j) where time off in lieu of payment of overtime has been agreed, but the employee has not been granted that time off within four weeks or another agreed period due to operational requirements, the employee may elect to receive payment of the original entitlement. executive level employees: flexible hours and time off in lieu a) employees at the executive levels 1 and 2 are able to work flexible hours, under treasury’s time off in lieu (toil) system. this means that variations in attendance times and absences, including for part-day or full-day absences may be approved by managers without the need for a leave application. further information on toil can be found in the toil guidelines.
Treasury-Enterprise-Agreement-2018-21.txt613bandwidthearlier than two hours before the beginning of the bandwidth. h) where a break as described in clause 2.4.1(f) is not possible due to operational requirements as approved by the employee’s manager, the employee will be paid for subsequent periods of work at the rate of time and a half of the employee’s salary until the employee has taken an eight hour break. 7 2.4.2 i) where agreed with managers, employees may take time off in lieu of overtime at the appropriate penalty rate specified in clause 2.4.1. j) where time off in lieu of payment of overtime has been agreed, but the employee has not been granted that time off within four weeks or another agreed period due to operational requirements, the employee may elect to receive payment of the original entitlement. executive level employees: flexible hours and time off in lieu a) employees at the executive levels 1 and 2 are able to work flexible hours, under treasury’s time off in lieu (toil) system. this means that variations in attendance times and absences, including for part-day or full-day absences may be approved by managers without the need for a leave application. further information on toil can be found in the toil guidelines. 2.5
Treasury-Enterprise-Agreement-2018-21.txt625overtimewhere agreed with managers, employees may take time off in lieu of overtime at the appropriate penalty rate specified in clause 2.4.1. j) where time off in lieu of payment of overtime has been agreed, but the employee has not been granted that time off within four weeks or another agreed period due to operational requirements, the employee may elect to receive payment of the original entitlement. executive level employees: flexible hours and time off in lieu a) employees at the executive levels 1 and 2 are able to work flexible hours, under treasury’s time off in lieu (toil) system. this means that variations in attendance times and absences, including for part-day or full-day absences may be approved by managers without the need for a leave application. further information on toil can be found in the toil guidelines. 2.5 public holidays a) employees will be entitled to the following public holidays: i. new year’s day (1 january); ii. australia day (26 january); iii.
Treasury-Enterprise-Agreement-2018-21.txt630overtimewhere time off in lieu of payment of overtime has been agreed, but the employee has not been granted that time off within four weeks or another agreed period due to operational requirements, the employee may elect to receive payment of the original entitlement. executive level employees: flexible hours and time off in lieu a) employees at the executive levels 1 and 2 are able to work flexible hours, under treasury’s time off in lieu (toil) system. this means that variations in attendance times and absences, including for part-day or full-day absences may be approved by managers without the need for a leave application. further information on toil can be found in the toil guidelines. 2.5 public holidays a) employees will be entitled to the following public holidays: i. new year’s day (1 january); ii. australia day (26 january); iii. good friday; iv.
Treasury-Enterprise-Agreement-2018-21.txt699long service leavelong service leave, maternity and primary carer leave or adoption and permanent foster care leave there is no entitlement to receive payment as a public holiday. payment for that day would be in accordance with the entitlement for that form of leave (for example if on long service leave half pay, payment is on half pay). 2.6 christmas closedown a) treasury will close its normal operations from the close of business on the last working day before christmas day, with business resuming on the first working day after new year’s day (christmas closedown). b) employees will be provided with time off between christmas and new year’s day and will be paid in accordance with their ordinary hours of work. where an employee is absent on long service leave, maternity and primary carer leave, or adoption and permanent foster care leave, payment for christmas closedown will be in accordance with the entitlement for that form of leave (for example if on long service leave at half pay, payment is at half pay). c) with the exception of long service leave, maternity and primary carer leave or adoption and permanent foster care leave there will be no deduction from paid leave credits for the christmas closedown. d) if an employee is directed to work on any of the working days during christmas closedown, then the employee may elect to have their credit of annual leave increased by the equivalent period, or to receive the equivalent period as time off in lieu. in addition, employees who are directed to work on the first work day after the boxing day public holiday will be paid as if it were a public holiday. e) a part-time employee as defined in clause 2.2.3 who would not usually work one or more of the working days between christmas day and new year’s day will be granted a period of absence equal to 20 per cent of their weekly part-time hours for each of the days on which they would not usually work. f)
Treasury-Enterprise-Agreement-2018-21.txt702long service leaveexample if on long service leave half pay, payment is on half pay). 2.6 christmas closedown a) treasury will close its normal operations from the close of business on the last working day before christmas day, with business resuming on the first working day after new year’s day (christmas closedown). b) employees will be provided with time off between christmas and new year’s day and will be paid in accordance with their ordinary hours of work. where an employee is absent on long service leave, maternity and primary carer leave, or adoption and permanent foster care leave, payment for christmas closedown will be in accordance with the entitlement for that form of leave (for example if on long service leave at half pay, payment is at half pay). c) with the exception of long service leave, maternity and primary carer leave or adoption and permanent foster care leave there will be no deduction from paid leave credits for the christmas closedown. d) if an employee is directed to work on any of the working days during christmas closedown, then the employee may elect to have their credit of annual leave increased by the equivalent period, or to receive the equivalent period as time off in lieu. in addition, employees who are directed to work on the first work day after the boxing day public holiday will be paid as if it were a public holiday. e) a part-time employee as defined in clause 2.2.3 who would not usually work one or more of the working days between christmas day and new year’s day will be granted a period of absence equal to 20 per cent of their weekly part-time hours for each of the days on which they would not usually work. f) an absence under clause 2.6 will count as service for all purposes.
Treasury-Enterprise-Agreement-2018-21.txt712long service leaveabsent on long service leave, maternity and primary carer leave, or adoption and permanent foster care leave, payment for christmas closedown will be in accordance with the entitlement for that form of leave (for example if on long service leave at half pay, payment is at half pay). c) with the exception of long service leave, maternity and primary carer leave or adoption and permanent foster care leave there will be no deduction from paid leave credits for the christmas closedown. d) if an employee is directed to work on any of the working days during christmas closedown, then the employee may elect to have their credit of annual leave increased by the equivalent period, or to receive the equivalent period as time off in lieu. in addition, employees who are directed to work on the first work day after the boxing day public holiday will be paid as if it were a public holiday. e) a part-time employee as defined in clause 2.2.3 who would not usually work one or more of the working days between christmas day and new year’s day will be granted a period of absence equal to 20 per cent of their weekly part-time hours for each of the days on which they would not usually work. f) an absence under clause 2.6 will count as service for all purposes. 9 part 3 — leave entitlements 3.1 application and approval of leave a) all forms of leave must be applied for and approved by the secretary or a manager as determined in this part. approvals for leave apart from personal leave, carer’s leave, compassionate leave, maternity and primary carer leave, and adoption and permanent foster care leave, are subject to treasury’s operational requirements. further
Treasury-Enterprise-Agreement-2018-21.txt714long service leavewith the entitlement for that form of leave (for example if on long service leave at half pay, payment is at half pay). c) with the exception of long service leave, maternity and primary carer leave or adoption and permanent foster care leave there will be no deduction from paid leave credits for the christmas closedown. d) if an employee is directed to work on any of the working days during christmas closedown, then the employee may elect to have their credit of annual leave increased by the equivalent period, or to receive the equivalent period as time off in lieu. in addition, employees who are directed to work on the first work day after the boxing day public holiday will be paid as if it were a public holiday. e) a part-time employee as defined in clause 2.2.3 who would not usually work one or more of the working days between christmas day and new year’s day will be granted a period of absence equal to 20 per cent of their weekly part-time hours for each of the days on which they would not usually work. f) an absence under clause 2.6 will count as service for all purposes. 9 part 3 — leave entitlements 3.1 application and approval of leave a) all forms of leave must be applied for and approved by the secretary or a manager as determined in this part. approvals for leave apart from personal leave, carer’s leave, compassionate leave, maternity and primary carer leave, and adoption and permanent foster care leave, are subject to treasury’s operational requirements. further information on leave can be found in the leave guidelines. b) where an employee takes more than 30 days in aggregate leave without pay in a
Treasury-Enterprise-Agreement-2018-21.txt716long service leavec) with the exception of long service leave, maternity and primary carer leave or adoption and permanent foster care leave there will be no deduction from paid leave credits for the christmas closedown. d) if an employee is directed to work on any of the working days during christmas closedown, then the employee may elect to have their credit of annual leave increased by the equivalent period, or to receive the equivalent period as time off in lieu. in addition, employees who are directed to work on the first work day after the boxing day public holiday will be paid as if it were a public holiday. e) a part-time employee as defined in clause 2.2.3 who would not usually work one or more of the working days between christmas day and new year’s day will be granted a period of absence equal to 20 per cent of their weekly part-time hours for each of the days on which they would not usually work. f) an absence under clause 2.6 will count as service for all purposes. 9 part 3 — leave entitlements 3.1 application and approval of leave a) all forms of leave must be applied for and approved by the secretary or a manager as determined in this part. approvals for leave apart from personal leave, carer’s leave, compassionate leave, maternity and primary carer leave, and adoption and permanent foster care leave, are subject to treasury’s operational requirements. further information on leave can be found in the leave guidelines. b) where an employee takes more than 30 days in aggregate leave without pay in a calendar year (annual leave) or an accrual year (personal/carer’s leave), the whole period will not count as service for the purposes of annual and personal/carer’s leave
Treasury-Enterprise-Agreement-2018-21.txt870parental leaveparental leave a) an employee is entitled to maternity leave in accordance with the maternity leave (commonwealth employees) act 1973. b) an employee may elect to spread the payment for the leave granted under clause 3.8(a) over a maximum period of 24 weeks at a rate of no less than half pay. any such period of leave in excess of 12 weeks will not count as service for any purpose. c) an employee, other than a casual, who has at least 12 continuous months of aps service and who is the primary carer of a child may take four weeks’ paid leave within 12 months of the birth of that child, which: i. must be taken as a continuous block; ii. is only available to employees who are the primary carer of their own child or their partner’s child; iii. for primary carers who are the birth mother, is in addition to the entitlement under clause 3.8(a). 12 d) an employee may elect to spread the payment for the leave granted under clause 3.8(c) over a maximum period of eight weeks at a rate of no less than half pay. any such period of leave in excess of four weeks will not count as service for any purpose. e) an employee who accesses leave under clause 3.8 is not also entitled to access leave under clause 3.9 in circumstances where both forms of leave would be available to that
Treasury-Enterprise-Agreement-2018-21.txt871maternity leavea) an employee is entitled to maternity leave in accordance with the maternity leave (commonwealth employees) act 1973. b) an employee may elect to spread the payment for the leave granted under clause 3.8(a) over a maximum period of 24 weeks at a rate of no less than half pay. any such period of leave in excess of 12 weeks will not count as service for any purpose. c) an employee, other than a casual, who has at least 12 continuous months of aps service and who is the primary carer of a child may take four weeks’ paid leave within 12 months of the birth of that child, which: i. must be taken as a continuous block; ii. is only available to employees who are the primary carer of their own child or their partner’s child; iii. for primary carers who are the birth mother, is in addition to the entitlement under clause 3.8(a). 12 d) an employee may elect to spread the payment for the leave granted under clause 3.8(c) over a maximum period of eight weeks at a rate of no less than half pay. any such period of leave in excess of four weeks will not count as service for any purpose. e) an employee who accesses leave under clause 3.8 is not also entitled to access leave under clause 3.9 in circumstances where both forms of leave would be available to that employee, in respect of that child.
Treasury-Enterprise-Agreement-2018-21.txt872maternity leavematernity leave (commonwealth employees) act 1973. b) an employee may elect to spread the payment for the leave granted under clause 3.8(a) over a maximum period of 24 weeks at a rate of no less than half pay. any such period of leave in excess of 12 weeks will not count as service for any purpose. c) an employee, other than a casual, who has at least 12 continuous months of aps service and who is the primary carer of a child may take four weeks’ paid leave within 12 months of the birth of that child, which: i. must be taken as a continuous block; ii. is only available to employees who are the primary carer of their own child or their partner’s child; iii. for primary carers who are the birth mother, is in addition to the entitlement under clause 3.8(a). 12 d) an employee may elect to spread the payment for the leave granted under clause 3.8(c) over a maximum period of eight weeks at a rate of no less than half pay. any such period of leave in excess of four weeks will not count as service for any purpose. e) an employee who accesses leave under clause 3.8 is not also entitled to access leave under clause 3.9 in circumstances where both forms of leave would be available to that employee, in respect of that child. f)
Treasury-Enterprise-Agreement-2018-21.txt975long service leavelong service leave a) an employee is eligible for long service leave in accordance with the long service leave (commonwealth employees) act 1976. b) the minimum period during which long service leave can be taken is seven calendar days at full pay (or 14 calendar days at half pay). long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. 3.12 defence reservists leave a) an employee may be granted leave by their manager (with or without pay) to enable the employee to fulfil australian defence force (adf) reserve and continuous full time service (cfts) or cadet force obligations. note: the entitlement to leave for reserve service is prescribed under the defence reserve service (protection) act 2001. b) an employee is entitled to adf reserve leave with pay, for up to four weeks during each financial year for the purpose of fulfilling service in the adf reserve. these purposes include training and operational duty as required. i. a further two weeks’ paid leave may be granted to facilitate participation in additional adf reserve training, including induction requirements. this two week period of paid leave may be accessed during an employee’s first two years of adf reserve service. no employee can access more than two weeks’ paid leave under this clause. ii. with the exception of the additional two weeks’ leave which can be taken any time within the first two years of service, leave can be accumulated and taken
Treasury-Enterprise-Agreement-2018-21.txt976long service leavea) an employee is eligible for long service leave in accordance with the long service leave (commonwealth employees) act 1976. b) the minimum period during which long service leave can be taken is seven calendar days at full pay (or 14 calendar days at half pay). long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. 3.12 defence reservists leave a) an employee may be granted leave by their manager (with or without pay) to enable the employee to fulfil australian defence force (adf) reserve and continuous full time service (cfts) or cadet force obligations. note: the entitlement to leave for reserve service is prescribed under the defence reserve service (protection) act 2001. b) an employee is entitled to adf reserve leave with pay, for up to four weeks during each financial year for the purpose of fulfilling service in the adf reserve. these purposes include training and operational duty as required. i. a further two weeks’ paid leave may be granted to facilitate participation in additional adf reserve training, including induction requirements. this two week period of paid leave may be accessed during an employee’s first two years of adf reserve service. no employee can access more than two weeks’ paid leave under this clause. ii. with the exception of the additional two weeks’ leave which can be taken any time within the first two years of service, leave can be accumulated and taken over a period of two years, to enable the employee to undertake training as a
Treasury-Enterprise-Agreement-2018-21.txt977long service leavelong service leave (commonwealth employees) act 1976. b) the minimum period during which long service leave can be taken is seven calendar days at full pay (or 14 calendar days at half pay). long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. 3.12 defence reservists leave a) an employee may be granted leave by their manager (with or without pay) to enable the employee to fulfil australian defence force (adf) reserve and continuous full time service (cfts) or cadet force obligations. note: the entitlement to leave for reserve service is prescribed under the defence reserve service (protection) act 2001. b) an employee is entitled to adf reserve leave with pay, for up to four weeks during each financial year for the purpose of fulfilling service in the adf reserve. these purposes include training and operational duty as required. i. a further two weeks’ paid leave may be granted to facilitate participation in additional adf reserve training, including induction requirements. this two week period of paid leave may be accessed during an employee’s first two years of adf reserve service. no employee can access more than two weeks’ paid leave under this clause. ii. with the exception of the additional two weeks’ leave which can be taken any time within the first two years of service, leave can be accumulated and taken over a period of two years, to enable the employee to undertake training as a member of the adf reserves.
Treasury-Enterprise-Agreement-2018-21.txt978long service leaveb) the minimum period during which long service leave can be taken is seven calendar days at full pay (or 14 calendar days at half pay). long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. 3.12 defence reservists leave a) an employee may be granted leave by their manager (with or without pay) to enable the employee to fulfil australian defence force (adf) reserve and continuous full time service (cfts) or cadet force obligations. note: the entitlement to leave for reserve service is prescribed under the defence reserve service (protection) act 2001. b) an employee is entitled to adf reserve leave with pay, for up to four weeks during each financial year for the purpose of fulfilling service in the adf reserve. these purposes include training and operational duty as required. i. a further two weeks’ paid leave may be granted to facilitate participation in additional adf reserve training, including induction requirements. this two week period of paid leave may be accessed during an employee’s first two years of adf reserve service. no employee can access more than two weeks’ paid leave under this clause. ii. with the exception of the additional two weeks’ leave which can be taken any time within the first two years of service, leave can be accumulated and taken over a period of two years, to enable the employee to undertake training as a member of the adf reserves.
Treasury-Enterprise-Agreement-2018-21.txt979long service leavedays at full pay (or 14 calendar days at half pay). long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. 3.12 defence reservists leave a) an employee may be granted leave by their manager (with or without pay) to enable the employee to fulfil australian defence force (adf) reserve and continuous full time service (cfts) or cadet force obligations. note: the entitlement to leave for reserve service is prescribed under the defence reserve service (protection) act 2001. b) an employee is entitled to adf reserve leave with pay, for up to four weeks during each financial year for the purpose of fulfilling service in the adf reserve. these purposes include training and operational duty as required. i. a further two weeks’ paid leave may be granted to facilitate participation in additional adf reserve training, including induction requirements. this two week period of paid leave may be accessed during an employee’s first two years of adf reserve service. no employee can access more than two weeks’ paid leave under this clause. ii. with the exception of the additional two weeks’ leave which can be taken any time within the first two years of service, leave can be accumulated and taken over a period of two years, to enable the employee to undertake training as a member of the adf reserves. 14
Treasury-Enterprise-Agreement-2018-21.txt1018long service leaved) eligible employees may also apply for annual leave, long service leave, leave without pay, or they may use flextime for the purpose of fulfilling adf reserve, cfts or cadet force obligations. e) employees are to notify their manager at the earliest opportunity once the dates for adf reserve, cfts or cadet force activities are known and/or changed. 3.13 miscellaneous leave a) the secretary may grant leave not provided for elsewhere to an employee for a purpose that the secretary considers to be in the interests of treasury and the aps, having regard to operational requirements. further information on miscellaneous leave can be found in the leave guidelines. b) miscellaneous leave may be granted for the period requested or another period, with or without pay and may be subject to conditions as determined by the secretary. c) when an employee is granted leave without pay (lwop), the secretary will determine whether the period of lwop counts as service for the purposes of annual and personal leave entitlements. 3.14 unauthorised absence a) where an employee is absent from duty and the period of absence was not authorised, all pay and other benefits provided under this agreement (such as flextime) will cease to be available until the employee resumes duty or is granted leave. b) any period of unauthorised absence does not count as service for any purpose, and no entitlements accrue during this period. 3.15
Treasury-Enterprise-Agreement-2018-21.txt1019flextimepay, or they may use flextime for the purpose of fulfilling adf reserve, cfts or cadet force obligations. e) employees are to notify their manager at the earliest opportunity once the dates for adf reserve, cfts or cadet force activities are known and/or changed. 3.13 miscellaneous leave a) the secretary may grant leave not provided for elsewhere to an employee for a purpose that the secretary considers to be in the interests of treasury and the aps, having regard to operational requirements. further information on miscellaneous leave can be found in the leave guidelines. b) miscellaneous leave may be granted for the period requested or another period, with or without pay and may be subject to conditions as determined by the secretary. c) when an employee is granted leave without pay (lwop), the secretary will determine whether the period of lwop counts as service for the purposes of annual and personal leave entitlements. 3.14 unauthorised absence a) where an employee is absent from duty and the period of absence was not authorised, all pay and other benefits provided under this agreement (such as flextime) will cease to be available until the employee resumes duty or is granted leave. b) any period of unauthorised absence does not count as service for any purpose, and no entitlements accrue during this period. 3.15 payment in lieu of leave entitlements on death of employee
Treasury-Enterprise-Agreement-2018-21.txt1041flextimeall pay and other benefits provided under this agreement (such as flextime) will cease to be available until the employee resumes duty or is granted leave. b) any period of unauthorised absence does not count as service for any purpose, and no entitlements accrue during this period. 3.15 payment in lieu of leave entitlements on death of employee a) where an employee dies, or is presumed to have died on a particular date, the division head of people and organisational strategy division may authorise payment to be made to dependants, the partner of the former employee or the former employee’s legal representative of all leave entitlements otherwise payable on resignation or retirement. 15 part 4 — conditions of engagement 4.1 portability of leave a) where an employee moves (including on promotion or for an agreed period) from another agency where they were an ongoing aps employee, the employee’s unused accrued annual leave and personal/carer’s leave (however described) will be transferred, provided there is no break in continuity of service. b) where an employee is engaged as either an ongoing or non-ongoing aps employee immediately following a period of ongoing employment in the parliamentary service or the act government service, the employee’s unused accrued annual leave and personal/carer’s leave (however described) will be transferred. c) for the purposes of this clause: i.
Treasury-Enterprise-Agreement-2018-21.txt1100parental leaveentitlements to annual leave, paid personal leave, paid parental leave, paid adoption and permanent foster care leave, paid short-term foster care leave, paid compassionate leave and payment for public holidays not worked. c) a casual employee is entitled to unpaid carer’s leave and unpaid compassionate leave in accordance with the national employment standards. 16 4.4 resignation 4.4.1 notice of resignation or retirement from the aps a) an employee will give a minimum of two weeks’ notice of an intended resignation or retirement from the aps, unless otherwise agreed with their division head, or the division head of people and organisational strategy division. 4.4.2 date of effect of resignation or retirement a) the date of effect of an employee’s resignation or retirement will not be a day on which the employee would normally not have been on duty or on an approved period of leave. b) resignations will take effect only on a normal working day, not on a weekend or public holiday unless exceptional circumstances exist as determined by the division head of people and organisational strategy division. 4.5
Treasury-Enterprise-Agreement-2018-21.txt1427traveltravel allowance a) an employee who undertakes travel on official business and is required to be away from home overnight will be paid an allowance for meals and incidental expenses. an allowance for accommodation will be paid where there are reasonable and actual costs involved. wherever possible treasury will prepay accommodation costs. b) in some circumstances, an allowance will be payable for travel that does not involve an overnight absence. 6.3 overtime meal allowance a) an employee who is required by their manager to work overtime and takes a meal break during the overtime (within meal break periods) will be paid a meal allowance, in addition to any entitled overtime. an employee is not eligible for the overtime meal allowance where treasury provides the employee with a meal. 6.4 first aid officer allowance a) an employee who possesses a first aid certificate or equivalent qualification and has been appointed as a first aid officer will receive payment of a first aid officer allowance. 6.5 departmental liaison officer allowance a) an employee who performs duties of departmental liaison officer (dlo) is entitled to an annual allowance as determined by the secretary. b) an employee who receives the dlo allowance is not entitled to claim for any overtime worked while performing the duties of dlo.
Treasury-Enterprise-Agreement-2018-21.txt1427travel allowancetravel allowance a) an employee who undertakes travel on official business and is required to be away from home overnight will be paid an allowance for meals and incidental expenses. an allowance for accommodation will be paid where there are reasonable and actual costs involved. wherever possible treasury will prepay accommodation costs. b) in some circumstances, an allowance will be payable for travel that does not involve an overnight absence. 6.3 overtime meal allowance a) an employee who is required by their manager to work overtime and takes a meal break during the overtime (within meal break periods) will be paid a meal allowance, in addition to any entitled overtime. an employee is not eligible for the overtime meal allowance where treasury provides the employee with a meal. 6.4 first aid officer allowance a) an employee who possesses a first aid certificate or equivalent qualification and has been appointed as a first aid officer will receive payment of a first aid officer allowance. 6.5 departmental liaison officer allowance a) an employee who performs duties of departmental liaison officer (dlo) is entitled to an annual allowance as determined by the secretary. b) an employee who receives the dlo allowance is not entitled to claim for any overtime worked while performing the duties of dlo.
Treasury-Enterprise-Agreement-2018-21.txt1428travela) an employee who undertakes travel on official business and is required to be away from home overnight will be paid an allowance for meals and incidental expenses. an allowance for accommodation will be paid where there are reasonable and actual costs involved. wherever possible treasury will prepay accommodation costs. b) in some circumstances, an allowance will be payable for travel that does not involve an overnight absence. 6.3 overtime meal allowance a) an employee who is required by their manager to work overtime and takes a meal break during the overtime (within meal break periods) will be paid a meal allowance, in addition to any entitled overtime. an employee is not eligible for the overtime meal allowance where treasury provides the employee with a meal. 6.4 first aid officer allowance a) an employee who possesses a first aid certificate or equivalent qualification and has been appointed as a first aid officer will receive payment of a first aid officer allowance. 6.5 departmental liaison officer allowance a) an employee who performs duties of departmental liaison officer (dlo) is entitled to an annual allowance as determined by the secretary. b) an employee who receives the dlo allowance is not entitled to claim for any overtime worked while performing the duties of dlo. 6.6
Treasury-Enterprise-Agreement-2018-21.txt1432travelb) in some circumstances, an allowance will be payable for travel that does not involve an overnight absence. 6.3 overtime meal allowance a) an employee who is required by their manager to work overtime and takes a meal break during the overtime (within meal break periods) will be paid a meal allowance, in addition to any entitled overtime. an employee is not eligible for the overtime meal allowance where treasury provides the employee with a meal. 6.4 first aid officer allowance a) an employee who possesses a first aid certificate or equivalent qualification and has been appointed as a first aid officer will receive payment of a first aid officer allowance. 6.5 departmental liaison officer allowance a) an employee who performs duties of departmental liaison officer (dlo) is entitled to an annual allowance as determined by the secretary. b) an employee who receives the dlo allowance is not entitled to claim for any overtime worked while performing the duties of dlo. 6.6 restriction allowance a) a manager may direct an employee to be contactable and to be available to perform extra duty outside of the bandwidth, subject to payment of an allowance. the rate of
Treasury-Enterprise-Agreement-2018-21.txt1437overtimeovertime meal allowance a) an employee who is required by their manager to work overtime and takes a meal break during the overtime (within meal break periods) will be paid a meal allowance, in addition to any entitled overtime. an employee is not eligible for the overtime meal allowance where treasury provides the employee with a meal. 6.4 first aid officer allowance a) an employee who possesses a first aid certificate or equivalent qualification and has been appointed as a first aid officer will receive payment of a first aid officer allowance. 6.5 departmental liaison officer allowance a) an employee who performs duties of departmental liaison officer (dlo) is entitled to an annual allowance as determined by the secretary. b) an employee who receives the dlo allowance is not entitled to claim for any overtime worked while performing the duties of dlo. 6.6 restriction allowance a) a manager may direct an employee to be contactable and to be available to perform extra duty outside of the bandwidth, subject to payment of an allowance. the rate of payment will be 7.5 per cent of the employee’s hourly rate of salary for each restricted hour on monday to friday, 10 per cent of the employee’s hourly rate of salary for each restricted hour on saturday and sunday, and 15 per cent of the employee’s hourly rate of salary for each restricted hour on public holidays. note: a manager and employee may agree to vary the bandwidth under clause 2.2.4.
Treasury-Enterprise-Agreement-2018-21.txt1438overtimea) an employee who is required by their manager to work overtime and takes a meal break during the overtime (within meal break periods) will be paid a meal allowance, in addition to any entitled overtime. an employee is not eligible for the overtime meal allowance where treasury provides the employee with a meal. 6.4 first aid officer allowance a) an employee who possesses a first aid certificate or equivalent qualification and has been appointed as a first aid officer will receive payment of a first aid officer allowance. 6.5 departmental liaison officer allowance a) an employee who performs duties of departmental liaison officer (dlo) is entitled to an annual allowance as determined by the secretary. b) an employee who receives the dlo allowance is not entitled to claim for any overtime worked while performing the duties of dlo. 6.6 restriction allowance a) a manager may direct an employee to be contactable and to be available to perform extra duty outside of the bandwidth, subject to payment of an allowance. the rate of payment will be 7.5 per cent of the employee’s hourly rate of salary for each restricted hour on monday to friday, 10 per cent of the employee’s hourly rate of salary for each restricted hour on saturday and sunday, and 15 per cent of the employee’s hourly rate of salary for each restricted hour on public holidays. note: a manager and employee may agree to vary the bandwidth under clause 2.2.4.
Treasury-Enterprise-Agreement-2018-21.txt1439overtimebreak during the overtime (within meal break periods) will be paid a meal allowance, in addition to any entitled overtime. an employee is not eligible for the overtime meal allowance where treasury provides the employee with a meal. 6.4 first aid officer allowance a) an employee who possesses a first aid certificate or equivalent qualification and has been appointed as a first aid officer will receive payment of a first aid officer allowance. 6.5 departmental liaison officer allowance a) an employee who performs duties of departmental liaison officer (dlo) is entitled to an annual allowance as determined by the secretary. b) an employee who receives the dlo allowance is not entitled to claim for any overtime worked while performing the duties of dlo. 6.6 restriction allowance a) a manager may direct an employee to be contactable and to be available to perform extra duty outside of the bandwidth, subject to payment of an allowance. the rate of payment will be 7.5 per cent of the employee’s hourly rate of salary for each restricted hour on monday to friday, 10 per cent of the employee’s hourly rate of salary for each restricted hour on saturday and sunday, and 15 per cent of the employee’s hourly rate of salary for each restricted hour on public holidays. note: a manager and employee may agree to vary the bandwidth under clause 2.2.4. 23
Treasury-Enterprise-Agreement-2018-21.txt1440overtimeaddition to any entitled overtime. an employee is not eligible for the overtime meal allowance where treasury provides the employee with a meal. 6.4 first aid officer allowance a) an employee who possesses a first aid certificate or equivalent qualification and has been appointed as a first aid officer will receive payment of a first aid officer allowance. 6.5 departmental liaison officer allowance a) an employee who performs duties of departmental liaison officer (dlo) is entitled to an annual allowance as determined by the secretary. b) an employee who receives the dlo allowance is not entitled to claim for any overtime worked while performing the duties of dlo. 6.6 restriction allowance a) a manager may direct an employee to be contactable and to be available to perform extra duty outside of the bandwidth, subject to payment of an allowance. the rate of payment will be 7.5 per cent of the employee’s hourly rate of salary for each restricted hour on monday to friday, 10 per cent of the employee’s hourly rate of salary for each restricted hour on saturday and sunday, and 15 per cent of the employee’s hourly rate of salary for each restricted hour on public holidays. note: a manager and employee may agree to vary the bandwidth under clause 2.2.4. 23
Treasury-Enterprise-Agreement-2018-21.txt1454overtimeb) an employee who receives the dlo allowance is not entitled to claim for any overtime worked while performing the duties of dlo. 6.6 restriction allowance a) a manager may direct an employee to be contactable and to be available to perform extra duty outside of the bandwidth, subject to payment of an allowance. the rate of payment will be 7.5 per cent of the employee’s hourly rate of salary for each restricted hour on monday to friday, 10 per cent of the employee’s hourly rate of salary for each restricted hour on saturday and sunday, and 15 per cent of the employee’s hourly rate of salary for each restricted hour on public holidays. note: a manager and employee may agree to vary the bandwidth under clause 2.2.4. 23 6.7 establishment allowance — graduate recruitment a) employees who are recruited to treasury as a result of a graduate recruitment campaign may be entitled to an establishment allowance in the form of a single lump sum payment to cover relocation costs incurred in the graduate’s commencement at treasury. b) unless otherwise determined by the division head of people and organisational strategy division, clause 6.11 (removal expenses) will not apply to employees recruited under graduate recruitment campaigns. 6.8 lifestyle contribution
Treasury-Enterprise-Agreement-2018-21.txt1461bandwidthextra duty outside of the bandwidth, subject to payment of an allowance. the rate of payment will be 7.5 per cent of the employee’s hourly rate of salary for each restricted hour on monday to friday, 10 per cent of the employee’s hourly rate of salary for each restricted hour on saturday and sunday, and 15 per cent of the employee’s hourly rate of salary for each restricted hour on public holidays. note: a manager and employee may agree to vary the bandwidth under clause 2.2.4. 23 6.7 establishment allowance — graduate recruitment a) employees who are recruited to treasury as a result of a graduate recruitment campaign may be entitled to an establishment allowance in the form of a single lump sum payment to cover relocation costs incurred in the graduate’s commencement at treasury. b) unless otherwise determined by the division head of people and organisational strategy division, clause 6.11 (removal expenses) will not apply to employees recruited under graduate recruitment campaigns. 6.8 lifestyle contribution a) in recognition of the benefit to treasury of employees undertaking initiatives of their own, each eligible ongoing employee may apply for a single payment of $600 each calendar year to contribute towards maintaining a healthy lifestyle. further information on payment of the lifestyle contribution can be found in the allowance and reimbursement guidelines. 6.9
Treasury-Enterprise-Agreement-2018-21.txt1466bandwidthnote: a manager and employee may agree to vary the bandwidth under clause 2.2.4. 23 6.7 establishment allowance — graduate recruitment a) employees who are recruited to treasury as a result of a graduate recruitment campaign may be entitled to an establishment allowance in the form of a single lump sum payment to cover relocation costs incurred in the graduate’s commencement at treasury. b) unless otherwise determined by the division head of people and organisational strategy division, clause 6.11 (removal expenses) will not apply to employees recruited under graduate recruitment campaigns. 6.8 lifestyle contribution a) in recognition of the benefit to treasury of employees undertaking initiatives of their own, each eligible ongoing employee may apply for a single payment of $600 each calendar year to contribute towards maintaining a healthy lifestyle. further information on payment of the lifestyle contribution can be found in the allowance and reimbursement guidelines. 6.9 family responsibilities a) where employees may be called upon to respond to an unexpected workplace demand, managers may approve reimbursement of reasonable expenses arising from additional family care arrangements made necessary where an employee is required to
Treasury-Enterprise-Agreement-2018-21.txt1496traveltravel away from their normal work location for business purposes or is directed to work outside their normal patterns of work. wherever possible, employees should alert their manager when that situation might arise. 6.10 loss, damage and indemnity a) a division head may approve reimbursement to an employee for loss or damage to clothing or personal effects, which occurred in the course of the employee’s work. 6.11 relocation expenses on engagement or reassignment of duties a) the secretary may approve financial assistance to existing or prospective employees to assist with relocation and removal expenses where an employee is relocating for work purposes. the employee will be notified of any assistance before they move locality. further information on removal or relocation expenses can be found in the relocation guidelines. 6.12 overseas conditions of service a) in determining the appropriate conditions and rates, treasury may be guided by the conditions of service extended to employees of the department of foreign affairs and trade and material available from accredited providers, for employees on overseas posts and on short-term duty overseas. 24 part 7 — management of excess employees
Treasury-Enterprise-Agreement-2018-21.txt1674long service leavegovernment service as defined in section 10 of the long service leave (commonwealth employees) act 1976; iii. service with the commonwealth (other than service with a joint commonwealth state body or a body corporate in which the commonwealth does not have a controlling interest) which is recognised for long service leave purposes; iv. service with the australian defence forces; and v. service in another organisation where: 1) an employee was transferred from that organisation with a transfer of function; or 2) an employee engaged by that organisation on work connected with the function is engaged as a result of the transfer of that function to the aps and such service is recognised for long service leave purposes. service not to count as service for redundancy pay purposes a) any period of service which ceased in any of the following ways will not count as service for redundancy pay purposes:
Treasury-Enterprise-Agreement-2018-21.txt1681long service leavecontrolling interest) which is recognised for long service leave purposes; iv. service with the australian defence forces; and v. service in another organisation where: 1) an employee was transferred from that organisation with a transfer of function; or 2) an employee engaged by that organisation on work connected with the function is engaged as a result of the transfer of that function to the aps and such service is recognised for long service leave purposes. service not to count as service for redundancy pay purposes a) any period of service which ceased in any of the following ways will not count as service for redundancy pay purposes: i. retrenchment; ii.
Treasury-Enterprise-Agreement-2018-21.txt1699long service leaveand such service is recognised for long service leave purposes. service not to count as service for redundancy pay purposes a) any period of service which ceased in any of the following ways will not count as service for redundancy pay purposes: i. retrenchment; ii. retirement on grounds of invalidity; iii. termination of probation; iv. ‘voluntary’ retirement at or above the minimum retiring age applicable to the employee or with the payment of an employer financed retirement benefit; or v. termination of employment for: 1) misconduct or a breach of the aps code of conduct;
Treasury-Enterprise-Agreement-2018-21.txt1751long service leaveb) absences from duty that do not count as service for long service leave purposes will not count as service for redundancy pay purposes. 7.7 earlier periods of service a) for earlier periods of service to count, there must be no breaks between the periods except where the break in service is less than one month and occurs where an offer of employment with the new employer was made and accepted by the employee before ceasing employment with the preceding employer. 7.8 rate of payment — redundancy pay a) for the purposes of calculating any payment under clause 7.4 or 7.10, ‘salary’ will include: 7.9 i. the employee’s full-time base salary, adjusted on a pro-rata basis for periods of part-time service; ii. other allowances in the nature of salary which have been paid during periods of annual leave and on a regular basis and which are not reimbursement for expenses incurred or payment for disabilities associated with the performance of a duty; and
Treasury-Enterprise-Agreement-2018-21.txt1802travelemployee will be entitled to reasonable travel and incidental expenses incurred. 28 7.10 reduction in classification a) where the secretary proposes to reduce an excess employee’s classification, pursuant to clause 7.3, either: i. the employee will be given the same period of notice as the employee would have been entitled to receive pursuant to clause 7.9; or ii. the treasury may pay an amount to maintain the level of salary received by the employee at the date of notice of reduction in classification for the number of weeks of notice still owing. such payments will be calculated in accordance with clause 7.4. 29 part 8 — dispute resolution 8.1 dispute resolution procedures a) if a dispute relates to a matter under this agreement, or the national employment standards, the parties to the dispute must first attempt to resolve the matter at the
Treasury-Enterprise-Agreement-2018-21.txt1896bandwidthbandwidth’ means the hours between 7 am to 7 pm, monday to friday excluding public holidays, or the bandwidth otherwise agreed between the employee and the manager under clause 2.2.4, provided the varied bandwidth remains a minimum continuous 12 hour period. ‘department’, unless otherwise specified, means the treasury. ‘employee’, unless otherwise stated, refers to someone employed in treasury, ongoing or non-ongoing, full-time or part-time, who is employed under or within the meaning of the public service act 1999. ‘family’ is defined as a person who: • is related to the employee by blood or marriage (including former spouses); or • has a strong affinity with the employee by way of traditional or ceremonial affiliation, as determined by the secretary; or • stands in a genuine domestic or household relationship with the employee without discrimination as to sexual preference (including a former de facto partner); or • is a child or an adopted child of the employee; or • is a child or an adopted child of the person who stands in a genuine domestic or household relationship with the employee.
Treasury-Enterprise-Agreement-2018-21.txt1897bandwidththe bandwidth otherwise agreed between the employee and the manager under clause 2.2.4, provided the varied bandwidth remains a minimum continuous 12 hour period. ‘department’, unless otherwise specified, means the treasury. ‘employee’, unless otherwise stated, refers to someone employed in treasury, ongoing or non-ongoing, full-time or part-time, who is employed under or within the meaning of the public service act 1999. ‘family’ is defined as a person who: • is related to the employee by blood or marriage (including former spouses); or • has a strong affinity with the employee by way of traditional or ceremonial affiliation, as determined by the secretary; or • stands in a genuine domestic or household relationship with the employee without discrimination as to sexual preference (including a former de facto partner); or • is a child or an adopted child of the employee; or • is a child or an adopted child of the person who stands in a genuine domestic or household relationship with the employee.
Treasury-Enterprise-Agreement-2018-21.txt1898bandwidthprovided the varied bandwidth remains a minimum continuous 12 hour period. ‘department’, unless otherwise specified, means the treasury. ‘employee’, unless otherwise stated, refers to someone employed in treasury, ongoing or non-ongoing, full-time or part-time, who is employed under or within the meaning of the public service act 1999. ‘family’ is defined as a person who: • is related to the employee by blood or marriage (including former spouses); or • has a strong affinity with the employee by way of traditional or ceremonial affiliation, as determined by the secretary; or • stands in a genuine domestic or household relationship with the employee without discrimination as to sexual preference (including a former de facto partner); or • is a child or an adopted child of the employee; or • is a child or an adopted child of the person who stands in a genuine domestic or household relationship with the employee. ‘flextime’ means the scheme of flexible working hours in treasury.
Treasury-Enterprise-Agreement-2018-21.txt1927flextimeflextime’ means the scheme of flexible working hours in treasury. ‘full-time employee’ means an employee whose ordinary hours of work are 38 hours each week. ‘lwop’ means leave without pay. ‘manager’ is taken to mean all or any of the following: ‘manager’, ‘immediate manager’, ‘team leader’ and ‘division head’. ‘part-time employee’ means an employee whose normal hours of work are less than 38 hours each week. ‘pds’ means performance development system. ‘salary’ means the amount determined under part 5 and schedule a to this agreement. ‘secretary’ means the secretary of the treasury or the secretary’s delegate. 32 ‘ses pay model’ means the model that the secretary to the treasury may apply to the salary of senior executive employees in the treasury. ‘standard day’ means 7 hours and 36 minutes each day worked between the hours of 8:30 am to 12:30 pm and 1:30 pm to 5:06 pm, monday to friday. ‘toil’ means the time off in lieu system in treasury. 33 schedule a — rates of pay pay point current rates effective on commencement
Australian Law Reform Commission.txt70travelaps award 20 i 5, except where this is required for the purpose of work-related travel. 2. where an employee at the aps 1 to aps 6 classification is required to work outside the span of hours set out in the aps award 2015, for the purpose ofwork-re1ated travel, the employee will acctunulate flex time, for the time worked out>ide the ;pan of hours, at the relevant rate or rates in respect of overtime in the aps award 2015, that is, at 150%, 200% or 250% of ordinary time, depending on when the time is worked. signed: professor rosalind frances croucher am d - alrc, level 40, mlc tower, 19 martin place, sydney 2000 dated: 13 october 20 i 6 3 australian law reform commission enterprise agreement 2016-19 australian government australian law reform commission enterprise agreement 2016-19 1 australian law refonn commission part a:
Australian Law Reform Commission.txt73travelspan of hours set out in the aps award 2015, for the purpose ofwork-re1ated travel, the employee will acctunulate flex time, for the time worked out>ide the ;pan of hours, at the relevant rate or rates in respect of overtime in the aps award 2015, that is, at 150%, 200% or 250% of ordinary time, depending on when the time is worked. signed: professor rosalind frances croucher am d - alrc, level 40, mlc tower, 19 martin place, sydney 2000 dated: 13 october 20 i 6 3 australian law reform commission enterprise agreement 2016-19 australian government australian law reform commission enterprise agreement 2016-19 1 australian law refonn commission part a: enterprise agreement 2016-1 9
Australian Law Reform Commission.txt193salary advancementsalary advancement 8 15. performance and development 8 16. managing underperformance 9 17. temporary assignment of higher duties-acting positions 9 18. superannuation 10 part d:
Australian Law Reform Commission.txt239flextimeflextime applicable to staff in categories aps l-aps 6, l01-l09 ii 22. toil: excess hours for senior and executive employees 12 23. reporting absences 12 24. individual flexibility arrangements 13 25. requests for flexible working arrangements 14 parte:
Australian Law Reform Commission.txt297long service leavelong service leave 17 31. maternity and parental leave 17 32. supporting partner/other primary caregiver leave 18 33. defence reserve service leave 18 34. community service leave 18 2 australian law refonn commission
Australian Law Reform Commission.txt303parental leavematernity and parental leave 17 32. supporting partner/other primary caregiver leave 18 33. defence reserve service leave 18 34. community service leave 18 2 australian law refonn commission enterprise agreement 2016-19 36. study leave
Australian Law Reform Commission.txt514long service leavelong service leave (commonwealth employees) act 1976; (e) maternity leave (commonwealth employees) act 1973; (f) work health and safety act 2011; (g) safety, rehabilitation and compensation act 1988; (h) superannuation act 1976; (i) superannuation (productivity benefit) act 1988; u) superannuation a ct 1990; and 4 australian law reform commission (k)
Australian Law Reform Commission.txt518maternity leavematernity leave (commonwealth employees) act 1973; (f) work health and safety act 2011; (g) safety, rehabilitation and compensation act 1988; (h) superannuation act 1976; (i) superannuation (productivity benefit) act 1988; u) superannuation a ct 1990; and 4 australian law reform commission (k) enterprise agreement 20 16-1 9 superannuation act 2009.
Australian Law Reform Commission.txt597flextime'flex' means flextime; (g) ' fwc' means fair work commission; (h) ' immediate family' means a person who is a spouse or former spouse, de facto pa11ner or former de facto pmtner, a child, parent, grandparent, grandchild or sibling of an employee or a child, parent, grandparent, grandchild or sibling of an employee's spouse or de facto partner. (i) ml act means the maternity leave (commonwealth employees) act 1973 (cth); u) ' president' means the president of the alrc who is also the accountable authority of the alrc; (k) ' ps sap' means the publi c sector superannuation accumulation plan; (1) ' salary' means the employee's rate of pay in accordance w ith his or her
Australian Law Reform Commission.txt612maternity leaveml act means the maternity leave (commonwealth employees) act 1973 (cth); u) ' president' means the president of the alrc who is also the accountable authority of the alrc; (k) ' ps sap' means the publi c sector superannuation accumulation plan; (1) ' salary' means the employee's rate of pay in accordance w ith his or her classification (pro rata where applicable) as shown in schedule 1. this rate of pay will be sala1y for superannuation (subj ect to superannuation scheme rules), severance and tennination. participation in salary sacrifice arrangements or purchased leave options will not affect sala1y for these purposes; (m) 'senior and executive employees' means employees who are classified as executive level 1 or executive level 2 (including senior legal officers and principal legal officers); (n) 'settlement period' means a fortnight coinciding with the pay fortnight;
Australian Law Reform Commission.txt778long service leavenot rostered to work, other than long service leave. 12.2 junior rates of pay are a percentage of the minimum salary for an employee classified at alrc 1. the rates are: • under 18 years of age - 60% • at 18 years of age- 70% • at 19 years of age- 81% • at 20 years of age- 91%. 13. payment of salary 13.1 employees shall be paid fortnightly in arrears by electronic funds transfer into a financial institution account nominated by the employee.
Australian Law Reform Commission.txt829salary advancementsalary advancement 14.1 salary advancement is determined through the alrc's perfo rmance and development scheme (pads). 14.2 an employee may only progress w ithin the pay scale for his or her classification after 12 months service at a particular salary point and subject to their performance rating, as per the pads. an employee will not progress within the pay scale unless they achieve a perfonnance rating of at least 'meets all performance expectations'. 14.3 an employee can only progress from one classification to another w ithin a broadband if the president dete1mines that sufficient work is available at the higher classification level, the employee is assessed as having gained the necessary skills and proficiencies for the more complex work, and the employee achieves a minimum performance rating of ' meets all performance expectations'. 14.4 where an employee has taken 30 calendar days or more of leave without payincluding unpaid matemity, adoption, foster, parental or miscellaneous leave- any salary advancement w ill be deferred by the corresponding number of days leave. 15. performance and development
Australian Law Reform Commission.txt833salary advancementsalary advancement is determined through the alrc's perfo rmance and development scheme (pads). 14.2 an employee may only progress w ithin the pay scale for his or her classification after 12 months service at a particular salary point and subject to their performance rating, as per the pads. an employee will not progress within the pay scale unless they achieve a perfonnance rating of at least 'meets all performance expectations'. 14.3 an employee can only progress from one classification to another w ithin a broadband if the president dete1mines that sufficient work is available at the higher classification level, the employee is assessed as having gained the necessary skills and proficiencies for the more complex work, and the employee achieves a minimum performance rating of ' meets all performance expectations'. 14.4 where an employee has taken 30 calendar days or more of leave without payincluding unpaid matemity, adoption, foster, parental or miscellaneous leave- any salary advancement w ill be deferred by the corresponding number of days leave. 15. performance and development 15.1 at every 12 months anniversary of an employee' s appointment, the alrc will
Australian Law Reform Commission.txt854salary advancementsalary advancement w ill be deferred by the corresponding number of days leave. 15. performance and development 15.1 at every 12 months anniversary of an employee' s appointment, the alrc will rev iew the employee's salary, performance and career development in accordance w ith the alrc performance and development scheme. all employees must participate in the alrc perfonnance and development scheme (pads). 15.2 the pads provides process to determine eligibility for perfmmance based salary advancement and to identify any professional development needs. 15.3 the pads provides a basis for: • appropriately rewarding work performance; • identifying opportunities for the development of skills and knowledge; and •
Australian Law Reform Commission.txt870professional developmentadvancement and to identify any professional development needs. 15.3 the pads provides a basis for: • appropriately rewarding work performance; • identifying opportunities for the development of skills and knowledge; and • addressing underperfmmance. 15.4 fm1her infmmation about the pads is outlined in the alrc performance and development scheme policy. 15.5 employees who are not at the maximum pay point level for their classification w ill be eligible for progression to a higher pay point, based on a performance appraisal. if rated as meeting all perfonnance expectations, the employee will progress one pay point. if rated as exceeding performance expectations, the employee w ill progress two pay points. if rated as meeting most or not meeting performance expectations, the employee will remain on current pay point or go down one or
Australian Law Reform Commission.txt919salary advancementnon-ongoing employees are not eligible for salary advancement under the pads. 15.8 opportunities for professional development are outlined in the pads. the annual process of perfmmance appraisal will identify staff development and/or training needs. the alrc may provide funding for staff to undertake professional development where a need has been identified through the pads process and there is a clear connection with the alrc work program and the career development of the employee. 16. managing underperformance 16.1 where an employee is not meeting the performance expectations of their role and classification, a performance management strategy will be put in place. however, underperfmmance may be addressed at any time with an employee. 16.2 when an employee's performance is not meeting required standards, the supervisor will work cooperatively with the employee to attain and sustain the standards required. this may include the provision of coaching, training and counselling. 16.3 the employee may be suppotted by a person of their choice during the process and for
Australian Law Reform Commission.txt923professional developmentopportunities for professional development are outlined in the pads. the annual process of perfmmance appraisal will identify staff development and/or training needs. the alrc may provide funding for staff to undertake professional development where a need has been identified through the pads process and there is a clear connection with the alrc work program and the career development of the employee. 16. managing underperformance 16.1 where an employee is not meeting the performance expectations of their role and classification, a performance management strategy will be put in place. however, underperfmmance may be addressed at any time with an employee. 16.2 when an employee's performance is not meeting required standards, the supervisor will work cooperatively with the employee to attain and sustain the standards required. this may include the provision of coaching, training and counselling. 16.3 the employee may be suppotted by a person of their choice during the process and for any meetings that are relevant to the process. 16.4
Australian Law Reform Commission.txt1105long service leaveentitlement for that form of leave (e.g. if on long service leave on half pay, payment is at half pay). 19.6 christmas closure-the alrc office will close between christmas day and new year' s day. employees will be paid for the working days between christmas day and new year's day in accordance with their ordinary hours of work. where an employee is absent on leave during this time, payment for the clu·istmas closure will be in accordance with the entitlement for that form of leave (for example, if on long service leave with half pay, then the payment is on half pay). 20. hours of duty 20.1 the ordinary hours of work for a full-time employee are 7 hours 21 minutes per day from monday to friday-a total of 36 hours 45minutes per week-(73 hours 30 minutes per settlement period). 20.2 the times when an employee may work ordinary hours are between 7.30am to 7.30pm monday to friday, with a one-hour lunch break between 12.00pm and 2.00pm. employees must be in attendance during the core hours of loam to 12 noon, and 2pm to 4pm. 20.3
Australian Law Reform Commission.txt1115long service leavelong service leave with half pay, then the payment is on half pay). 20. hours of duty 20.1 the ordinary hours of work for a full-time employee are 7 hours 21 minutes per day from monday to friday-a total of 36 hours 45minutes per week-(73 hours 30 minutes per settlement period). 20.2 the times when an employee may work ordinary hours are between 7.30am to 7.30pm monday to friday, with a one-hour lunch break between 12.00pm and 2.00pm. employees must be in attendance during the core hours of loam to 12 noon, and 2pm to 4pm. 20.3 an employee may be required to perform reasonable additional hours to meet operational requirements. 20.4 for pmt-time employees, ordinary hours of work over the settlement period are the number of hours decided by the president for the employee' s position and/or as stated in the employee's engagement letter.
Australian Law Reform Commission.txt1149flextimealrc timesheet. these timesheets will be used for the recording of flextime. 20.6 an employee will not be required to work more than 10 hours on any one day and will not be required to work more than five hours without a break of at least 30 minutes. 21. flextime applicable to staff in categories aps l-aps 6, l01-l09 21.1 flextime arrangements are provided for in the alrc's flextime and time in lieu policy. 21.2 it is expected that employees will complete their duties within ordinary hours. however, where workloads temporarily increase or employees in the categories aps 1 to aps 6, l01-l09 work additional hours within the ordinary hours bandwidth to meet organisational requirements, such additional hours are accrued as flextime. 11 australian law refonn commission enterprise agreement 2016-19
Australian Law Reform Commission.txt1159flextimeflextime applicable to staff in categories aps l-aps 6, l01-l09 21.1 flextime arrangements are provided for in the alrc's flextime and time in lieu policy. 21.2 it is expected that employees will complete their duties within ordinary hours. however, where workloads temporarily increase or employees in the categories aps 1 to aps 6, l01-l09 work additional hours within the ordinary hours bandwidth to meet organisational requirements, such additional hours are accrued as flextime. 11 australian law refonn commission enterprise agreement 2016-19 21.3 a full-time employee can catty over a maximum of20 hours credit or 7.35 hours debit from one settlement period to the next. flextime credits or debits for parttime employees will be on a pro rata basis. 21.4 any flextime credit in excess of 20 hours will be lost unless approval to accumulate additional hours has been received from the emp loyee's supervisor. any flextime debit in excess of 7.35 hours must be acquitted by utilising leave,
Australian Law Reform Commission.txt1163flextimeflextime arrangements are provided for in the alrc's flextime and time in lieu policy. 21.2 it is expected that employees will complete their duties within ordinary hours. however, where workloads temporarily increase or employees in the categories aps 1 to aps 6, l01-l09 work additional hours within the ordinary hours bandwidth to meet organisational requirements, such additional hours are accrued as flextime. 11 australian law refonn commission enterprise agreement 2016-19 21.3 a full-time employee can catty over a maximum of20 hours credit or 7.35 hours debit from one settlement period to the next. flextime credits or debits for parttime employees will be on a pro rata basis. 21.4 any flextime credit in excess of 20 hours will be lost unless approval to accumulate additional hours has been received from the emp loyee's supervisor. any flextime debit in excess of 7.35 hours must be acquitted by utilising leave, including leave without pay, unless an employee has approval from their supervisor to accumulate additional debit hours. 21.5
Australian Law Reform Commission.txt1171bandwidthbandwidth to meet organisational requirements, such additional hours are accrued as flextime. 11 australian law refonn commission enterprise agreement 2016-19 21.3 a full-time employee can catty over a maximum of20 hours credit or 7.35 hours debit from one settlement period to the next. flextime credits or debits for parttime employees will be on a pro rata basis. 21.4 any flextime credit in excess of 20 hours will be lost unless approval to accumulate additional hours has been received from the emp loyee's supervisor. any flextime debit in excess of 7.35 hours must be acquitted by utilising leave, including leave without pay, unless an employee has approval from their supervisor to accumulate additional debit hours. 21.5 flextime credit will not be paid out on separation. flextime debits will be recovered from an employee's final pay. 22. toil: excess hours for senior and executive employees
Australian Law Reform Commission.txt1172flextimeas flextime. 11 australian law refonn commission enterprise agreement 2016-19 21.3 a full-time employee can catty over a maximum of20 hours credit or 7.35 hours debit from one settlement period to the next. flextime credits or debits for parttime employees will be on a pro rata basis. 21.4 any flextime credit in excess of 20 hours will be lost unless approval to accumulate additional hours has been received from the emp loyee's supervisor. any flextime debit in excess of 7.35 hours must be acquitted by utilising leave, including leave without pay, unless an employee has approval from their supervisor to accumulate additional debit hours. 21.5 flextime credit will not be paid out on separation. flextime debits will be recovered from an employee's final pay. 22. toil: excess hours for senior and executive employees 22.1
Australian Law Reform Commission.txt1182flextimedebit from one settlement period to the next. flextime credits or debits for parttime employees will be on a pro rata basis. 21.4 any flextime credit in excess of 20 hours will be lost unless approval to accumulate additional hours has been received from the emp loyee's supervisor. any flextime debit in excess of 7.35 hours must be acquitted by utilising leave, including leave without pay, unless an employee has approval from their supervisor to accumulate additional debit hours. 21.5 flextime credit will not be paid out on separation. flextime debits will be recovered from an employee's final pay. 22. toil: excess hours for senior and executive employees 22.1 time off in lieu arrangements are provided for in the alrc's flextime and time in lieu policy. remuneration for senior and executive employees in the categories el1-el2, sl01-sl010, pl01-pl03 incorporates a salary component to compensate for the extra responsibility of seniority that may be expected of them, including working reasonable additional hours beyond ordinary hours for operational reasons. 22.2
Australian Law Reform Commission.txt1186flextimeany flextime credit in excess of 20 hours will be lost unless approval to accumulate additional hours has been received from the emp loyee's supervisor. any flextime debit in excess of 7.35 hours must be acquitted by utilising leave, including leave without pay, unless an employee has approval from their supervisor to accumulate additional debit hours. 21.5 flextime credit will not be paid out on separation. flextime debits will be recovered from an employee's final pay. 22. toil: excess hours for senior and executive employees 22.1 time off in lieu arrangements are provided for in the alrc's flextime and time in lieu policy. remuneration for senior and executive employees in the categories el1-el2, sl01-sl010, pl01-pl03 incorporates a salary component to compensate for the extra responsibility of seniority that may be expected of them, including working reasonable additional hours beyond ordinary hours for operational reasons. 22.2 senior and executive employees are permitted to take time off in lieu (toil) to compensate for substantial hours worked in excess of ordinary hours subject to prior approval of their supervisor.
Australian Law Reform Commission.txt1188flextimeany flextime debit in excess of 7.35 hours must be acquitted by utilising leave, including leave without pay, unless an employee has approval from their supervisor to accumulate additional debit hours. 21.5 flextime credit will not be paid out on separation. flextime debits will be recovered from an employee's final pay. 22. toil: excess hours for senior and executive employees 22.1 time off in lieu arrangements are provided for in the alrc's flextime and time in lieu policy. remuneration for senior and executive employees in the categories el1-el2, sl01-sl010, pl01-pl03 incorporates a salary component to compensate for the extra responsibility of seniority that may be expected of them, including working reasonable additional hours beyond ordinary hours for operational reasons. 22.2 senior and executive employees are permitted to take time off in lieu (toil) to compensate for substantial hours worked in excess of ordinary hours subject to prior approval of their supervisor. 22.3
Australian Law Reform Commission.txt1194flextimeflextime credit will not be paid out on separation. flextime debits will be recovered from an employee's final pay. 22. toil: excess hours for senior and executive employees 22.1 time off in lieu arrangements are provided for in the alrc's flextime and time in lieu policy. remuneration for senior and executive employees in the categories el1-el2, sl01-sl010, pl01-pl03 incorporates a salary component to compensate for the extra responsibility of seniority that may be expected of them, including working reasonable additional hours beyond ordinary hours for operational reasons. 22.2 senior and executive employees are permitted to take time off in lieu (toil) to compensate for substantial hours worked in excess of ordinary hours subject to prior approval of their supervisor. 22.3 toil is a limited entitlement and is not intended to compensate for additional hours on a one for one basis. the president wiii determine the number of hours that can compensate for excess hours worked, in consultation with the employee. 22.4
Australian Law Reform Commission.txt1203flextimetime off in lieu arrangements are provided for in the alrc's flextime and time in lieu policy. remuneration for senior and executive employees in the categories el1-el2, sl01-sl010, pl01-pl03 incorporates a salary component to compensate for the extra responsibility of seniority that may be expected of them, including working reasonable additional hours beyond ordinary hours for operational reasons. 22.2 senior and executive employees are permitted to take time off in lieu (toil) to compensate for substantial hours worked in excess of ordinary hours subject to prior approval of their supervisor. 22.3 toil is a limited entitlement and is not intended to compensate for additional hours on a one for one basis. the president wiii determine the number of hours that can compensate for excess hours worked, in consultation with the employee. 22.4 while access to toil is subject to the approval of the president and the executive director, where substantial additional hours have been required to be worked, and where workloads permit, reasonable requests will not be refused. 23. reporting absences 23.1
Australian Law Reform Commission.txt1289overtimeovertime rates; 111. penalty rates; iv. allowances; v. remuneration; and/or v1. leave and leave loading; and b) the arrangement meets the genuine needs of the employer and employee in relation to one or more of the matters mentioned in paragraph (a); and c) the anangement is genuinely agreed to by the employer and employee. the employer must ensure that the te1ms of the individual flexibility a1rangement: •
Australian Law Reform Commission.txt1484long service leavenot count for service for the purposes of the long service leave (commonwealth employees) act 1976, unless the president determines otherwise. 27. cashing out of annual leave 27.1 an employee may, with the approval of the president, cash out a p01tion of the employee ' s annual leave credit, provided that the employee ' s remaining accrued entitlement to annual leave, following cash out, is not less than 20 working days. each cashing out of a patticular amount of annual leave must be by a separate agreement in writing between the president and the employee. 27.2 the maximum amount of annual leave credit that can be cashed out in one year is 10 days. 27.3 if an employee cashes out annual leave, the employee will be paid the full amount that would have been paid to the employee had the employee taken the leave that the employee has foregone . 2 7.4 the president will not approve requests to cash out leave in accordance with this clause unless the employee has taken 15 days annual leave in the 12 months
Australian Law Reform Commission.txt1592parental leavepersonal leave w hile on paid maternity, adoption, foster or parental leave. 29.7 an employee must provide supporting evidence acceptable to the p resident in the following circumstances: 29.8 (a) w hen the employee is absent on personal/carer' s leave for m ore than three consecutive working days; or (b) w hen the employee has taken more than five days personal/carer's leave in a calendar year without producing a ce1tificate; or (c) w hen the president believes, on reasonable grounds, that the employee's absence is not consistent with the appropriate use of personal leave. supporting evidence includes: • a medical ce1tificate; •
Australian Law Reform Commission.txt1656long service leavelong service leave 30.1 an employee is eligible for long service leave in accordance with the long service leave (commonwealth employees) act 1976. 30.2 the minimum period for which long service leave will be granted is seven calendar days at full pay, or 14 calendar days at half pay, per occasion. long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. 31. maternity and parental leave 31.1 pregnant employees or employees who have given birth are entitled to matemity leave in accordance with the maternity leave (commonwealth employees) act 1973 (cth) (mla) and the fair work act. eligible employees are entitled to up to 52 weeks of leave of which up to 12 weeks may be paid leave. 31.2 eligible employees with an entitlement to paid leave under the ml act will be provided with an additional 2 weeks paid maternity leave to be taken continuous with a period of paid maternity leave, provided by the ml act.
Australian Law Reform Commission.txt1660long service leavean employee is eligible for long service leave in accordance with the long service leave (commonwealth employees) act 1976. 30.2 the minimum period for which long service leave will be granted is seven calendar days at full pay, or 14 calendar days at half pay, per occasion. long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. 31. maternity and parental leave 31.1 pregnant employees or employees who have given birth are entitled to matemity leave in accordance with the maternity leave (commonwealth employees) act 1973 (cth) (mla) and the fair work act. eligible employees are entitled to up to 52 weeks of leave of which up to 12 weeks may be paid leave. 31.2 eligible employees with an entitlement to paid leave under the ml act will be provided with an additional 2 weeks paid maternity leave to be taken continuous with a period of paid maternity leave, provided by the ml act. 31.3 employees who adopt or petmanently foster a child, and who are the primary
Australian Law Reform Commission.txt1665long service leavethe minimum period for which long service leave will be granted is seven calendar days at full pay, or 14 calendar days at half pay, per occasion. long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. 31. maternity and parental leave 31.1 pregnant employees or employees who have given birth are entitled to matemity leave in accordance with the maternity leave (commonwealth employees) act 1973 (cth) (mla) and the fair work act. eligible employees are entitled to up to 52 weeks of leave of which up to 12 weeks may be paid leave. 31.2 eligible employees with an entitlement to paid leave under the ml act will be provided with an additional 2 weeks paid maternity leave to be taken continuous with a period of paid maternity leave, provided by the ml act. 31.3 employees who adopt or petmanently foster a child, and who are the primary caregiver for that child, are entitled to up to 52 weeks of parental leave. up to 14 weeks of that leave will be paid leave, commencing from the time of placement of the child, provided the employee satisfies the same qualifying service requirements as those required to receive paid leave in accordance with the ml act.
Australian Law Reform Commission.txt1672parental leavematernity and parental leave 31.1 pregnant employees or employees who have given birth are entitled to matemity leave in accordance with the maternity leave (commonwealth employees) act 1973 (cth) (mla) and the fair work act. eligible employees are entitled to up to 52 weeks of leave of which up to 12 weeks may be paid leave. 31.2 eligible employees with an entitlement to paid leave under the ml act will be provided with an additional 2 weeks paid maternity leave to be taken continuous with a period of paid maternity leave, provided by the ml act. 31.3 employees who adopt or petmanently foster a child, and who are the primary caregiver for that child, are entitled to up to 52 weeks of parental leave. up to 14 weeks of that leave will be paid leave, commencing from the time of placement of the child, provided the employee satisfies the same qualifying service requirements as those required to receive paid leave in accordance with the ml act. 3 1.4 employees are entitled to parental leave for adoption or permanent foster care when that child: a. is under 16 years of age;
Australian Law Reform Commission.txt1677maternity leaveleave in accordance with the maternity leave (commonwealth employees) act 1973 (cth) (mla) and the fair work act. eligible employees are entitled to up to 52 weeks of leave of which up to 12 weeks may be paid leave. 31.2 eligible employees with an entitlement to paid leave under the ml act will be provided with an additional 2 weeks paid maternity leave to be taken continuous with a period of paid maternity leave, provided by the ml act. 31.3 employees who adopt or petmanently foster a child, and who are the primary caregiver for that child, are entitled to up to 52 weeks of parental leave. up to 14 weeks of that leave will be paid leave, commencing from the time of placement of the child, provided the employee satisfies the same qualifying service requirements as those required to receive paid leave in accordance with the ml act. 3 1.4 employees are entitled to parental leave for adoption or permanent foster care when that child: a. is under 16 years of age; b. has not, or will not have, lived continuously with the employee for a period of 6 months or more as at the day (or expected day) of placement; and
Australian Law Reform Commission.txt1684maternity leaveprovided with an additional 2 weeks paid maternity leave to be taken continuous with a period of paid maternity leave, provided by the ml act. 31.3 employees who adopt or petmanently foster a child, and who are the primary caregiver for that child, are entitled to up to 52 weeks of parental leave. up to 14 weeks of that leave will be paid leave, commencing from the time of placement of the child, provided the employee satisfies the same qualifying service requirements as those required to receive paid leave in accordance with the ml act. 3 1.4 employees are entitled to parental leave for adoption or permanent foster care when that child: a. is under 16 years of age; b. has not, or will not have, lived continuously with the employee for a period of 6 months or more as at the day (or expected day) of placement; and c. is not (otherwise than because of the adoption) a child of the employee or the employee's spouse or partner. 31.5
Australian Law Reform Commission.txt1685maternity leavewith a period of paid maternity leave, provided by the ml act. 31.3 employees who adopt or petmanently foster a child, and who are the primary caregiver for that child, are entitled to up to 52 weeks of parental leave. up to 14 weeks of that leave will be paid leave, commencing from the time of placement of the child, provided the employee satisfies the same qualifying service requirements as those required to receive paid leave in accordance with the ml act. 3 1.4 employees are entitled to parental leave for adoption or permanent foster care when that child: a. is under 16 years of age; b. has not, or will not have, lived continuously with the employee for a period of 6 months or more as at the day (or expected day) of placement; and c. is not (otherwise than because of the adoption) a child of the employee or the employee's spouse or partner. 31.5
Australian Law Reform Commission.txt1690parental leavecaregiver for that child, are entitled to up to 52 weeks of parental leave. up to 14 weeks of that leave will be paid leave, commencing from the time of placement of the child, provided the employee satisfies the same qualifying service requirements as those required to receive paid leave in accordance with the ml act. 3 1.4 employees are entitled to parental leave for adoption or permanent foster care when that child: a. is under 16 years of age; b. has not, or will not have, lived continuously with the employee for a period of 6 months or more as at the day (or expected day) of placement; and c. is not (otherwise than because of the adoption) a child of the employee or the employee's spouse or partner. 31.5 documentary evidence of approval for adoption or enduring parental responsibilities under fotmal fostering an·angements must be submitted when applying for parental leave for adoption or petmanent foster career purposes. 3 1.6
Australian Law Reform Commission.txt1697parental leaveemployees are entitled to parental leave for adoption or permanent foster care when that child: a. is under 16 years of age; b. has not, or will not have, lived continuously with the employee for a period of 6 months or more as at the day (or expected day) of placement; and c. is not (otherwise than because of the adoption) a child of the employee or the employee's spouse or partner. 31.5 documentary evidence of approval for adoption or enduring parental responsibilities under fotmal fostering an·angements must be submitted when applying for parental leave for adoption or petmanent foster career purposes. 3 1.6 employees who are eligible for paid matemity or parental leave may elect to have the payment for that leave spread over a maximum of a maximum of 28 weeks, at a rate not less than half normal salary. where payment is spread over a longer period, only 14 of the total weeks of leave will count as service. 31.7
Australian Law Reform Commission.txt1717parental leaveapplying for parental leave for adoption or petmanent foster career purposes. 3 1.6 employees who are eligible for paid matemity or parental leave may elect to have the payment for that leave spread over a maximum of a maximum of 28 weeks, at a rate not less than half normal salary. where payment is spread over a longer period, only 14 of the total weeks of leave will count as service. 31.7 on ending the initial period of up to 52 weeks of matemity or parental leave, employees may request an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial leave period. 17 australian law refonn commission enterprise agreement 20 16-1 9 31.9 unpaid matemity or parental leave will not count as service for any purpose other than unpaid leave taken during the fu·st 12 weeks. 31.10 m atemity and parental leave is inclusive of public holidays and will not be extended because a public holiday (or clu·istmas closedown) falls during a period
Australian Law Reform Commission.txt1721parental leaveemployees who are eligible for paid matemity or parental leave may elect to have the payment for that leave spread over a maximum of a maximum of 28 weeks, at a rate not less than half normal salary. where payment is spread over a longer period, only 14 of the total weeks of leave will count as service. 31.7 on ending the initial period of up to 52 weeks of matemity or parental leave, employees may request an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial leave period. 17 australian law refonn commission enterprise agreement 20 16-1 9 31.9 unpaid matemity or parental leave will not count as service for any purpose other than unpaid leave taken during the fu·st 12 weeks. 31.10 m atemity and parental leave is inclusive of public holidays and will not be extended because a public holiday (or clu·istmas closedown) falls during a period of paid or unpaid matemity or parental leave. 31.11
Australian Law Reform Commission.txt1728parental leaveon ending the initial period of up to 52 weeks of matemity or parental leave, employees may request an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial leave period. 17 australian law refonn commission enterprise agreement 20 16-1 9 31.9 unpaid matemity or parental leave will not count as service for any purpose other than unpaid leave taken during the fu·st 12 weeks. 31.10 m atemity and parental leave is inclusive of public holidays and will not be extended because a public holiday (or clu·istmas closedown) falls during a period of paid or unpaid matemity or parental leave. 31.11 on ending matemity or parental leave, employees have the retum to work guarantee and the right to request flexible working arrangements provided by the fair work act 2009. 32. supporting partner/other primary caregiver leave
Australian Law Reform Commission.txt1729parental leaveemployees may request an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial leave period. 17 australian law refonn commission enterprise agreement 20 16-1 9 31.9 unpaid matemity or parental leave will not count as service for any purpose other than unpaid leave taken during the fu·st 12 weeks. 31.10 m atemity and parental leave is inclusive of public holidays and will not be extended because a public holiday (or clu·istmas closedown) falls during a period of paid or unpaid matemity or parental leave. 31.11 on ending matemity or parental leave, employees have the retum to work guarantee and the right to request flexible working arrangements provided by the fair work act 2009. 32. supporting partner/other primary caregiver leave
Australian Law Reform Commission.txt1740parental leaveunpaid matemity or parental leave will not count as service for any purpose other than unpaid leave taken during the fu·st 12 weeks. 31.10 m atemity and parental leave is inclusive of public holidays and will not be extended because a public holiday (or clu·istmas closedown) falls during a period of paid or unpaid matemity or parental leave. 31.11 on ending matemity or parental leave, employees have the retum to work guarantee and the right to request flexible working arrangements provided by the fair work act 2009. 32. supporting partner/other primary caregiver leave 32. 1 employees who are not othetw ise entitled to paid matemity leave under the ml act or parental leave under this agreement are entitled to 2 weeks of paid leave on the birth, adoption or permanent foster care placement of a child or their partner's child. 32.2 paid parental leave must be taken at a time agreed between the employee and the president and within 12 months of the bitth, adoption or fostering of the child.
Australian Law Reform Commission.txt1745parental leavem atemity and parental leave is inclusive of public holidays and will not be extended because a public holiday (or clu·istmas closedown) falls during a period of paid or unpaid matemity or parental leave. 31.11 on ending matemity or parental leave, employees have the retum to work guarantee and the right to request flexible working arrangements provided by the fair work act 2009. 32. supporting partner/other primary caregiver leave 32. 1 employees who are not othetw ise entitled to paid matemity leave under the ml act or parental leave under this agreement are entitled to 2 weeks of paid leave on the birth, adoption or permanent foster care placement of a child or their partner's child. 32.2 paid parental leave must be taken at a time agreed between the employee and the president and within 12 months of the bitth, adoption or fostering of the child. 32.3 documentary evidence, for example a bi1t h ce1t ificate follow ing the birth of a child, must be submitted when applying fo r suppmting pa1tner or other primary caregiver leave.
Australian Law Reform Commission.txt1747parental leaveof paid or unpaid matemity or parental leave. 31.11 on ending matemity or parental leave, employees have the retum to work guarantee and the right to request flexible working arrangements provided by the fair work act 2009. 32. supporting partner/other primary caregiver leave 32. 1 employees who are not othetw ise entitled to paid matemity leave under the ml act or parental leave under this agreement are entitled to 2 weeks of paid leave on the birth, adoption or permanent foster care placement of a child or their partner's child. 32.2 paid parental leave must be taken at a time agreed between the employee and the president and within 12 months of the bitth, adoption or fostering of the child. 32.3 documentary evidence, for example a bi1t h ce1t ificate follow ing the birth of a child, must be submitted when applying fo r suppmting pa1tner or other primary caregiver leave. 32.4
Australian Law Reform Commission.txt1751parental leaveon ending matemity or parental leave, employees have the retum to work guarantee and the right to request flexible working arrangements provided by the fair work act 2009. 32. supporting partner/other primary caregiver leave 32. 1 employees who are not othetw ise entitled to paid matemity leave under the ml act or parental leave under this agreement are entitled to 2 weeks of paid leave on the birth, adoption or permanent foster care placement of a child or their partner's child. 32.2 paid parental leave must be taken at a time agreed between the employee and the president and within 12 months of the bitth, adoption or fostering of the child. 32.3 documentary evidence, for example a bi1t h ce1t ificate follow ing the birth of a child, must be submitted when applying fo r suppmting pa1tner or other primary caregiver leave. 32.4 paid parental leave will count as service for all purposes. 32.5
Australian Law Reform Commission.txt1762parental leaveor parental leave under this agreement are entitled to 2 weeks of paid leave on the birth, adoption or permanent foster care placement of a child or their partner's child. 32.2 paid parental leave must be taken at a time agreed between the employee and the president and within 12 months of the bitth, adoption or fostering of the child. 32.3 documentary evidence, for example a bi1t h ce1t ificate follow ing the birth of a child, must be submitted when applying fo r suppmting pa1tner or other primary caregiver leave. 32.4 paid parental leave will count as service for all purposes. 32.5 an employee who is eligible for pa id parental leave is also eligible for up to 52 weeks of unpaid leave, inclusive of any periods of paid leave, commencing on the date of the bi1t h of a child, or on the day on which the employee assumes responsibility for an adopted or fostered child. 33. defence reserve service leave 33. 1
Australian Law Reform Commission.txt1767parental leavepaid parental leave must be taken at a time agreed between the employee and the president and within 12 months of the bitth, adoption or fostering of the child. 32.3 documentary evidence, for example a bi1t h ce1t ificate follow ing the birth of a child, must be submitted when applying fo r suppmting pa1tner or other primary caregiver leave. 32.4 paid parental leave will count as service for all purposes. 32.5 an employee who is eligible for pa id parental leave is also eligible for up to 52 weeks of unpaid leave, inclusive of any periods of paid leave, commencing on the date of the bi1t h of a child, or on the day on which the employee assumes responsibility for an adopted or fostered child. 33. defence reserve service leave 33. 1 an employee may be granted leave (with or without pay) to enable the employee to fulfil australian defence force (adf) reserve and continuous full time service (cfts) or cadet force obligations.
Australian Law Reform Commission.txt1778parental leavepaid parental leave will count as service for all purposes. 32.5 an employee who is eligible for pa id parental leave is also eligible for up to 52 weeks of unpaid leave, inclusive of any periods of paid leave, commencing on the date of the bi1t h of a child, or on the day on which the employee assumes responsibility for an adopted or fostered child. 33. defence reserve service leave 33. 1 an employee may be granted leave (with or without pay) to enable the employee to fulfil australian defence force (adf) reserve and continuous full time service (cfts) or cadet force obligations. 33.2 an employee is entitled to leave w ith pay, of up to four weeks during each financial year, and an additional two weeks paid leave in the first year of adf reserve service, fo r the purpose of fulfilling service in the adf reserve. 33.3 with the exception of the additional two weeks in the first year of service, leave can be accumulated and taken over a period of two years.
Australian Law Reform Commission.txt1782parental leavean employee who is eligible for pa id parental leave is also eligible for up to 52 weeks of unpaid leave, inclusive of any periods of paid leave, commencing on the date of the bi1t h of a child, or on the day on which the employee assumes responsibility for an adopted or fostered child. 33. defence reserve service leave 33. 1 an employee may be granted leave (with or without pay) to enable the employee to fulfil australian defence force (adf) reserve and continuous full time service (cfts) or cadet force obligations. 33.2 an employee is entitled to leave w ith pay, of up to four weeks during each financial year, and an additional two weeks paid leave in the first year of adf reserve service, fo r the purpose of fulfilling service in the adf reserve. 33.3 with the exception of the additional two weeks in the first year of service, leave can be accumulated and taken over a period of two years. 33.4 defence reserve leave counts as service for all purposes, except for unpaid leave to undettake continuous full time service (cfts) . unpaid leave for the purpose
Australian Law Reform Commission.txt1879study leavestudy leave 36.1 an ongoing employee who is undertaking f01mal study may be granted up to five days unpaid leave per academic year. a pat1-time employee may be granted a pro rata amount. 36.2 all study leave is discretionary and will be decided by the president. the president is able to consider granting a further period of unpaid leave per academic year on request, taking into consideration the operational requirements of the alrc, and the individual circumstances ofthe employee. 36.3 in deciding on whether to grant study leave, the president will take into account the operational priorities and needs of the alrc, the benefit of the study to the employee's position and/or to the alrc's work, the amount of time involved and the professional development needs of the individual. 37. discretionary miscellaneous leave 3 7.1 the president may grant leave to an employee, either with or without pay, in circumstances not provided for elsewhere in this agreement for a purpose that the
Australian Law Reform Commission.txt1889study leaveall study leave is discretionary and will be decided by the president. the president is able to consider granting a further period of unpaid leave per academic year on request, taking into consideration the operational requirements of the alrc, and the individual circumstances ofthe employee. 36.3 in deciding on whether to grant study leave, the president will take into account the operational priorities and needs of the alrc, the benefit of the study to the employee's position and/or to the alrc's work, the amount of time involved and the professional development needs of the individual. 37. discretionary miscellaneous leave 3 7.1 the president may grant leave to an employee, either with or without pay, in circumstances not provided for elsewhere in this agreement for a purpose that the president considers to be in the interests of the alrc and having regard to operational requirements. 37.2 the president may request that an employee provide reasonable evidence of the need and/or desirability of the leave requested. 19
Australian Law Reform Commission.txt1896study leavein deciding on whether to grant study leave, the president will take into account the operational priorities and needs of the alrc, the benefit of the study to the employee's position and/or to the alrc's work, the amount of time involved and the professional development needs of the individual. 37. discretionary miscellaneous leave 3 7.1 the president may grant leave to an employee, either with or without pay, in circumstances not provided for elsewhere in this agreement for a purpose that the president considers to be in the interests of the alrc and having regard to operational requirements. 37.2 the president may request that an employee provide reasonable evidence of the need and/or desirability of the leave requested. 19 australian law refonn commission enterprise agreement 2016-1 9 3 7.4 the president may approve up to 10 days ceremonial leave with pay in any one year
Australian Law Reform Commission.txt1899professional developmentthe professional development needs of the individual. 37. discretionary miscellaneous leave 3 7.1 the president may grant leave to an employee, either with or without pay, in circumstances not provided for elsewhere in this agreement for a purpose that the president considers to be in the interests of the alrc and having regard to operational requirements. 37.2 the president may request that an employee provide reasonable evidence of the need and/or desirability of the leave requested. 19 australian law refonn commission enterprise agreement 2016-1 9 3 7.4 the president may approve up to 10 days ceremonial leave with pay in any one year for employees of aboriginal or tottes strait islander descent. ceremonial leave is in addition to compassionate leave.
Australian Law Reform Commission.txt1933long service leavethan provided for by the long service leave (commonwealth employees) act 1976. 3 7.4 discretionary miscellaneous leave includes, but is not limited to, cultural leave for culturally and linguistically diverse employees. the president may decide that all or part of a period of cultural leave is leave with pay or without pay. 38. portability of leave 38. 1 where an employee moves (including on promotion or for an agreed period) from another agency where they were an ongoing aps employee, the employee' s unused accrued annual leave and personal/carers leave (however described) will be transferred, provided there is no break in continuity of service. 38.2 where an employee is engaged as either an ongoing or non-ongoing ap s employee immediately following a period of ongoing employment in the parliamentary serv ice or the act government service, the employee's unu sed accrued annual leave and p ersonal/carers leave (however described) will be recognised. 38.3 for the purposes of thi s clause:
Australian Law Reform Commission.txt1985traveltravel 39. 1 when employees are required to travel as patt of their employment, the costs of travel and hotel accommodation, if required, will be covered by the alrc. travel allowances to cover the cost of meals and incidental expenses may also be paid. futther infonnation is available in the alrc travel policy. 40. first aid 40. 1 an employee who possesses a current first aid certificate and has designated responsibilities as a first aid officer at the alrc will be paid an allowance of $15 per f01tnight. 20 australian law reform commission enterprise agreement 2016-19 41. re-location expenses 41.1
Australian Law Reform Commission.txt1989travelwhen employees are required to travel as patt of their employment, the costs of travel and hotel accommodation, if required, will be covered by the alrc. travel allowances to cover the cost of meals and incidental expenses may also be paid. futther infonnation is available in the alrc travel policy. 40. first aid 40. 1 an employee who possesses a current first aid certificate and has designated responsibilities as a first aid officer at the alrc will be paid an allowance of $15 per f01tnight. 20 australian law reform commission enterprise agreement 2016-19 41. re-location expenses 41.1 where a successful candidate is offered ongoing employment at the alrc, and usually resides outside of the city in which the alrc has its office, the president may determine whether it is reasonable to offer an amount to assist the candidate to re-locate to sydney in order to take up the position.
Australian Law Reform Commission.txt1990traveltravel and hotel accommodation, if required, will be covered by the alrc. travel allowances to cover the cost of meals and incidental expenses may also be paid. futther infonnation is available in the alrc travel policy. 40. first aid 40. 1 an employee who possesses a current first aid certificate and has designated responsibilities as a first aid officer at the alrc will be paid an allowance of $15 per f01tnight. 20 australian law reform commission enterprise agreement 2016-19 41. re-location expenses 41.1 where a successful candidate is offered ongoing employment at the alrc, and usually resides outside of the city in which the alrc has its office, the president may determine whether it is reasonable to offer an amount to assist the candidate to re-locate to sydney in order to take up the position.
Australian Law Reform Commission.txt1992travelfutther infonnation is available in the alrc travel policy. 40. first aid 40. 1 an employee who possesses a current first aid certificate and has designated responsibilities as a first aid officer at the alrc will be paid an allowance of $15 per f01tnight. 20 australian law reform commission enterprise agreement 2016-19 41. re-location expenses 41.1 where a successful candidate is offered ongoing employment at the alrc, and usually resides outside of the city in which the alrc has its office, the president may determine whether it is reasonable to offer an amount to assist the candidate to re-locate to sydney in order to take up the position. 41.2
Australian Law Reform Commission.txt2029health and wellbeinghealth and wellbeing 42.1 the alrc will facilitate access to a confidential, professional counseling service to help employees resolve personal or work-related problems that may be disrupting their life at work or at home. this service will provide up to four free counseling sessions per annum with the alrc ' s approved provider. 42 .2 the alrc will suppo11 the training of designated employees to undettake the duties of first aid officer, fire warden, and occupational health and safety workplace delegate. 42.3 the alrc will provide annually, at no expense to employees and on a voluntary basis, access to a flu vaccination. 42.4 the alrc will provide to all employees an annual allowance of $ 150.00 to reimburse for expenditure on approved health and wellbeing activities. this allowance will be paid once per year at the time of the employee's annual perfotmance appraisal and on presentation of a valid tax invoice. part h: misconduct, termination of employment and resignation 43.
Australian Law Reform Commission.txt2052health and wellbeingreimburse for expenditure on approved health and wellbeing activities. this allowance will be paid once per year at the time of the employee's annual perfotmance appraisal and on presentation of a valid tax invoice. part h: misconduct, termination of employment and resignation 43. misconduct 43.1 possible misconduct or breaches of the aps code of conduct will be dealt with as per section 10 of the public service a ct. further infotmation can be found in the alrc' s procedures for determining breaches ofthe code of conduct. 43.2 nothing in this agreement prevents the president from terminating the employment of an employee for serious misconduct, without the notice or payment in lieu required by s 117 of the fair work act. 44. review of decisions to terminate employment 44.1 the sole and exhaustive rights and remedies of an employee in relation to tem1ination of employment, either for misconduct, as a result of poor performance
Australian Law Reform Commission.txt3480travelaps award 2015, except where this is required for the purpose of work-related travel. 2. where an employee at the aps 1 to aps 6 classification is required to work outside the span of hours set out in the aps award 2015, for the purpose of work-related travel, the employee will accumulate flex time, for the time worked outside the span of hours, at the relevant rate or rates in respect of overtime in the aps award 2015, that is, at 150%, 200% or 250% of ordinary time, depending on when the time is worked. signed: professor rosalind frances croucher am c/- alrc, level 40, mlc tower, 19 martin place, sydney 2000 dated: 13 october 2016 australian law reform commission level 40, mlc centre, 19 martin place, sydney nsw 2000 postal address: gpo box 3708 sydney nsw 2001 tel (02) 8238 6333 fax (02) 8238 6363 web www.alrc.gov.au email rosalind.croucher@alrc.gov.au
Australian Law Reform Commission.txt3482travelspan of hours set out in the aps award 2015, for the purpose of work-related travel, the employee will accumulate flex time, for the time worked outside the span of hours, at the relevant rate or rates in respect of overtime in the aps award 2015, that is, at 150%, 200% or 250% of ordinary time, depending on when the time is worked. signed: professor rosalind frances croucher am c/- alrc, level 40, mlc tower, 19 martin place, sydney 2000 dated: 13 october 2016 australian law reform commission level 40, mlc centre, 19 martin place, sydney nsw 2000 postal address: gpo box 3708 sydney nsw 2001 tel (02) 8238 6333 fax (02) 8238 6363 web www.alrc.gov.au email rosalind.croucher@alrc.gov.au
Australian Law Reform Commission.txt3484overtimethe relevant rate or rates in respect of overtime in the aps award 2015, that is, at 150%, 200% or 250% of ordinary time, depending on when the time is worked. signed: professor rosalind frances croucher am c/- alrc, level 40, mlc tower, 19 martin place, sydney 2000 dated: 13 october 2016 australian law reform commission level 40, mlc centre, 19 martin place, sydney nsw 2000 postal address: gpo box 3708 sydney nsw 2001 tel (02) 8238 6333 fax (02) 8238 6363 web www.alrc.gov.au email rosalind.croucher@alrc.gov.au
ASEA Determination.txt110salary advancementloading (tpl) above the base pay point due to receiving salary advancement at the tpl classification, will be paid at the higher pay point from the date of promotion. salary on reduction 14. where an employee requests or agrees in writing, to permanently or temporarily perform work at a lower classification level, salary will be determined at a rate applicable to the lower level for the period specified. the ceo will determine salary within the lower classification level having regard to the experience, qualifications and skills of the employee, and the circumstances under which the reduction occurred. casual employees 15. casual employees are entitled to a salary loading of 25% in lieu of public holidays not worked and all leave entitlements except for long service leave and leave as provided by the nes. supported wage system 16. employees who are eligible for a supported salary who meet the impairment criteria for the disability support pension will be paid the applicable percentage of the relevant rate for the work value they are performing in accordance with the special supported wage system (employees with a disability) australian pay and classification scale. 3 supported wage prescribed rates
ASEA Determination.txt126long service leaveworked and all leave entitlements except for long service leave and leave as provided by the nes. supported wage system 16. employees who are eligible for a supported salary who meet the impairment criteria for the disability support pension will be paid the applicable percentage of the relevant rate for the work value they are performing in accordance with the special supported wage system (employees with a disability) australian pay and classification scale. 3 supported wage prescribed rates 17. assessed capacity % of prescribed salary assessed capacity rate % of prescribed salary rate 10% 10% 60% 60% 20%
ASEA Determination.txt263salary packagingsalary packaging 29. employees may access salary packaging and may package up to 100% of salary. 30. where an employee elects to access salary packaging, the employee’s salary for the purposes of superannuation, severance and termination payments, and any other purposes, will be determined as if the salary packaging arrangement had not occurred. 31. any fringe benefits tax incurred in relation to an individual employee as a result of his or her salary packaging arrangement will be met by the individual employee. payment on death 32. where an employee dies, or the ceo directs that an employee will be presumed to have died on a particular date, the ceo may authorise the payment of the amount of salary, tpl, 5 annual leave and allowances to which the former employee would have been entitled had employment been ceased by resignation or retirement. allowances school holiday care allowance 33.
ASEA Determination.txt266salary packagingemployees may access salary packaging and may package up to 100% of salary. 30. where an employee elects to access salary packaging, the employee’s salary for the purposes of superannuation, severance and termination payments, and any other purposes, will be determined as if the salary packaging arrangement had not occurred. 31. any fringe benefits tax incurred in relation to an individual employee as a result of his or her salary packaging arrangement will be met by the individual employee. payment on death 32. where an employee dies, or the ceo directs that an employee will be presumed to have died on a particular date, the ceo may authorise the payment of the amount of salary, tpl, 5 annual leave and allowances to which the former employee would have been entitled had employment been ceased by resignation or retirement. allowances school holiday care allowance 33. the agency will contribute to the cost of school holiday care for primary school children of employees, when the employee is at work. where both carers work for the agency, the allowance will only be paid when both are at work.
ASEA Determination.txt270salary packagingwhere an employee elects to access salary packaging, the employee’s salary for the purposes of superannuation, severance and termination payments, and any other purposes, will be determined as if the salary packaging arrangement had not occurred. 31. any fringe benefits tax incurred in relation to an individual employee as a result of his or her salary packaging arrangement will be met by the individual employee. payment on death 32. where an employee dies, or the ceo directs that an employee will be presumed to have died on a particular date, the ceo may authorise the payment of the amount of salary, tpl, 5 annual leave and allowances to which the former employee would have been entitled had employment been ceased by resignation or retirement. allowances school holiday care allowance 33. the agency will contribute to the cost of school holiday care for primary school children of employees, when the employee is at work. where both carers work for the agency, the allowance will only be paid when both are at work. 34. on production of a receipt from an approved school holiday program provider, the agency
ASEA Determination.txt272salary packagingpurposes, will be determined as if the salary packaging arrangement had not occurred. 31. any fringe benefits tax incurred in relation to an individual employee as a result of his or her salary packaging arrangement will be met by the individual employee. payment on death 32. where an employee dies, or the ceo directs that an employee will be presumed to have died on a particular date, the ceo may authorise the payment of the amount of salary, tpl, 5 annual leave and allowances to which the former employee would have been entitled had employment been ceased by resignation or retirement. allowances school holiday care allowance 33. the agency will contribute to the cost of school holiday care for primary school children of employees, when the employee is at work. where both carers work for the agency, the allowance will only be paid when both are at work. 34. on production of a receipt from an approved school holiday program provider, the agency will reimburse $19 per child per day up to a maximum of $189 per family per week.
ASEA Determination.txt277salary packagingher salary packaging arrangement will be met by the individual employee. payment on death 32. where an employee dies, or the ceo directs that an employee will be presumed to have died on a particular date, the ceo may authorise the payment of the amount of salary, tpl, 5 annual leave and allowances to which the former employee would have been entitled had employment been ceased by resignation or retirement. allowances school holiday care allowance 33. the agency will contribute to the cost of school holiday care for primary school children of employees, when the employee is at work. where both carers work for the agency, the allowance will only be paid when both are at work. 34. on production of a receipt from an approved school holiday program provider, the agency will reimburse $19 per child per day up to a maximum of $189 per family per week. workplace responsibility allowance 35. an ongoing employee is entitled to a workplace responsibility allowance per fortnight where they are appointed to a workplace responsibility role and have successfully
ASEA Determination.txt349bandwidthmeans a 7-hour 30-minute day within the bandwidth. # ‘standard day’ is 8:30 am to 12:30 pm and 1:30 pm to 5:00 pm (or 8:00 am to 12:00 pm and 1:00 pm to 4:30 pm in the northern territory) monday to friday, except where a public holiday occurs. ‘settlement is the four-week period beginning on a pay thursday for the purposes of period’ determining flex debit / credit carryover. ‘bandwidth’ is 8am to 6pm, from monday to friday, for aps 1-3 employees and 7:00 am to 7:00 pm, from monday to friday, for aps4 and above employees. the exception to this is on a public holiday or where different start time is approved for travel purposes. # note: the definition of ordinary hours is inclusive of 7 hours and 21 minutes to be ordinarily worked and the additional 9 minutes for christmas closedown. employees will work an additional 9 minutes per day as an offset for the christmas closedown in clause 59. the 9 minutes per day is reflected in salary rates at attachment a. ordinary hours – full time employees 43. the ordinary hours for full time asea employees equal 150 hours per settlement period, which includes the additional nine minutes per day which is included in the salary rates. 44. employees must take an unpaid meal break of at least 30 minutes after five continuous hours of work. the maximum number of agreed working hours to be worked in a day is
ASEA Determination.txt361bandwidthbandwidth’ is 8am to 6pm, from monday to friday, for aps 1-3 employees and 7:00 am to 7:00 pm, from monday to friday, for aps4 and above employees. the exception to this is on a public holiday or where different start time is approved for travel purposes. # note: the definition of ordinary hours is inclusive of 7 hours and 21 minutes to be ordinarily worked and the additional 9 minutes for christmas closedown. employees will work an additional 9 minutes per day as an offset for the christmas closedown in clause 59. the 9 minutes per day is reflected in salary rates at attachment a. ordinary hours – full time employees 43. the ordinary hours for full time asea employees equal 150 hours per settlement period, which includes the additional nine minutes per day which is included in the salary rates. 44. employees must take an unpaid meal break of at least 30 minutes after five continuous hours of work. the maximum number of agreed working hours to be worked in a day is 10 hours, unless also working overtime. part time employees 45. the agency may engage an employee on a permanent part time basis. an employee engaged on a permanent part time basis does not have an automatic right to vary their part time hours or access full time hours. 46. a part time employee is an employee whose ordinary hours equal less than 150 hours in a
ASEA Determination.txt364travelstart time is approved for travel purposes. # note: the definition of ordinary hours is inclusive of 7 hours and 21 minutes to be ordinarily worked and the additional 9 minutes for christmas closedown. employees will work an additional 9 minutes per day as an offset for the christmas closedown in clause 59. the 9 minutes per day is reflected in salary rates at attachment a. ordinary hours – full time employees 43. the ordinary hours for full time asea employees equal 150 hours per settlement period, which includes the additional nine minutes per day which is included in the salary rates. 44. employees must take an unpaid meal break of at least 30 minutes after five continuous hours of work. the maximum number of agreed working hours to be worked in a day is 10 hours, unless also working overtime. part time employees 45. the agency may engage an employee on a permanent part time basis. an employee engaged on a permanent part time basis does not have an automatic right to vary their part time hours or access full time hours. 46. a part time employee is an employee whose ordinary hours equal less than 150 hours in a settlement period. employees are required to work at least three continuous hours, or an alternative period agreed by the ceo and the employee, on any agreed working day.
ASEA Determination.txt379overtime10 hours, unless also working overtime. part time employees 45. the agency may engage an employee on a permanent part time basis. an employee engaged on a permanent part time basis does not have an automatic right to vary their part time hours or access full time hours. 46. a part time employee is an employee whose ordinary hours equal less than 150 hours in a settlement period. employees are required to work at least three continuous hours, or an alternative period agreed by the ceo and the employee, on any agreed working day. 47. remuneration, with the exception of expense related allowances and reimbursements, are calculated on a pro rata basis. leave for part time employees is provided in accordance with relevant legislation and this determination. payment of salary when an employee takes leave will be reflective of the part-time hours except during long service leave where salary will be calculated in accordance with the long service leave (commonwealth employees) act 1976 (lsl act). 48. employees who work part time can agree to work outside their agreed hours and pattern of work. in such instances part time employees will be entitled to flextime or toil 7
ASEA Determination.txt399long service leavetakes leave will be reflective of the part-time hours except during long service leave where salary will be calculated in accordance with the long service leave (commonwealth employees) act 1976 (lsl act). 48. employees who work part time can agree to work outside their agreed hours and pattern of work. in such instances part time employees will be entitled to flextime or toil 7 provisions (as applicable), but where work is directed outside their agreed hours, overtime rates are applicable. request for part time work 49. all employees have the ability to request flexible working arrangements consistent with the relevant provisions of this determination and the fw act. 50. a request made in accordance with clause 49 must be in writing and set out details of the change sought and the reasons for the change. the ceo will consider the request and respond in writing. such requests may be refused on reasonable business grounds. 51. part time work arrangements will be set out in a written agreement which will include the employee’s hours of duty, the duration of the agreement and details of any specific arrangements that are necessary to facilitate the part time employment.
ASEA Determination.txt400long service leavesalary will be calculated in accordance with the long service leave (commonwealth employees) act 1976 (lsl act). 48. employees who work part time can agree to work outside their agreed hours and pattern of work. in such instances part time employees will be entitled to flextime or toil 7 provisions (as applicable), but where work is directed outside their agreed hours, overtime rates are applicable. request for part time work 49. all employees have the ability to request flexible working arrangements consistent with the relevant provisions of this determination and the fw act. 50. a request made in accordance with clause 49 must be in writing and set out details of the change sought and the reasons for the change. the ceo will consider the request and respond in writing. such requests may be refused on reasonable business grounds. 51. part time work arrangements will be set out in a written agreement which will include the employee’s hours of duty, the duration of the agreement and details of any specific arrangements that are necessary to facilitate the part time employment. 52.
ASEA Determination.txt406flextimeof work. in such instances part time employees will be entitled to flextime or toil 7 provisions (as applicable), but where work is directed outside their agreed hours, overtime rates are applicable. request for part time work 49. all employees have the ability to request flexible working arrangements consistent with the relevant provisions of this determination and the fw act. 50. a request made in accordance with clause 49 must be in writing and set out details of the change sought and the reasons for the change. the ceo will consider the request and respond in writing. such requests may be refused on reasonable business grounds. 51. part time work arrangements will be set out in a written agreement which will include the employee’s hours of duty, the duration of the agreement and details of any specific arrangements that are necessary to facilitate the part time employment. 52. the terms of a part time agreement cannot be varied without the agreement of the employee and the ceo. this includes reversion or conversion to full time arrangements before the originally agreed date. part time hours can be varied by agreement between the employee and the manager on a short-term basis to facilitate access to training or other agency opportunities. at the end of the part time agreement the employee can
ASEA Determination.txt409overtimeprovisions (as applicable), but where work is directed outside their agreed hours, overtime rates are applicable. request for part time work 49. all employees have the ability to request flexible working arrangements consistent with the relevant provisions of this determination and the fw act. 50. a request made in accordance with clause 49 must be in writing and set out details of the change sought and the reasons for the change. the ceo will consider the request and respond in writing. such requests may be refused on reasonable business grounds. 51. part time work arrangements will be set out in a written agreement which will include the employee’s hours of duty, the duration of the agreement and details of any specific arrangements that are necessary to facilitate the part time employment. 52. the terms of a part time agreement cannot be varied without the agreement of the employee and the ceo. this includes reversion or conversion to full time arrangements before the originally agreed date. part time hours can be varied by agreement between the employee and the manager on a short-term basis to facilitate access to training or other agency opportunities. at the end of the part time agreement the employee can either return to full time work or apply for a further period of part time employment. 53.
ASEA Determination.txt498long service leaveof leave (e.g. if on long service leave on half pay, payment is on half pay). 58. an employee and the ceo may come to an agreement to substitute any holiday prescribed above for a cultural or religious day of significance to the employee. christmas closedown 59. all asea workplaces will be closed from 12.30 pm of the last working day before christmas day and re-open the first working day following the first day of january; this will be known as the christmas closedown and is inclusive of the australian public service award additional leave day. 60. employees are not required to attend for duty during the christmas closedown, unless directed otherwise by the ceo. employees will be provided with time off for the christmas closedown and will be paid in accordance with their ordinary hours of work. where an employee is absent on leave, payment for the christmas closedown provision will be in accordance with the entitlement for that form of leave, (e.g. if on long service leave half pay, payment is on half pay). there will be no deduction from annual or personal leave credits for the christmas closedown. flextime 61. flextime is available to all aps level (or equivalent) employees (aps levels 1 – 6). flextime allows for employees and managers to vary working hours and patterns to provide
ASEA Determination.txt519long service leaveaccordance with the entitlement for that form of leave, (e.g. if on long service leave half pay, payment is on half pay). there will be no deduction from annual or personal leave credits for the christmas closedown. flextime 61. flextime is available to all aps level (or equivalent) employees (aps levels 1 – 6). flextime allows for employees and managers to vary working hours and patterns to provide maximum organisational flexibility. it allows the manager and employee to design flexible working arrangements that take account of the need to balance the achievement of organisational outcomes and the individual’s personal commitments. all hours must be recorded on the agency flex sheet. 9 62. the ordinary pattern of hours for a full-time employee will be a standard day, unless an agreement is reached with the employee’s manager for a different ordinary pattern of hours. full time employees may be required by their manager to vary their ordinary pattern of hours within the bandwidth to meet operational requirements. 63. an employee and their manager may agree to new arrangements in relation to ordinary pattern of hours at any time. 64. employees accumulate flextime within the bandwidth.
ASEA Determination.txt523flextimeflextime 61. flextime is available to all aps level (or equivalent) employees (aps levels 1 – 6). flextime allows for employees and managers to vary working hours and patterns to provide maximum organisational flexibility. it allows the manager and employee to design flexible working arrangements that take account of the need to balance the achievement of organisational outcomes and the individual’s personal commitments. all hours must be recorded on the agency flex sheet. 9 62. the ordinary pattern of hours for a full-time employee will be a standard day, unless an agreement is reached with the employee’s manager for a different ordinary pattern of hours. full time employees may be required by their manager to vary their ordinary pattern of hours within the bandwidth to meet operational requirements. 63. an employee and their manager may agree to new arrangements in relation to ordinary pattern of hours at any time. 64. employees accumulate flextime within the bandwidth. 65. a flex credit is where an employee accumulates hours in excess of ordinary hours. an
ASEA Determination.txt526flextimeflextime is available to all aps level (or equivalent) employees (aps levels 1 – 6). flextime allows for employees and managers to vary working hours and patterns to provide maximum organisational flexibility. it allows the manager and employee to design flexible working arrangements that take account of the need to balance the achievement of organisational outcomes and the individual’s personal commitments. all hours must be recorded on the agency flex sheet. 9 62. the ordinary pattern of hours for a full-time employee will be a standard day, unless an agreement is reached with the employee’s manager for a different ordinary pattern of hours. full time employees may be required by their manager to vary their ordinary pattern of hours within the bandwidth to meet operational requirements. 63. an employee and their manager may agree to new arrangements in relation to ordinary pattern of hours at any time. 64. employees accumulate flextime within the bandwidth. 65. a flex credit is where an employee accumulates hours in excess of ordinary hours. an employee may only carry over a maximum of 37.5 hours flex credit into the next settlement period in exceptional circumstances and where the manager has expressly agreed to the additional hours being worked.
ASEA Determination.txt539bandwidthpattern of hours within the bandwidth to meet operational requirements. 63. an employee and their manager may agree to new arrangements in relation to ordinary pattern of hours at any time. 64. employees accumulate flextime within the bandwidth. 65. a flex credit is where an employee accumulates hours in excess of ordinary hours. an employee may only carry over a maximum of 37.5 hours flex credit into the next settlement period in exceptional circumstances and where the manager has expressly agreed to the additional hours being worked. 66. a flex debit occurs when the employee works less time than their ordinary hours. a maximum of 22.5 hours debit can be accumulated and carried over to the next settlement period. an employee carrying over an amount in excess of 22.5 hours to the next settlement period must use miscellaneous leave without pay for the period in excess of 22.5 hours. any flex debit will be deducted from a person’s final monies if they cease to work for asea. 67. flex leave is where an employee works less than their ordinary hours on any given day and
ASEA Determination.txt548flextimeemployees accumulate flextime within the bandwidth. 65. a flex credit is where an employee accumulates hours in excess of ordinary hours. an employee may only carry over a maximum of 37.5 hours flex credit into the next settlement period in exceptional circumstances and where the manager has expressly agreed to the additional hours being worked. 66. a flex debit occurs when the employee works less time than their ordinary hours. a maximum of 22.5 hours debit can be accumulated and carried over to the next settlement period. an employee carrying over an amount in excess of 22.5 hours to the next settlement period must use miscellaneous leave without pay for the period in excess of 22.5 hours. any flex debit will be deducted from a person’s final monies if they cease to work for asea. 67. flex leave is where an employee works less than their ordinary hours on any given day and is not on any other form of leave. an employee may use up to the equivalent of five days flex credits in a settlement period. flex leave requires prior approval and for periods of one day or more reasonable notice is required. 68. where there is demonstrably insufficient work, a manager may require an employee not to work hours in addition to their ordinary hours.
ASEA Determination.txt548bandwidthemployees accumulate flextime within the bandwidth. 65. a flex credit is where an employee accumulates hours in excess of ordinary hours. an employee may only carry over a maximum of 37.5 hours flex credit into the next settlement period in exceptional circumstances and where the manager has expressly agreed to the additional hours being worked. 66. a flex debit occurs when the employee works less time than their ordinary hours. a maximum of 22.5 hours debit can be accumulated and carried over to the next settlement period. an employee carrying over an amount in excess of 22.5 hours to the next settlement period must use miscellaneous leave without pay for the period in excess of 22.5 hours. any flex debit will be deducted from a person’s final monies if they cease to work for asea. 67. flex leave is where an employee works less than their ordinary hours on any given day and is not on any other form of leave. an employee may use up to the equivalent of five days flex credits in a settlement period. flex leave requires prior approval and for periods of one day or more reasonable notice is required. 68. where there is demonstrably insufficient work, a manager may require an employee not to work hours in addition to their ordinary hours.
ASEA Determination.txt584overtimeovertime 70. where operational requirements make it necessary, a manager may direct an employee to work outside their ordinary hours on any day. employees may also be restricted to be contactable to return to work outside ordinary hours. the restriction provisions will apply in these cases. 71. the manager will give reasonable notice about the requirement to work overtime and be mindful of the personal responsibilities of the employee. 72. an aps level employee directed to perform work outside and in excess of their ordinary hours on a given day is eligible for an overtime payment, or where agreed, time off in lieu of overtime payment. 10 73. where a period of overtime is not continuous with ordinary time work, the base period of overtime payment for such work will be calculated as if the employee had worked for four hours. when determining whether a period is continuous with ordinary time work, meal breaks should not be regarded as breaking continuity. 74.
ASEA Determination.txt594overtimethe manager will give reasonable notice about the requirement to work overtime and be mindful of the personal responsibilities of the employee. 72. an aps level employee directed to perform work outside and in excess of their ordinary hours on a given day is eligible for an overtime payment, or where agreed, time off in lieu of overtime payment. 10 73. where a period of overtime is not continuous with ordinary time work, the base period of overtime payment for such work will be calculated as if the employee had worked for four hours. when determining whether a period is continuous with ordinary time work, meal breaks should not be regarded as breaking continuity. 74. overtime payments will be calculated as follows: a. monday to saturday: one and a half times the hourly rate for the first three hours each day and double the hourly rate thereafter b. saturday: double the hourly rate for shift workers (as per shift work provisions) c. sunday: double the hourly rate d. public holiday: two and a half times the hourly rate. (duty on a public holiday not in excess of an employee’s ordinary hours - that is, duty that is not overtime but which is part of the employee’s ordinary hours - will be paid at one and a half time the hourly rate additional to payment for the holiday).
ASEA Determination.txt600overtimehours on a given day is eligible for an overtime payment, or where agreed, time off in lieu of overtime payment. 10 73. where a period of overtime is not continuous with ordinary time work, the base period of overtime payment for such work will be calculated as if the employee had worked for four hours. when determining whether a period is continuous with ordinary time work, meal breaks should not be regarded as breaking continuity. 74. overtime payments will be calculated as follows: a. monday to saturday: one and a half times the hourly rate for the first three hours each day and double the hourly rate thereafter b. saturday: double the hourly rate for shift workers (as per shift work provisions) c. sunday: double the hourly rate d. public holiday: two and a half times the hourly rate. (duty on a public holiday not in excess of an employee’s ordinary hours - that is, duty that is not overtime but which is part of the employee’s ordinary hours - will be paid at one and a half time the hourly rate additional to payment for the holiday). 75. time off in lieu of overtime payment may be taken as follows: a. where the manager/supervisor and the employee agree, on an “hour for hour” basis with an entitlement to residual payment (for example - three hours’ time off plus three hours pay at half time, in lieu of three hours overtime at time and a half), or
ASEA Determination.txt601overtimeof overtime payment. 10 73. where a period of overtime is not continuous with ordinary time work, the base period of overtime payment for such work will be calculated as if the employee had worked for four hours. when determining whether a period is continuous with ordinary time work, meal breaks should not be regarded as breaking continuity. 74. overtime payments will be calculated as follows: a. monday to saturday: one and a half times the hourly rate for the first three hours each day and double the hourly rate thereafter b. saturday: double the hourly rate for shift workers (as per shift work provisions) c. sunday: double the hourly rate d. public holiday: two and a half times the hourly rate. (duty on a public holiday not in excess of an employee’s ordinary hours - that is, duty that is not overtime but which is part of the employee’s ordinary hours - will be paid at one and a half time the hourly rate additional to payment for the holiday). 75. time off in lieu of overtime payment may be taken as follows: a. where the manager/supervisor and the employee agree, on an “hour for hour” basis with an entitlement to residual payment (for example - three hours’ time off plus three hours pay at half time, in lieu of three hours overtime at time and a half), or b. on a penalty time basis, for example, four and a half hours’ time off in lieu of overtime
ASEA Determination.txt607overtimewhere a period of overtime is not continuous with ordinary time work, the base period of overtime payment for such work will be calculated as if the employee had worked for four hours. when determining whether a period is continuous with ordinary time work, meal breaks should not be regarded as breaking continuity. 74. overtime payments will be calculated as follows: a. monday to saturday: one and a half times the hourly rate for the first three hours each day and double the hourly rate thereafter b. saturday: double the hourly rate for shift workers (as per shift work provisions) c. sunday: double the hourly rate d. public holiday: two and a half times the hourly rate. (duty on a public holiday not in excess of an employee’s ordinary hours - that is, duty that is not overtime but which is part of the employee’s ordinary hours - will be paid at one and a half time the hourly rate additional to payment for the holiday). 75. time off in lieu of overtime payment may be taken as follows: a. where the manager/supervisor and the employee agree, on an “hour for hour” basis with an entitlement to residual payment (for example - three hours’ time off plus three hours pay at half time, in lieu of three hours overtime at time and a half), or b. on a penalty time basis, for example, four and a half hours’ time off in lieu of overtime payment. 76. where time off in lieu of payment has been agreed and the employee has not been granted time off within four weeks or another agreed period, due to operational
ASEA Determination.txt608overtimeovertime payment for such work will be calculated as if the employee had worked for four hours. when determining whether a period is continuous with ordinary time work, meal breaks should not be regarded as breaking continuity. 74. overtime payments will be calculated as follows: a. monday to saturday: one and a half times the hourly rate for the first three hours each day and double the hourly rate thereafter b. saturday: double the hourly rate for shift workers (as per shift work provisions) c. sunday: double the hourly rate d. public holiday: two and a half times the hourly rate. (duty on a public holiday not in excess of an employee’s ordinary hours - that is, duty that is not overtime but which is part of the employee’s ordinary hours - will be paid at one and a half time the hourly rate additional to payment for the holiday). 75. time off in lieu of overtime payment may be taken as follows: a. where the manager/supervisor and the employee agree, on an “hour for hour” basis with an entitlement to residual payment (for example - three hours’ time off plus three hours pay at half time, in lieu of three hours overtime at time and a half), or b. on a penalty time basis, for example, four and a half hours’ time off in lieu of overtime payment. 76. where time off in lieu of payment has been agreed and the employee has not been granted time off within four weeks or another agreed period, due to operational requirements, payment of the original entitlement will be made.
ASEA Determination.txt614overtimeovertime payments will be calculated as follows: a. monday to saturday: one and a half times the hourly rate for the first three hours each day and double the hourly rate thereafter b. saturday: double the hourly rate for shift workers (as per shift work provisions) c. sunday: double the hourly rate d. public holiday: two and a half times the hourly rate. (duty on a public holiday not in excess of an employee’s ordinary hours - that is, duty that is not overtime but which is part of the employee’s ordinary hours - will be paid at one and a half time the hourly rate additional to payment for the holiday). 75. time off in lieu of overtime payment may be taken as follows: a. where the manager/supervisor and the employee agree, on an “hour for hour” basis with an entitlement to residual payment (for example - three hours’ time off plus three hours pay at half time, in lieu of three hours overtime at time and a half), or b. on a penalty time basis, for example, four and a half hours’ time off in lieu of overtime payment. 76. where time off in lieu of payment has been agreed and the employee has not been granted time off within four weeks or another agreed period, due to operational requirements, payment of the original entitlement will be made. 77. executive level employees will only be eligible to receive overtime payments in exceptional circumstances with the approval of the ceo.
ASEA Determination.txt620overtimeexcess of an employee’s ordinary hours - that is, duty that is not overtime but which is part of the employee’s ordinary hours - will be paid at one and a half time the hourly rate additional to payment for the holiday). 75. time off in lieu of overtime payment may be taken as follows: a. where the manager/supervisor and the employee agree, on an “hour for hour” basis with an entitlement to residual payment (for example - three hours’ time off plus three hours pay at half time, in lieu of three hours overtime at time and a half), or b. on a penalty time basis, for example, four and a half hours’ time off in lieu of overtime payment. 76. where time off in lieu of payment has been agreed and the employee has not been granted time off within four weeks or another agreed period, due to operational requirements, payment of the original entitlement will be made. 77. executive level employees will only be eligible to receive overtime payments in exceptional circumstances with the approval of the ceo. executive level employees – flexible working arrangements and time off in lieu (toil) 78. the hours of duty worked by el employees are not regular and el employees may be required to work additional time beyond ordinary hours. where an el employee makes a significant productive effort by working considerable additional hours, managers will,
ASEA Determination.txt626overtimetime off in lieu of overtime payment may be taken as follows: a. where the manager/supervisor and the employee agree, on an “hour for hour” basis with an entitlement to residual payment (for example - three hours’ time off plus three hours pay at half time, in lieu of three hours overtime at time and a half), or b. on a penalty time basis, for example, four and a half hours’ time off in lieu of overtime payment. 76. where time off in lieu of payment has been agreed and the employee has not been granted time off within four weeks or another agreed period, due to operational requirements, payment of the original entitlement will be made. 77. executive level employees will only be eligible to receive overtime payments in exceptional circumstances with the approval of the ceo. executive level employees – flexible working arrangements and time off in lieu (toil) 78. the hours of duty worked by el employees are not regular and el employees may be required to work additional time beyond ordinary hours. where an el employee makes a significant productive effort by working considerable additional hours, managers will, subject to operational requirements, approve access to reasonable time off in lieu as recognition of additional hours worked. this means that variations in attendance times and absences, including for part-day or full-day absences may be agreed with managers without the need for a leave application. restriction allowance
ASEA Determination.txt629overtimepay at half time, in lieu of three hours overtime at time and a half), or b. on a penalty time basis, for example, four and a half hours’ time off in lieu of overtime payment. 76. where time off in lieu of payment has been agreed and the employee has not been granted time off within four weeks or another agreed period, due to operational requirements, payment of the original entitlement will be made. 77. executive level employees will only be eligible to receive overtime payments in exceptional circumstances with the approval of the ceo. executive level employees – flexible working arrangements and time off in lieu (toil) 78. the hours of duty worked by el employees are not regular and el employees may be required to work additional time beyond ordinary hours. where an el employee makes a significant productive effort by working considerable additional hours, managers will, subject to operational requirements, approve access to reasonable time off in lieu as recognition of additional hours worked. this means that variations in attendance times and absences, including for part-day or full-day absences may be agreed with managers without the need for a leave application. restriction allowance 79. a manager may direct an employee to be contactable and available to return to work to
ASEA Determination.txt630overtimeb. on a penalty time basis, for example, four and a half hours’ time off in lieu of overtime payment. 76. where time off in lieu of payment has been agreed and the employee has not been granted time off within four weeks or another agreed period, due to operational requirements, payment of the original entitlement will be made. 77. executive level employees will only be eligible to receive overtime payments in exceptional circumstances with the approval of the ceo. executive level employees – flexible working arrangements and time off in lieu (toil) 78. the hours of duty worked by el employees are not regular and el employees may be required to work additional time beyond ordinary hours. where an el employee makes a significant productive effort by working considerable additional hours, managers will, subject to operational requirements, approve access to reasonable time off in lieu as recognition of additional hours worked. this means that variations in attendance times and absences, including for part-day or full-day absences may be agreed with managers without the need for a leave application. restriction allowance 79. a manager may direct an employee to be contactable and available to return to work to perform extra duty outside their agreed ordinary hours (i.e. be restricted) with the
ASEA Determination.txt641overtimeexecutive level employees will only be eligible to receive overtime payments in exceptional circumstances with the approval of the ceo. executive level employees – flexible working arrangements and time off in lieu (toil) 78. the hours of duty worked by el employees are not regular and el employees may be required to work additional time beyond ordinary hours. where an el employee makes a significant productive effort by working considerable additional hours, managers will, subject to operational requirements, approve access to reasonable time off in lieu as recognition of additional hours worked. this means that variations in attendance times and absences, including for part-day or full-day absences may be agreed with managers without the need for a leave application. restriction allowance 79. a manager may direct an employee to be contactable and available to return to work to perform extra duty outside their agreed ordinary hours (i.e. be restricted) with the agreement of the employee, subject to the payment of an allowance. 11 80. restricted employees will receive a restriction allowance at the rate of 9% of their hourly rate for each hour they are restricted outside the bandwidth, subject to: a. prior approval of the ceo and b. the employee remaining contactable and available to perform extra duty and c. the employee not being in receipt of any other payment for the period for which restriction allowance would otherwise be payable, except as provided for in the
ASEA Determination.txt666bandwidthrate for each hour they are restricted outside the bandwidth, subject to: a. prior approval of the ceo and b. the employee remaining contactable and available to perform extra duty and c. the employee not being in receipt of any other payment for the period for which restriction allowance would otherwise be payable, except as provided for in the following clause. 81. restriction allowance is payable whether or not the restricted employee is required to perform duty outside the agreed ordinary hours. where a restricted employee, entitled to overtime payment is required to perform duty, overtime will be payable and subject to: a. a one-hour base rate of payment when work is performed without the necessity to travel to the workplace b. a three-hour base rate of payment including travel time if work is required to be performed at the workplace. 82. if an employee is required to perform subsequent periods of duty within the one-hour minimum payment period, only the initial one hour minimum is payable. where an employee is required to undertake a second period of duty that commences after the onehour minimum payment period has elapsed for the previous first period of duty, a further second one-hour minimum payment period commences and a further one hour minimum is payable. 83. restriction allowance will continue to be paid for periods of overtime worked while restricted.
ASEA Determination.txt677overtimeovertime payment is required to perform duty, overtime will be payable and subject to: a. a one-hour base rate of payment when work is performed without the necessity to travel to the workplace b. a three-hour base rate of payment including travel time if work is required to be performed at the workplace. 82. if an employee is required to perform subsequent periods of duty within the one-hour minimum payment period, only the initial one hour minimum is payable. where an employee is required to undertake a second period of duty that commences after the onehour minimum payment period has elapsed for the previous first period of duty, a further second one-hour minimum payment period commences and a further one hour minimum is payable. 83. restriction allowance will continue to be paid for periods of overtime worked while restricted. emergency duty 84. emergency duty will attract a base payment of two hours (which includes reasonable travel time) at double the hourly rate, which will be payable for all emergency callouts without prior notice. executive level employees will only be eligible to receive emergency duty payments in exceptional circumstances with the approval of the ceo. overtime meal allowance 85.
ASEA Determination.txt678travela. a one-hour base rate of payment when work is performed without the necessity to travel to the workplace b. a three-hour base rate of payment including travel time if work is required to be performed at the workplace. 82. if an employee is required to perform subsequent periods of duty within the one-hour minimum payment period, only the initial one hour minimum is payable. where an employee is required to undertake a second period of duty that commences after the onehour minimum payment period has elapsed for the previous first period of duty, a further second one-hour minimum payment period commences and a further one hour minimum is payable. 83. restriction allowance will continue to be paid for periods of overtime worked while restricted. emergency duty 84. emergency duty will attract a base payment of two hours (which includes reasonable travel time) at double the hourly rate, which will be payable for all emergency callouts without prior notice. executive level employees will only be eligible to receive emergency duty payments in exceptional circumstances with the approval of the ceo. overtime meal allowance 85. where an employee is directed to work overtime for at least three hours outside their
ASEA Determination.txt680travelb. a three-hour base rate of payment including travel time if work is required to be performed at the workplace. 82. if an employee is required to perform subsequent periods of duty within the one-hour minimum payment period, only the initial one hour minimum is payable. where an employee is required to undertake a second period of duty that commences after the onehour minimum payment period has elapsed for the previous first period of duty, a further second one-hour minimum payment period commences and a further one hour minimum is payable. 83. restriction allowance will continue to be paid for periods of overtime worked while restricted. emergency duty 84. emergency duty will attract a base payment of two hours (which includes reasonable travel time) at double the hourly rate, which will be payable for all emergency callouts without prior notice. executive level employees will only be eligible to receive emergency duty payments in exceptional circumstances with the approval of the ceo. overtime meal allowance 85. where an employee is directed to work overtime for at least three hours outside their ordinary hours they will receive an overtime meal allowance. the meal allowance rate will be equivalent to that set by the australian taxation office (ato), currently $32.50. where
ASEA Determination.txt693overtimerestriction allowance will continue to be paid for periods of overtime worked while restricted. emergency duty 84. emergency duty will attract a base payment of two hours (which includes reasonable travel time) at double the hourly rate, which will be payable for all emergency callouts without prior notice. executive level employees will only be eligible to receive emergency duty payments in exceptional circumstances with the approval of the ceo. overtime meal allowance 85. where an employee is directed to work overtime for at least three hours outside their ordinary hours they will receive an overtime meal allowance. the meal allowance rate will be equivalent to that set by the australian taxation office (ato), currently $32.50. where an employee works a further five hours overtime on a saturday, sunday or public holiday, they will receive an additional overtime meal allowance at the rate set by the ato. 12 rest break 86. employees should not commence work on any day without having at least eight hours plus reasonable travelling time minimum break from the previous day’s work, including any overtime worked, without specific approval from the ceo. 87.
ASEA Determination.txt700traveltravel time) at double the hourly rate, which will be payable for all emergency callouts without prior notice. executive level employees will only be eligible to receive emergency duty payments in exceptional circumstances with the approval of the ceo. overtime meal allowance 85. where an employee is directed to work overtime for at least three hours outside their ordinary hours they will receive an overtime meal allowance. the meal allowance rate will be equivalent to that set by the australian taxation office (ato), currently $32.50. where an employee works a further five hours overtime on a saturday, sunday or public holiday, they will receive an additional overtime meal allowance at the rate set by the ato. 12 rest break 86. employees should not commence work on any day without having at least eight hours plus reasonable travelling time minimum break from the previous day’s work, including any overtime worked, without specific approval from the ceo. 87. where the ceo requires an employee to resume or continue work without having had a minimum break, the employee will be paid at double the hourly rate for the hours worked, until he or she has had an eight-hour break. 88.
ASEA Determination.txt704overtimeovertime meal allowance 85. where an employee is directed to work overtime for at least three hours outside their ordinary hours they will receive an overtime meal allowance. the meal allowance rate will be equivalent to that set by the australian taxation office (ato), currently $32.50. where an employee works a further five hours overtime on a saturday, sunday or public holiday, they will receive an additional overtime meal allowance at the rate set by the ato. 12 rest break 86. employees should not commence work on any day without having at least eight hours plus reasonable travelling time minimum break from the previous day’s work, including any overtime worked, without specific approval from the ceo. 87. where the ceo requires an employee to resume or continue work without having had a minimum break, the employee will be paid at double the hourly rate for the hours worked, until he or she has had an eight-hour break. 88. where all or some of the employee’s minimum break occurs during ordinary hours, the employee will not lose pay for the absence. working from home
ASEA Determination.txt707overtimewhere an employee is directed to work overtime for at least three hours outside their ordinary hours they will receive an overtime meal allowance. the meal allowance rate will be equivalent to that set by the australian taxation office (ato), currently $32.50. where an employee works a further five hours overtime on a saturday, sunday or public holiday, they will receive an additional overtime meal allowance at the rate set by the ato. 12 rest break 86. employees should not commence work on any day without having at least eight hours plus reasonable travelling time minimum break from the previous day’s work, including any overtime worked, without specific approval from the ceo. 87. where the ceo requires an employee to resume or continue work without having had a minimum break, the employee will be paid at double the hourly rate for the hours worked, until he or she has had an eight-hour break. 88. where all or some of the employee’s minimum break occurs during ordinary hours, the employee will not lose pay for the absence. working from home 89. arrangements may be entered into between the manager and employee for regular or
ASEA Determination.txt708overtimeordinary hours they will receive an overtime meal allowance. the meal allowance rate will be equivalent to that set by the australian taxation office (ato), currently $32.50. where an employee works a further five hours overtime on a saturday, sunday or public holiday, they will receive an additional overtime meal allowance at the rate set by the ato. 12 rest break 86. employees should not commence work on any day without having at least eight hours plus reasonable travelling time minimum break from the previous day’s work, including any overtime worked, without specific approval from the ceo. 87. where the ceo requires an employee to resume or continue work without having had a minimum break, the employee will be paid at double the hourly rate for the hours worked, until he or she has had an eight-hour break. 88. where all or some of the employee’s minimum break occurs during ordinary hours, the employee will not lose pay for the absence. working from home 89. arrangements may be entered into between the manager and employee for regular or ad hoc working from home arrangements. these provisions also apply to mobile
ASEA Determination.txt710overtimean employee works a further five hours overtime on a saturday, sunday or public holiday, they will receive an additional overtime meal allowance at the rate set by the ato. 12 rest break 86. employees should not commence work on any day without having at least eight hours plus reasonable travelling time minimum break from the previous day’s work, including any overtime worked, without specific approval from the ceo. 87. where the ceo requires an employee to resume or continue work without having had a minimum break, the employee will be paid at double the hourly rate for the hours worked, until he or she has had an eight-hour break. 88. where all or some of the employee’s minimum break occurs during ordinary hours, the employee will not lose pay for the absence. working from home 89. arrangements may be entered into between the manager and employee for regular or ad hoc working from home arrangements. these provisions also apply to mobile arrangements where employees are working away from their usual workplace.
ASEA Determination.txt711overtimethey will receive an additional overtime meal allowance at the rate set by the ato. 12 rest break 86. employees should not commence work on any day without having at least eight hours plus reasonable travelling time minimum break from the previous day’s work, including any overtime worked, without specific approval from the ceo. 87. where the ceo requires an employee to resume or continue work without having had a minimum break, the employee will be paid at double the hourly rate for the hours worked, until he or she has had an eight-hour break. 88. where all or some of the employee’s minimum break occurs during ordinary hours, the employee will not lose pay for the absence. working from home 89. arrangements may be entered into between the manager and employee for regular or ad hoc working from home arrangements. these provisions also apply to mobile arrangements where employees are working away from their usual workplace. unauthorised absences
ASEA Determination.txt719travelreasonable travelling time minimum break from the previous day’s work, including any overtime worked, without specific approval from the ceo. 87. where the ceo requires an employee to resume or continue work without having had a minimum break, the employee will be paid at double the hourly rate for the hours worked, until he or she has had an eight-hour break. 88. where all or some of the employee’s minimum break occurs during ordinary hours, the employee will not lose pay for the absence. working from home 89. arrangements may be entered into between the manager and employee for regular or ad hoc working from home arrangements. these provisions also apply to mobile arrangements where employees are working away from their usual workplace. unauthorised absences 90. where an employee is absent from duty without approval, all pay and other benefits provided under this determination, cease to be available until the employee resumes duty, or is granted leave or ceases employment. such absences will not count as service for any purpose. 91.
ASEA Determination.txt720overtimeovertime worked, without specific approval from the ceo. 87. where the ceo requires an employee to resume or continue work without having had a minimum break, the employee will be paid at double the hourly rate for the hours worked, until he or she has had an eight-hour break. 88. where all or some of the employee’s minimum break occurs during ordinary hours, the employee will not lose pay for the absence. working from home 89. arrangements may be entered into between the manager and employee for regular or ad hoc working from home arrangements. these provisions also apply to mobile arrangements where employees are working away from their usual workplace. unauthorised absences 90. where an employee is absent from duty without approval, all pay and other benefits provided under this determination, cease to be available until the employee resumes duty, or is granted leave or ceases employment. such absences will not count as service for any purpose. 91.
ASEA Determination.txt790traveltravel costs, travelling time, incidental costs and any other unavoidable costs arising from the recall to duty where they are not recoverable under insurance or from another source. all unused leave will be re-credited. further information is available in asea’s official travel policy. recrediting periods of approved leave 97. an employee who becomes eligible for another form of paid leave that is required to be granted in accordance with legislation, or this determination, while on annual or long service leave, may apply for that leave. subject to the provision of satisfactory evidence to support the approval of alternative leave, annual leave, long service leave or purchase leave will be recredited to the extent of the other leave granted. such other leave that may be required to be granted includes, but may not be limited to: a. personal carer’s leave; b. compassionate leave; c. community and volunteer leave; d. defence reservists’ leave; e. war service sick leave; and f. paid maternity and paid parental leave types. annual leave 98. a full-time employee is entitled to accrue four weeks’ paid annual leave for each year of service. annual leave accrues progressively and employees are able to access leave entitlements as they accrue.
ASEA Determination.txt793traveltravel policy. recrediting periods of approved leave 97. an employee who becomes eligible for another form of paid leave that is required to be granted in accordance with legislation, or this determination, while on annual or long service leave, may apply for that leave. subject to the provision of satisfactory evidence to support the approval of alternative leave, annual leave, long service leave or purchase leave will be recredited to the extent of the other leave granted. such other leave that may be required to be granted includes, but may not be limited to: a. personal carer’s leave; b. compassionate leave; c. community and volunteer leave; d. defence reservists’ leave; e. war service sick leave; and f. paid maternity and paid parental leave types. annual leave 98. a full-time employee is entitled to accrue four weeks’ paid annual leave for each year of service. annual leave accrues progressively and employees are able to access leave entitlements as they accrue. 99. where an employee works part time, the employee’s annual leave entitlement will accrue
ASEA Determination.txt801long service leavesupport the approval of alternative leave, annual leave, long service leave or purchase leave will be recredited to the extent of the other leave granted. such other leave that may be required to be granted includes, but may not be limited to: a. personal carer’s leave; b. compassionate leave; c. community and volunteer leave; d. defence reservists’ leave; e. war service sick leave; and f. paid maternity and paid parental leave types. annual leave 98. a full-time employee is entitled to accrue four weeks’ paid annual leave for each year of service. annual leave accrues progressively and employees are able to access leave entitlements as they accrue. 99. where an employee works part time, the employee’s annual leave entitlement will accrue on a pro-rata basis according to the approved part time hours. 14 100. annual leave credits may be taken at any time, subject to operational requirements and the approval of the employee’s manager. any unused annual leave accumulates. 101. an employee may seek approval from their manager to take annual leave at half pay. where an employee takes annual leave at half pay, the employee cannot access purchased
ASEA Determination.txt811parental leavepaid maternity and paid parental leave types. annual leave 98. a full-time employee is entitled to accrue four weeks’ paid annual leave for each year of service. annual leave accrues progressively and employees are able to access leave entitlements as they accrue. 99. where an employee works part time, the employee’s annual leave entitlement will accrue on a pro-rata basis according to the approved part time hours. 14 100. annual leave credits may be taken at any time, subject to operational requirements and the approval of the employee’s manager. any unused annual leave accumulates. 101. an employee may seek approval from their manager to take annual leave at half pay. where an employee takes annual leave at half pay, the employee cannot access purchased leave in the same calendar year. 102. an employee who ceases employment with the aps will be paid for unused annual leave credits. payment includes allowances in the nature of salary which are paid during periods of annual leave and on a regular basis, excluding allowances which are a reimbursement for expenses incurred. 103. periods of long service leave cannot be broken with annual leave, except as provided for by legislation. purchased leave 104. with the approval of the ceo, employees may elect to purchase up to eight weeks additional annual leave per year. employees will have an amount deducted from their
ASEA Determination.txt836long service leave103. periods of long service leave cannot be broken with annual leave, except as provided for by legislation. purchased leave 104. with the approval of the ceo, employees may elect to purchase up to eight weeks additional annual leave per year. employees will have an amount deducted from their annual salary, dependent on the amount of leave purchased and the employee’s salary, which will be reflected in their fortnightly salary. 105. purchased leave is intended for use in a planned manner with the timing and expected pattern of purchased leave to be discussed and approved by the employee’s manager taking account of operational requirements and the reasons for the employee’s request. 106. where an employee chooses to purchase leave they cannot take annual leave at half pay in the same calendar year. 107. where an employee who has taken purchased leave either proceeds on extended leave or leaves asea before having repaid the full amount, the amount outstanding must be repaid in full before the employee’s departure. 108. unless otherwise agreed, purchased leave not taken during the nominated 12-month period will automatically be reimbursed as salary. 109. purchased leave counts as service for all purposes including superannuation. superannuation will be paid in accordance with the relevant superannuation legislation. personal leave 110. ongoing employees are entitled to 18 days’ paid personal leave for each year of service which will accrue daily and accumulate from year to year. part-time employees accrue paid personal leave on a pro rata basis. 111. on initial engagement with the agency, ongoing employees will be credited with 18 working days paid personal leave. on the following 1 january, their credits will be calculated on a pro-rata basis for service between the engagement date and 31 december 15 of the year of engagement less any periods of leave taken. ongoing employees engaged on a part time basis will accrue paid personal leave in the same manner based on their
ASEA Determination.txt928maternity leave126. an eligible employee is entitled to maternity leave in accordance with the maternity leave (commonwealth employees) act 1973 (maternity leave act) and/or fw act. 127. an eligible employee who is entitled to paid leave under the maternity leave act is also entitled to two weeks of paid maternal leave to be taken immediately following the paid component of maternity leave. 128. in order to provide more flexible provisions for maternity leave, eligible employees have the option to spread the payment of paid maternity leave and maternal leave over a period of up to 28 weeks at a rate of half normal salary. the maximum of 14 weeks of leave (12 weeks under the maternity leave act and two weeks maternal leave) count as service for all purposes. any maternity leave/maternal leave in excess of 14 weeks does not count as 17 service for any purpose and this administrative arrangement does not extend the total period of paid or unpaid maternity leave available under the maternity leave act. 129. an employee is unable to access personal leave while on paid maternity and maternal leave. 130. a period of maternity or maternal leave is not broken by public holidays or christmas closedown. 131. upon request from the employee, asea will agree to unpaid parental leave for a further period of up to 12 months, immediately following the end of the initial 12-month period of maternity leave. 132. where an employee returns to work after a period of maternity leave, the employee will be assigned to the duties previously performed or to alternative duties where appropriate to the employee’s skills and classification. 133. where the returning employee seeks part time working arrangements her previous duties must be considered for conversion initially. primary carer leave 134. an ongoing employee, other than the birth mother, who becomes the primary care giver for a newborn baby will be entitled to a period of six weeks paid primary carer leave. in order to provide flexibility, an employee taking paid primary carer leave may elect to
ASEA Determination.txt929maternity leave(commonwealth employees) act 1973 (maternity leave act) and/or fw act. 127. an eligible employee who is entitled to paid leave under the maternity leave act is also entitled to two weeks of paid maternal leave to be taken immediately following the paid component of maternity leave. 128. in order to provide more flexible provisions for maternity leave, eligible employees have the option to spread the payment of paid maternity leave and maternal leave over a period of up to 28 weeks at a rate of half normal salary. the maximum of 14 weeks of leave (12 weeks under the maternity leave act and two weeks maternal leave) count as service for all purposes. any maternity leave/maternal leave in excess of 14 weeks does not count as 17 service for any purpose and this administrative arrangement does not extend the total period of paid or unpaid maternity leave available under the maternity leave act. 129. an employee is unable to access personal leave while on paid maternity and maternal leave. 130. a period of maternity or maternal leave is not broken by public holidays or christmas closedown. 131. upon request from the employee, asea will agree to unpaid parental leave for a further period of up to 12 months, immediately following the end of the initial 12-month period of maternity leave. 132. where an employee returns to work after a period of maternity leave, the employee will be assigned to the duties previously performed or to alternative duties where appropriate to the employee’s skills and classification. 133. where the returning employee seeks part time working arrangements her previous duties must be considered for conversion initially. primary carer leave 134. an ongoing employee, other than the birth mother, who becomes the primary care giver for a newborn baby will be entitled to a period of six weeks paid primary carer leave. in order to provide flexibility, an employee taking paid primary carer leave may elect to spread the payment over a maximum period of 12 weeks, at a rate of half normal salary.
ASEA Determination.txt930maternity leave127. an eligible employee who is entitled to paid leave under the maternity leave act is also entitled to two weeks of paid maternal leave to be taken immediately following the paid component of maternity leave. 128. in order to provide more flexible provisions for maternity leave, eligible employees have the option to spread the payment of paid maternity leave and maternal leave over a period of up to 28 weeks at a rate of half normal salary. the maximum of 14 weeks of leave (12 weeks under the maternity leave act and two weeks maternal leave) count as service for all purposes. any maternity leave/maternal leave in excess of 14 weeks does not count as 17 service for any purpose and this administrative arrangement does not extend the total period of paid or unpaid maternity leave available under the maternity leave act. 129. an employee is unable to access personal leave while on paid maternity and maternal leave. 130. a period of maternity or maternal leave is not broken by public holidays or christmas closedown. 131. upon request from the employee, asea will agree to unpaid parental leave for a further period of up to 12 months, immediately following the end of the initial 12-month period of maternity leave. 132. where an employee returns to work after a period of maternity leave, the employee will be assigned to the duties previously performed or to alternative duties where appropriate to the employee’s skills and classification. 133. where the returning employee seeks part time working arrangements her previous duties must be considered for conversion initially. primary carer leave 134. an ongoing employee, other than the birth mother, who becomes the primary care giver for a newborn baby will be entitled to a period of six weeks paid primary carer leave. in order to provide flexibility, an employee taking paid primary carer leave may elect to spread the payment over a maximum period of 12 weeks, at a rate of half normal salary. where an employee elects to spread the payment for this leave, a maximum of six weeks
ASEA Determination.txt932maternity leavecomponent of maternity leave. 128. in order to provide more flexible provisions for maternity leave, eligible employees have the option to spread the payment of paid maternity leave and maternal leave over a period of up to 28 weeks at a rate of half normal salary. the maximum of 14 weeks of leave (12 weeks under the maternity leave act and two weeks maternal leave) count as service for all purposes. any maternity leave/maternal leave in excess of 14 weeks does not count as 17 service for any purpose and this administrative arrangement does not extend the total period of paid or unpaid maternity leave available under the maternity leave act. 129. an employee is unable to access personal leave while on paid maternity and maternal leave. 130. a period of maternity or maternal leave is not broken by public holidays or christmas closedown. 131. upon request from the employee, asea will agree to unpaid parental leave for a further period of up to 12 months, immediately following the end of the initial 12-month period of maternity leave. 132. where an employee returns to work after a period of maternity leave, the employee will be assigned to the duties previously performed or to alternative duties where appropriate to the employee’s skills and classification. 133. where the returning employee seeks part time working arrangements her previous duties must be considered for conversion initially. primary carer leave 134. an ongoing employee, other than the birth mother, who becomes the primary care giver for a newborn baby will be entitled to a period of six weeks paid primary carer leave. in order to provide flexibility, an employee taking paid primary carer leave may elect to spread the payment over a maximum period of 12 weeks, at a rate of half normal salary. where an employee elects to spread the payment for this leave, a maximum of six weeks will count as service. adoption leave
ASEA Determination.txt933maternity leave128. in order to provide more flexible provisions for maternity leave, eligible employees have the option to spread the payment of paid maternity leave and maternal leave over a period of up to 28 weeks at a rate of half normal salary. the maximum of 14 weeks of leave (12 weeks under the maternity leave act and two weeks maternal leave) count as service for all purposes. any maternity leave/maternal leave in excess of 14 weeks does not count as 17 service for any purpose and this administrative arrangement does not extend the total period of paid or unpaid maternity leave available under the maternity leave act. 129. an employee is unable to access personal leave while on paid maternity and maternal leave. 130. a period of maternity or maternal leave is not broken by public holidays or christmas closedown. 131. upon request from the employee, asea will agree to unpaid parental leave for a further period of up to 12 months, immediately following the end of the initial 12-month period of maternity leave. 132. where an employee returns to work after a period of maternity leave, the employee will be assigned to the duties previously performed or to alternative duties where appropriate to the employee’s skills and classification. 133. where the returning employee seeks part time working arrangements her previous duties must be considered for conversion initially. primary carer leave 134. an ongoing employee, other than the birth mother, who becomes the primary care giver for a newborn baby will be entitled to a period of six weeks paid primary carer leave. in order to provide flexibility, an employee taking paid primary carer leave may elect to spread the payment over a maximum period of 12 weeks, at a rate of half normal salary. where an employee elects to spread the payment for this leave, a maximum of six weeks will count as service. adoption leave 135. following adoption approval, an employee who has a period of qualifying service the same
ASEA Determination.txt934maternity leaveoption to spread the payment of paid maternity leave and maternal leave over a period of up to 28 weeks at a rate of half normal salary. the maximum of 14 weeks of leave (12 weeks under the maternity leave act and two weeks maternal leave) count as service for all purposes. any maternity leave/maternal leave in excess of 14 weeks does not count as 17 service for any purpose and this administrative arrangement does not extend the total period of paid or unpaid maternity leave available under the maternity leave act. 129. an employee is unable to access personal leave while on paid maternity and maternal leave. 130. a period of maternity or maternal leave is not broken by public holidays or christmas closedown. 131. upon request from the employee, asea will agree to unpaid parental leave for a further period of up to 12 months, immediately following the end of the initial 12-month period of maternity leave. 132. where an employee returns to work after a period of maternity leave, the employee will be assigned to the duties previously performed or to alternative duties where appropriate to the employee’s skills and classification. 133. where the returning employee seeks part time working arrangements her previous duties must be considered for conversion initially. primary carer leave 134. an ongoing employee, other than the birth mother, who becomes the primary care giver for a newborn baby will be entitled to a period of six weeks paid primary carer leave. in order to provide flexibility, an employee taking paid primary carer leave may elect to spread the payment over a maximum period of 12 weeks, at a rate of half normal salary. where an employee elects to spread the payment for this leave, a maximum of six weeks will count as service. adoption leave 135. following adoption approval, an employee who has a period of qualifying service the same as that required by an employee to be entitled to paid maternity leave under the
ASEA Determination.txt936maternity leaveunder the maternity leave act and two weeks maternal leave) count as service for all purposes. any maternity leave/maternal leave in excess of 14 weeks does not count as 17 service for any purpose and this administrative arrangement does not extend the total period of paid or unpaid maternity leave available under the maternity leave act. 129. an employee is unable to access personal leave while on paid maternity and maternal leave. 130. a period of maternity or maternal leave is not broken by public holidays or christmas closedown. 131. upon request from the employee, asea will agree to unpaid parental leave for a further period of up to 12 months, immediately following the end of the initial 12-month period of maternity leave. 132. where an employee returns to work after a period of maternity leave, the employee will be assigned to the duties previously performed or to alternative duties where appropriate to the employee’s skills and classification. 133. where the returning employee seeks part time working arrangements her previous duties must be considered for conversion initially. primary carer leave 134. an ongoing employee, other than the birth mother, who becomes the primary care giver for a newborn baby will be entitled to a period of six weeks paid primary carer leave. in order to provide flexibility, an employee taking paid primary carer leave may elect to spread the payment over a maximum period of 12 weeks, at a rate of half normal salary. where an employee elects to spread the payment for this leave, a maximum of six weeks will count as service. adoption leave 135. following adoption approval, an employee who has a period of qualifying service the same as that required by an employee to be entitled to paid maternity leave under the maternity leave act , and who is the primary carer of the child, is entitled to up to 14 weeks of paid adoption leave where:
ASEA Determination.txt937maternity leavepurposes. any maternity leave/maternal leave in excess of 14 weeks does not count as 17 service for any purpose and this administrative arrangement does not extend the total period of paid or unpaid maternity leave available under the maternity leave act. 129. an employee is unable to access personal leave while on paid maternity and maternal leave. 130. a period of maternity or maternal leave is not broken by public holidays or christmas closedown. 131. upon request from the employee, asea will agree to unpaid parental leave for a further period of up to 12 months, immediately following the end of the initial 12-month period of maternity leave. 132. where an employee returns to work after a period of maternity leave, the employee will be assigned to the duties previously performed or to alternative duties where appropriate to the employee’s skills and classification. 133. where the returning employee seeks part time working arrangements her previous duties must be considered for conversion initially. primary carer leave 134. an ongoing employee, other than the birth mother, who becomes the primary care giver for a newborn baby will be entitled to a period of six weeks paid primary carer leave. in order to provide flexibility, an employee taking paid primary carer leave may elect to spread the payment over a maximum period of 12 weeks, at a rate of half normal salary. where an employee elects to spread the payment for this leave, a maximum of six weeks will count as service. adoption leave 135. following adoption approval, an employee who has a period of qualifying service the same as that required by an employee to be entitled to paid maternity leave under the maternity leave act , and who is the primary carer of the child, is entitled to up to 14 weeks of paid adoption leave where: a. the adoptive child is under the age of 16 as at the day of placement and
ASEA Determination.txt941maternity leaveperiod of paid or unpaid maternity leave available under the maternity leave act. 129. an employee is unable to access personal leave while on paid maternity and maternal leave. 130. a period of maternity or maternal leave is not broken by public holidays or christmas closedown. 131. upon request from the employee, asea will agree to unpaid parental leave for a further period of up to 12 months, immediately following the end of the initial 12-month period of maternity leave. 132. where an employee returns to work after a period of maternity leave, the employee will be assigned to the duties previously performed or to alternative duties where appropriate to the employee’s skills and classification. 133. where the returning employee seeks part time working arrangements her previous duties must be considered for conversion initially. primary carer leave 134. an ongoing employee, other than the birth mother, who becomes the primary care giver for a newborn baby will be entitled to a period of six weeks paid primary carer leave. in order to provide flexibility, an employee taking paid primary carer leave may elect to spread the payment over a maximum period of 12 weeks, at a rate of half normal salary. where an employee elects to spread the payment for this leave, a maximum of six weeks will count as service. adoption leave 135. following adoption approval, an employee who has a period of qualifying service the same as that required by an employee to be entitled to paid maternity leave under the maternity leave act , and who is the primary carer of the child, is entitled to up to 14 weeks of paid adoption leave where: a. the adoptive child is under the age of 16 as at the day of placement and b. the adoptive child did not previously live with the employee for a period of six months or more before the day of placement and c. the adoptive child is not a child or step-child of the employee or the employee’s partner, unless that child had not been in the custody and care of the employee or the employee’s
ASEA Determination.txt946parental leave131. upon request from the employee, asea will agree to unpaid parental leave for a further period of up to 12 months, immediately following the end of the initial 12-month period of maternity leave. 132. where an employee returns to work after a period of maternity leave, the employee will be assigned to the duties previously performed or to alternative duties where appropriate to the employee’s skills and classification. 133. where the returning employee seeks part time working arrangements her previous duties must be considered for conversion initially. primary carer leave 134. an ongoing employee, other than the birth mother, who becomes the primary care giver for a newborn baby will be entitled to a period of six weeks paid primary carer leave. in order to provide flexibility, an employee taking paid primary carer leave may elect to spread the payment over a maximum period of 12 weeks, at a rate of half normal salary. where an employee elects to spread the payment for this leave, a maximum of six weeks will count as service. adoption leave 135. following adoption approval, an employee who has a period of qualifying service the same as that required by an employee to be entitled to paid maternity leave under the maternity leave act , and who is the primary carer of the child, is entitled to up to 14 weeks of paid adoption leave where: a. the adoptive child is under the age of 16 as at the day of placement and b. the adoptive child did not previously live with the employee for a period of six months or more before the day of placement and c. the adoptive child is not a child or step-child of the employee or the employee’s partner, unless that child had not been in the custody and care of the employee or the employee’s partner for a significant period of time. 136. documentary evidence of approval for adoption must be submitted to the ceo when applying for adoption leave. 137. adoption leave is available from one month prior to the date of placement of a child. adoption leave must be taken as a single, unbroken period.
ASEA Determination.txt948maternity leavematernity leave. 132. where an employee returns to work after a period of maternity leave, the employee will be assigned to the duties previously performed or to alternative duties where appropriate to the employee’s skills and classification. 133. where the returning employee seeks part time working arrangements her previous duties must be considered for conversion initially. primary carer leave 134. an ongoing employee, other than the birth mother, who becomes the primary care giver for a newborn baby will be entitled to a period of six weeks paid primary carer leave. in order to provide flexibility, an employee taking paid primary carer leave may elect to spread the payment over a maximum period of 12 weeks, at a rate of half normal salary. where an employee elects to spread the payment for this leave, a maximum of six weeks will count as service. adoption leave 135. following adoption approval, an employee who has a period of qualifying service the same as that required by an employee to be entitled to paid maternity leave under the maternity leave act , and who is the primary carer of the child, is entitled to up to 14 weeks of paid adoption leave where: a. the adoptive child is under the age of 16 as at the day of placement and b. the adoptive child did not previously live with the employee for a period of six months or more before the day of placement and c. the adoptive child is not a child or step-child of the employee or the employee’s partner, unless that child had not been in the custody and care of the employee or the employee’s partner for a significant period of time. 136. documentary evidence of approval for adoption must be submitted to the ceo when applying for adoption leave. 137. adoption leave is available from one month prior to the date of placement of a child. adoption leave must be taken as a single, unbroken period. 18
ASEA Determination.txt949maternity leave132. where an employee returns to work after a period of maternity leave, the employee will be assigned to the duties previously performed or to alternative duties where appropriate to the employee’s skills and classification. 133. where the returning employee seeks part time working arrangements her previous duties must be considered for conversion initially. primary carer leave 134. an ongoing employee, other than the birth mother, who becomes the primary care giver for a newborn baby will be entitled to a period of six weeks paid primary carer leave. in order to provide flexibility, an employee taking paid primary carer leave may elect to spread the payment over a maximum period of 12 weeks, at a rate of half normal salary. where an employee elects to spread the payment for this leave, a maximum of six weeks will count as service. adoption leave 135. following adoption approval, an employee who has a period of qualifying service the same as that required by an employee to be entitled to paid maternity leave under the maternity leave act , and who is the primary carer of the child, is entitled to up to 14 weeks of paid adoption leave where: a. the adoptive child is under the age of 16 as at the day of placement and b. the adoptive child did not previously live with the employee for a period of six months or more before the day of placement and c. the adoptive child is not a child or step-child of the employee or the employee’s partner, unless that child had not been in the custody and care of the employee or the employee’s partner for a significant period of time. 136. documentary evidence of approval for adoption must be submitted to the ceo when applying for adoption leave. 137. adoption leave is available from one month prior to the date of placement of a child. adoption leave must be taken as a single, unbroken period. 18 138. an employee is unable to access personal leave while on paid adoption leave.
ASEA Determination.txt963maternity leaveas that required by an employee to be entitled to paid maternity leave under the maternity leave act , and who is the primary carer of the child, is entitled to up to 14 weeks of paid adoption leave where: a. the adoptive child is under the age of 16 as at the day of placement and b. the adoptive child did not previously live with the employee for a period of six months or more before the day of placement and c. the adoptive child is not a child or step-child of the employee or the employee’s partner, unless that child had not been in the custody and care of the employee or the employee’s partner for a significant period of time. 136. documentary evidence of approval for adoption must be submitted to the ceo when applying for adoption leave. 137. adoption leave is available from one month prior to the date of placement of a child. adoption leave must be taken as a single, unbroken period. 18 138. an employee is unable to access personal leave while on paid adoption leave. 139. in order to provide more flexible provisions for adoption leave, employees have the option to spread the payment for adoption leave over a period of up to 28 weeks at a rate of half normal salary. a maximum of 14 weeks of adoption leave counts as service for all purposes. any adoption leave in excess of 14 weeks does not count as service for any purpose. 140. where an employee returns to work after a period of adoption leave, the employee will be assigned to the duties previously performed or to alternative duties appropriate to the employee’s skills and classification. long term foster care and permanent care orders 141. an employee who has a period of qualifying service the same as that required by an employee to be entitled to paid maternity leave under the maternity leave act is entitled to up to 14 weeks paid foster care leave from the date of the placement of a child where: a. the employee becomes the primary care giver of a long-term foster child or b. is granted custody and guardianship of a child is under the age of 16 as at the day of
ASEA Determination.txt964maternity leavematernity leave act , and who is the primary carer of the child, is entitled to up to 14 weeks of paid adoption leave where: a. the adoptive child is under the age of 16 as at the day of placement and b. the adoptive child did not previously live with the employee for a period of six months or more before the day of placement and c. the adoptive child is not a child or step-child of the employee or the employee’s partner, unless that child had not been in the custody and care of the employee or the employee’s partner for a significant period of time. 136. documentary evidence of approval for adoption must be submitted to the ceo when applying for adoption leave. 137. adoption leave is available from one month prior to the date of placement of a child. adoption leave must be taken as a single, unbroken period. 18 138. an employee is unable to access personal leave while on paid adoption leave. 139. in order to provide more flexible provisions for adoption leave, employees have the option to spread the payment for adoption leave over a period of up to 28 weeks at a rate of half normal salary. a maximum of 14 weeks of adoption leave counts as service for all purposes. any adoption leave in excess of 14 weeks does not count as service for any purpose. 140. where an employee returns to work after a period of adoption leave, the employee will be assigned to the duties previously performed or to alternative duties appropriate to the employee’s skills and classification. long term foster care and permanent care orders 141. an employee who has a period of qualifying service the same as that required by an employee to be entitled to paid maternity leave under the maternity leave act is entitled to up to 14 weeks paid foster care leave from the date of the placement of a child where: a. the employee becomes the primary care giver of a long-term foster child or b. is granted custody and guardianship of a child is under the age of 16 as at the day of placement as a result of a permanent care order and
ASEA Determination.txt989maternity leaveemployee to be entitled to paid maternity leave under the maternity leave act is entitled to up to 14 weeks paid foster care leave from the date of the placement of a child where: a. the employee becomes the primary care giver of a long-term foster child or b. is granted custody and guardianship of a child is under the age of 16 as at the day of placement as a result of a permanent care order and c. the child did not previously live with the employee for a period of six months or more before the day of placement. 142. employees have the option to spread the payment for foster care leave over a period of up to 28 weeks at a rate of half normal salary. a maximum of 14 weeks of foster leave counts as service for all purposes. any foster care leave in excess of 14 weeks does not count as service for any purpose. 143. paid foster care leave must be taken as a single unbroken period. 144. an employee who has a period of qualifying service the same as that required by an employee to be entitled to paid maternity leave under the maternity leave act, and for whom these provisions apply, may access up to 52 weeks unpaid foster care leave. this leave is not to count as service for any purpose. 145. the maximum period of 52 weeks is inclusive of any period of paid or unpaid foster care leave. 146. in exceptional circumstances, the ceo may approve paid and/or unpaid foster care leave under these provisions for short-term fostering arrangements or kinship care. 19 supporting partner leave 147. an employee, except a casual employee, whose partner gives birth, fosters or adopts a child, and is not entitled to paid parental leave under any other term of this determination, will be entitled to a period of two weeks of paid or four weeks at half pay supporting partner leave directly following the placement of a foster child, or the birth or adoption of a child. 148. the two weeks of paid supporting partner leave counts as service for all purposes. any
ASEA Determination.txt1002maternity leaveemployee to be entitled to paid maternity leave under the maternity leave act, and for whom these provisions apply, may access up to 52 weeks unpaid foster care leave. this leave is not to count as service for any purpose. 145. the maximum period of 52 weeks is inclusive of any period of paid or unpaid foster care leave. 146. in exceptional circumstances, the ceo may approve paid and/or unpaid foster care leave under these provisions for short-term fostering arrangements or kinship care. 19 supporting partner leave 147. an employee, except a casual employee, whose partner gives birth, fosters or adopts a child, and is not entitled to paid parental leave under any other term of this determination, will be entitled to a period of two weeks of paid or four weeks at half pay supporting partner leave directly following the placement of a foster child, or the birth or adoption of a child. 148. the two weeks of paid supporting partner leave counts as service for all purposes. any supporting partner leave in excess of two weeks does not count as service for any purpose. 149. documentary evidence must be submitted to the ceo when applying for supporting partner leave. compassionate leave 150. an employee is entitled to a period of three days of paid compassionate leave for each occasion when a member of the employee’s family or household: a. contracts or develops a personal illness or sustains a personal injury that poses a serious threat to his or her life, or b. dies. 151. an employee may be required to provide reasonable evidence to the ceo in support of an application for compassionate leave. 152. compassionate leave will count for service for all purposes.
ASEA Determination.txt1014parental leavechild, and is not entitled to paid parental leave under any other term of this determination, will be entitled to a period of two weeks of paid or four weeks at half pay supporting partner leave directly following the placement of a foster child, or the birth or adoption of a child. 148. the two weeks of paid supporting partner leave counts as service for all purposes. any supporting partner leave in excess of two weeks does not count as service for any purpose. 149. documentary evidence must be submitted to the ceo when applying for supporting partner leave. compassionate leave 150. an employee is entitled to a period of three days of paid compassionate leave for each occasion when a member of the employee’s family or household: a. contracts or develops a personal illness or sustains a personal injury that poses a serious threat to his or her life, or b. dies. 151. an employee may be required to provide reasonable evidence to the ceo in support of an application for compassionate leave. 152. compassionate leave will count for service for all purposes. miscellaneous leave 153. the ceo may approve miscellaneous leave for employees, with or without pay. the ceo may also prescribe the circumstances under which the leave without pay may count as service. cultural leave 154. employees may be granted up to two days paid cultural leave in a calendar year for religious or cultural activities associated with their culture or ethnicity. 155. aboriginal and torres strait islander employees may access the two days of paid cultural leave in clause 154 to participate in naidoc or other cultural or ceremonial events. 156. the ceo may grant ceremonial leave to aboriginal and torres strait islander employees for ceremonial purposes: a. arising from the death of an immediate or extended family member or
ASEA Determination.txt1068long service leave164. eligible employees may also apply for annual leave, long service leave, leave without pay, top-up pay or they may use flextime or make up time for the purpose of fulfilling adf reserve, cfts or cadet force obligations. 165. employees are to notify supervisors at the earliest opportunity once the dates for adf reserve, cfts or cadet force activities are known and/or changed. community and volunteer leave 166. employees will be entitled to paid leave for the purposes of engaging in community service activities, including jury service and emergency management activities, as per section 108 of the fw act. for jury service, the employee will be required to pay asea any amount received from the court with the exception of an amount that is or is in the nature of an expense-related amount 21 167. leave to community service personnel for emergency services duties encompasses leave for required regular training, all emergency services responses, reasonable travelling time associated with the activity, reasonable recovery time and ceremonial duties. 168. employees may be granted up to two days paid (and thereafter reasonable unpaid) miscellaneous leave each calendar year to volunteer with a registered community organisation other than for those covered under clause 166. 169. paid leave will not be available to attend ceremonial functions unless the organisation certifies in writing that the employee is required to attend as part of their duties. 170. volunteer work must not: a. involve any payment in cash or kind for work performed b. replace a paid worker c. as a general rule be undertaken solely for direct personal benefit d. be work which does not have a community focus e. present a conflict of interest for asea f.
ASEA Determination.txt1069flextimetop-up pay or they may use flextime or make up time for the purpose of fulfilling adf reserve, cfts or cadet force obligations. 165. employees are to notify supervisors at the earliest opportunity once the dates for adf reserve, cfts or cadet force activities are known and/or changed. community and volunteer leave 166. employees will be entitled to paid leave for the purposes of engaging in community service activities, including jury service and emergency management activities, as per section 108 of the fw act. for jury service, the employee will be required to pay asea any amount received from the court with the exception of an amount that is or is in the nature of an expense-related amount 21 167. leave to community service personnel for emergency services duties encompasses leave for required regular training, all emergency services responses, reasonable travelling time associated with the activity, reasonable recovery time and ceremonial duties. 168. employees may be granted up to two days paid (and thereafter reasonable unpaid) miscellaneous leave each calendar year to volunteer with a registered community organisation other than for those covered under clause 166. 169. paid leave will not be available to attend ceremonial functions unless the organisation certifies in writing that the employee is required to attend as part of their duties. 170. volunteer work must not: a. involve any payment in cash or kind for work performed b. replace a paid worker c. as a general rule be undertaken solely for direct personal benefit d. be work which does not have a community focus e. present a conflict of interest for asea f. be primarily focused on promoting particular religious or political views.
ASEA Determination.txt1083travelfor required regular training, all emergency services responses, reasonable travelling time associated with the activity, reasonable recovery time and ceremonial duties. 168. employees may be granted up to two days paid (and thereafter reasonable unpaid) miscellaneous leave each calendar year to volunteer with a registered community organisation other than for those covered under clause 166. 169. paid leave will not be available to attend ceremonial functions unless the organisation certifies in writing that the employee is required to attend as part of their duties. 170. volunteer work must not: a. involve any payment in cash or kind for work performed b. replace a paid worker c. as a general rule be undertaken solely for direct personal benefit d. be work which does not have a community focus e. present a conflict of interest for asea f. be primarily focused on promoting particular religious or political views. 171. the amount of leave granted will take account of operational requirements. defence service sick leave 172. the ceo will grant defence service sick leave to employees who are unfit for duty because of an accepted injury or disease. 173. an accepted injury or disease means a condition accepted by the department of veterans’ affairs to be: a. a war-caused or defence-caused injury or disease meeting the requirements under the veterans’ entitlements act 1986; or b. a service injury or service disease that meeting the requirements under the military rehabilitation and compensation act 2004; or c. a defence-related injury or defence-related disease meeting the requirements under the safety, rehabilitation and compensation (defence-related claims) act 1988. 174. an employee who is or becomes eligible for defence service sick leave is entitled to:
ASEA Determination.txt1139long service leavelong service leave 183. an employee is eligible for lsl in accordance with the long service leave (commonwealth employees) act 1976. 184. the minimum period during which long service leave can be taken is seven calendar days (at full pay, or 14 calendar days at half pay). lsl cannot be broken with other periods of leave, except as otherwise provided for in legislation. workforce planning and performance management temporary performance loading (tpl) 185. temporary performance means work at a higher classification level. 186. an employee performing duties of a higher classification will be paid tpl. 187. a manager may split the temporary performance duties between employees for development purposes. 23 188. where tpl is payable this would normally be at the base pay point of the higher classification. 189. a manager may approve payment of tpl at a pay point above the base pay point. in considering such an approval, a manager will take into account the employee’s previous periods of temporary performance, the employee’s performance, and relevant experience or skills. 190. salary advancement on tpl will be in accordance with clauses 198-204. 191. a non-ses employee, who is directed to temporarily perform work at the ses level will be paid at a rate determined by the ceo for the period of temporary performance. 192. an employee may decline a manager’s invitation to perform duties temporarily at a higher classification level. temporary performance loading on leave 193. where an employee is absent on paid leave, or observes a public holiday and has been directed to perform duties at a higher classification, payment of tpl will continue during
ASEA Determination.txt1140long service leave183. an employee is eligible for lsl in accordance with the long service leave (commonwealth employees) act 1976. 184. the minimum period during which long service leave can be taken is seven calendar days (at full pay, or 14 calendar days at half pay). lsl cannot be broken with other periods of leave, except as otherwise provided for in legislation. workforce planning and performance management temporary performance loading (tpl) 185. temporary performance means work at a higher classification level. 186. an employee performing duties of a higher classification will be paid tpl. 187. a manager may split the temporary performance duties between employees for development purposes. 23 188. where tpl is payable this would normally be at the base pay point of the higher classification. 189. a manager may approve payment of tpl at a pay point above the base pay point. in considering such an approval, a manager will take into account the employee’s previous periods of temporary performance, the employee’s performance, and relevant experience or skills. 190. salary advancement on tpl will be in accordance with clauses 198-204. 191. a non-ses employee, who is directed to temporarily perform work at the ses level will be paid at a rate determined by the ceo for the period of temporary performance. 192. an employee may decline a manager’s invitation to perform duties temporarily at a higher classification level. temporary performance loading on leave 193. where an employee is absent on paid leave, or observes a public holiday and has been directed to perform duties at a higher classification, payment of tpl will continue during the absence as if the employee was still at work, to the extent of the continued operation
ASEA Determination.txt1142long service leave184. the minimum period during which long service leave can be taken is seven calendar days (at full pay, or 14 calendar days at half pay). lsl cannot be broken with other periods of leave, except as otherwise provided for in legislation. workforce planning and performance management temporary performance loading (tpl) 185. temporary performance means work at a higher classification level. 186. an employee performing duties of a higher classification will be paid tpl. 187. a manager may split the temporary performance duties between employees for development purposes. 23 188. where tpl is payable this would normally be at the base pay point of the higher classification. 189. a manager may approve payment of tpl at a pay point above the base pay point. in considering such an approval, a manager will take into account the employee’s previous periods of temporary performance, the employee’s performance, and relevant experience or skills. 190. salary advancement on tpl will be in accordance with clauses 198-204. 191. a non-ses employee, who is directed to temporarily perform work at the ses level will be paid at a rate determined by the ceo for the period of temporary performance. 192. an employee may decline a manager’s invitation to perform duties temporarily at a higher classification level. temporary performance loading on leave 193. where an employee is absent on paid leave, or observes a public holiday and has been directed to perform duties at a higher classification, payment of tpl will continue during the absence as if the employee was still at work, to the extent of the continued operation of the direction. 194. the payment of tpl will be appropriately adjusted if the period of leave is on half pay.
ASEA Determination.txt1161salary advancement190. salary advancement on tpl will be in accordance with clauses 198-204. 191. a non-ses employee, who is directed to temporarily perform work at the ses level will be paid at a rate determined by the ceo for the period of temporary performance. 192. an employee may decline a manager’s invitation to perform duties temporarily at a higher classification level. temporary performance loading on leave 193. where an employee is absent on paid leave, or observes a public holiday and has been directed to perform duties at a higher classification, payment of tpl will continue during the absence as if the employee was still at work, to the extent of the continued operation of the direction. 194. the payment of tpl will be appropriately adjusted if the period of leave is on half pay. performance management and salary advancement arrangements 195. the performance management and development arrangements contain dual performance ratings for key business deliverables and observable work behaviours. these dual ratings will be assessed separately against the following four-point rating scale: 1. consistently exceeds 2. consistently achieves 3. satisfactory 4. unsatisfactory 196. where employees are rated as unsatisfactory for either their business deliverables or observable work behaviours an underperformance procedure will be triggered. 197. further information is contained in the asea performance management and development policy. salary advancement 198. salary advancement is aligned to the performance review process, which will occur from 1 july each year for the preceding 12 months. the actual payment of salary advancement will generally occur from the beginning of the first full pay period commencing on or after 1 august each year, back paid to 1 july. 24
ASEA Determination.txt1172salary advancementperformance management and salary advancement arrangements 195. the performance management and development arrangements contain dual performance ratings for key business deliverables and observable work behaviours. these dual ratings will be assessed separately against the following four-point rating scale: 1. consistently exceeds 2. consistently achieves 3. satisfactory 4. unsatisfactory 196. where employees are rated as unsatisfactory for either their business deliverables or observable work behaviours an underperformance procedure will be triggered. 197. further information is contained in the asea performance management and development policy. salary advancement 198. salary advancement is aligned to the performance review process, which will occur from 1 july each year for the preceding 12 months. the actual payment of salary advancement will generally occur from the beginning of the first full pay period commencing on or after 1 august each year, back paid to 1 july. 24 199. to be eligible for salary advancement, an employee must: a. not already be at the top pay point of their classification b. complete the requirements of their performance agreement c. be rated as satisfactory or better on the performance rating scale at the end of the performance cycle; and d. perform duties at the employee's substantive level or above, within the agency, for an aggregate of 6 months or more within the performance cycle ended 30 june. 200. if the employee does not meet conditions in subclauses 199a to 199d, above, the ceo may approve the salary advancement. 201. non-ongoing employees will be eligible for salary advancement where they have been engaged at the same classification to perform the same duties continuously for 6 months
ASEA Determination.txt1184salary advancementsalary advancement 198. salary advancement is aligned to the performance review process, which will occur from 1 july each year for the preceding 12 months. the actual payment of salary advancement will generally occur from the beginning of the first full pay period commencing on or after 1 august each year, back paid to 1 july. 24 199. to be eligible for salary advancement, an employee must: a. not already be at the top pay point of their classification b. complete the requirements of their performance agreement c. be rated as satisfactory or better on the performance rating scale at the end of the performance cycle; and d. perform duties at the employee's substantive level or above, within the agency, for an aggregate of 6 months or more within the performance cycle ended 30 june. 200. if the employee does not meet conditions in subclauses 199a to 199d, above, the ceo may approve the salary advancement. 201. non-ongoing employees will be eligible for salary advancement where they have been engaged at the same classification to perform the same duties continuously for 6 months during the pdf cycle and receive a performance rating in line with clause 199. 202. employees who are not eligible for salary advancement in accordance with clause 199 will not be able to progress to another pay point within the classification salary range until salary advancement occurs in the following year. 203. an ongoing employee who is not already on the top pay point applying to his or her current aps classification within the asea structure who receives ratings of ‘consistently exceeds’ for both key business deliverables and observable work behaviours will be advanced by two pay points within his or her current classification level. performance ratings and tpl 204. where an employee is in receipt of tpl during their performance review, they will be eligible for salary advancement at both their temporary performance and substantive levels, where the employee:
ASEA Determination.txt1185salary advancement198. salary advancement is aligned to the performance review process, which will occur from 1 july each year for the preceding 12 months. the actual payment of salary advancement will generally occur from the beginning of the first full pay period commencing on or after 1 august each year, back paid to 1 july. 24 199. to be eligible for salary advancement, an employee must: a. not already be at the top pay point of their classification b. complete the requirements of their performance agreement c. be rated as satisfactory or better on the performance rating scale at the end of the performance cycle; and d. perform duties at the employee's substantive level or above, within the agency, for an aggregate of 6 months or more within the performance cycle ended 30 june. 200. if the employee does not meet conditions in subclauses 199a to 199d, above, the ceo may approve the salary advancement. 201. non-ongoing employees will be eligible for salary advancement where they have been engaged at the same classification to perform the same duties continuously for 6 months during the pdf cycle and receive a performance rating in line with clause 199. 202. employees who are not eligible for salary advancement in accordance with clause 199 will not be able to progress to another pay point within the classification salary range until salary advancement occurs in the following year. 203. an ongoing employee who is not already on the top pay point applying to his or her current aps classification within the asea structure who receives ratings of ‘consistently exceeds’ for both key business deliverables and observable work behaviours will be advanced by two pay points within his or her current classification level. performance ratings and tpl 204. where an employee is in receipt of tpl during their performance review, they will be eligible for salary advancement at both their temporary performance and substantive levels, where the employee: a. was in receipt of continuous tpl at the same classification and pay point from 1 january
ASEA Determination.txt1186salary advancement1 july each year for the preceding 12 months. the actual payment of salary advancement will generally occur from the beginning of the first full pay period commencing on or after 1 august each year, back paid to 1 july. 24 199. to be eligible for salary advancement, an employee must: a. not already be at the top pay point of their classification b. complete the requirements of their performance agreement c. be rated as satisfactory or better on the performance rating scale at the end of the performance cycle; and d. perform duties at the employee's substantive level or above, within the agency, for an aggregate of 6 months or more within the performance cycle ended 30 june. 200. if the employee does not meet conditions in subclauses 199a to 199d, above, the ceo may approve the salary advancement. 201. non-ongoing employees will be eligible for salary advancement where they have been engaged at the same classification to perform the same duties continuously for 6 months during the pdf cycle and receive a performance rating in line with clause 199. 202. employees who are not eligible for salary advancement in accordance with clause 199 will not be able to progress to another pay point within the classification salary range until salary advancement occurs in the following year. 203. an ongoing employee who is not already on the top pay point applying to his or her current aps classification within the asea structure who receives ratings of ‘consistently exceeds’ for both key business deliverables and observable work behaviours will be advanced by two pay points within his or her current classification level. performance ratings and tpl 204. where an employee is in receipt of tpl during their performance review, they will be eligible for salary advancement at both their temporary performance and substantive levels, where the employee: a. was in receipt of continuous tpl at the same classification and pay point from 1 january to 30 june that year (i.e. the immediately preceding 6 months) and
ASEA Determination.txt1191salary advancement199. to be eligible for salary advancement, an employee must: a. not already be at the top pay point of their classification b. complete the requirements of their performance agreement c. be rated as satisfactory or better on the performance rating scale at the end of the performance cycle; and d. perform duties at the employee's substantive level or above, within the agency, for an aggregate of 6 months or more within the performance cycle ended 30 june. 200. if the employee does not meet conditions in subclauses 199a to 199d, above, the ceo may approve the salary advancement. 201. non-ongoing employees will be eligible for salary advancement where they have been engaged at the same classification to perform the same duties continuously for 6 months during the pdf cycle and receive a performance rating in line with clause 199. 202. employees who are not eligible for salary advancement in accordance with clause 199 will not be able to progress to another pay point within the classification salary range until salary advancement occurs in the following year. 203. an ongoing employee who is not already on the top pay point applying to his or her current aps classification within the asea structure who receives ratings of ‘consistently exceeds’ for both key business deliverables and observable work behaviours will be advanced by two pay points within his or her current classification level. performance ratings and tpl 204. where an employee is in receipt of tpl during their performance review, they will be eligible for salary advancement at both their temporary performance and substantive levels, where the employee: a. was in receipt of continuous tpl at the same classification and pay point from 1 january to 30 june that year (i.e. the immediately preceding 6 months) and b. has received ratings of ‘satisfactory’ better for both key business deliverables and observable work behaviours at the tpl classification as part of the end cycle performance review ending 30 june that year. performance ratings and promotion 205. an employee who is promoted between 1 january and 30 june each year is eligible for
ASEA Determination.txt1199salary advancementmay approve the salary advancement. 201. non-ongoing employees will be eligible for salary advancement where they have been engaged at the same classification to perform the same duties continuously for 6 months during the pdf cycle and receive a performance rating in line with clause 199. 202. employees who are not eligible for salary advancement in accordance with clause 199 will not be able to progress to another pay point within the classification salary range until salary advancement occurs in the following year. 203. an ongoing employee who is not already on the top pay point applying to his or her current aps classification within the asea structure who receives ratings of ‘consistently exceeds’ for both key business deliverables and observable work behaviours will be advanced by two pay points within his or her current classification level. performance ratings and tpl 204. where an employee is in receipt of tpl during their performance review, they will be eligible for salary advancement at both their temporary performance and substantive levels, where the employee: a. was in receipt of continuous tpl at the same classification and pay point from 1 january to 30 june that year (i.e. the immediately preceding 6 months) and b. has received ratings of ‘satisfactory’ better for both key business deliverables and observable work behaviours at the tpl classification as part of the end cycle performance review ending 30 june that year. performance ratings and promotion 205. an employee who is promoted between 1 january and 30 june each year is eligible for salary advancement from a performance rating to the next pay point, where the employee: a. was in receipt of continuous tpl at the same classification and pay point from 1 january to immediately before the promotion and 25 b. has received ratings of ‘satisfactory’ or better for both key business deliverables and
ASEA Determination.txt1200salary advancement201. non-ongoing employees will be eligible for salary advancement where they have been engaged at the same classification to perform the same duties continuously for 6 months during the pdf cycle and receive a performance rating in line with clause 199. 202. employees who are not eligible for salary advancement in accordance with clause 199 will not be able to progress to another pay point within the classification salary range until salary advancement occurs in the following year. 203. an ongoing employee who is not already on the top pay point applying to his or her current aps classification within the asea structure who receives ratings of ‘consistently exceeds’ for both key business deliverables and observable work behaviours will be advanced by two pay points within his or her current classification level. performance ratings and tpl 204. where an employee is in receipt of tpl during their performance review, they will be eligible for salary advancement at both their temporary performance and substantive levels, where the employee: a. was in receipt of continuous tpl at the same classification and pay point from 1 january to 30 june that year (i.e. the immediately preceding 6 months) and b. has received ratings of ‘satisfactory’ better for both key business deliverables and observable work behaviours at the tpl classification as part of the end cycle performance review ending 30 june that year. performance ratings and promotion 205. an employee who is promoted between 1 january and 30 june each year is eligible for salary advancement from a performance rating to the next pay point, where the employee: a. was in receipt of continuous tpl at the same classification and pay point from 1 january to immediately before the promotion and 25 b. has received ratings of ‘satisfactory’ or better for both key business deliverables and observable work behaviours at the promotion or movement classification as part of the
ASEA Determination.txt1203salary advancement202. employees who are not eligible for salary advancement in accordance with clause 199 will not be able to progress to another pay point within the classification salary range until salary advancement occurs in the following year. 203. an ongoing employee who is not already on the top pay point applying to his or her current aps classification within the asea structure who receives ratings of ‘consistently exceeds’ for both key business deliverables and observable work behaviours will be advanced by two pay points within his or her current classification level. performance ratings and tpl 204. where an employee is in receipt of tpl during their performance review, they will be eligible for salary advancement at both their temporary performance and substantive levels, where the employee: a. was in receipt of continuous tpl at the same classification and pay point from 1 january to 30 june that year (i.e. the immediately preceding 6 months) and b. has received ratings of ‘satisfactory’ better for both key business deliverables and observable work behaviours at the tpl classification as part of the end cycle performance review ending 30 june that year. performance ratings and promotion 205. an employee who is promoted between 1 january and 30 june each year is eligible for salary advancement from a performance rating to the next pay point, where the employee: a. was in receipt of continuous tpl at the same classification and pay point from 1 january to immediately before the promotion and 25 b. has received ratings of ‘satisfactory’ or better for both key business deliverables and observable work behaviours at the promotion or movement classification as part of the end cycle performance appraisal ending 30 june that year. learning and development
ASEA Determination.txt1205salary advancementsalary advancement occurs in the following year. 203. an ongoing employee who is not already on the top pay point applying to his or her current aps classification within the asea structure who receives ratings of ‘consistently exceeds’ for both key business deliverables and observable work behaviours will be advanced by two pay points within his or her current classification level. performance ratings and tpl 204. where an employee is in receipt of tpl during their performance review, they will be eligible for salary advancement at both their temporary performance and substantive levels, where the employee: a. was in receipt of continuous tpl at the same classification and pay point from 1 january to 30 june that year (i.e. the immediately preceding 6 months) and b. has received ratings of ‘satisfactory’ better for both key business deliverables and observable work behaviours at the tpl classification as part of the end cycle performance review ending 30 june that year. performance ratings and promotion 205. an employee who is promoted between 1 january and 30 june each year is eligible for salary advancement from a performance rating to the next pay point, where the employee: a. was in receipt of continuous tpl at the same classification and pay point from 1 january to immediately before the promotion and 25 b. has received ratings of ‘satisfactory’ or better for both key business deliverables and observable work behaviours at the promotion or movement classification as part of the end cycle performance appraisal ending 30 june that year. learning and development studies assistance 206. studies assistance is one way the agency supports lifelong learning for employees and may
ASEA Determination.txt1212salary advancementeligible for salary advancement at both their temporary performance and substantive levels, where the employee: a. was in receipt of continuous tpl at the same classification and pay point from 1 january to 30 june that year (i.e. the immediately preceding 6 months) and b. has received ratings of ‘satisfactory’ better for both key business deliverables and observable work behaviours at the tpl classification as part of the end cycle performance review ending 30 june that year. performance ratings and promotion 205. an employee who is promoted between 1 january and 30 june each year is eligible for salary advancement from a performance rating to the next pay point, where the employee: a. was in receipt of continuous tpl at the same classification and pay point from 1 january to immediately before the promotion and 25 b. has received ratings of ‘satisfactory’ or better for both key business deliverables and observable work behaviours at the promotion or movement classification as part of the end cycle performance appraisal ending 30 june that year. learning and development studies assistance 206. studies assistance is one way the agency supports lifelong learning for employees and may include approved paid and unpaid leave, and/or reimbursement of costs up to $3,147 per calendar year. 207. an employee undertaking an approved course can request paid leave up to eight hours per week. employees can request leave without pay for up to 12 months for study purposes. where studies assistance is approved, additional time off for attendance at compulsory examinations and assessments (including reasonable travel time) will be approved. 208. further information about studies assistance can be found in the studies assistance policy.
ASEA Determination.txt1221salary advancementsalary advancement from a performance rating to the next pay point, where the employee: a. was in receipt of continuous tpl at the same classification and pay point from 1 january to immediately before the promotion and 25 b. has received ratings of ‘satisfactory’ or better for both key business deliverables and observable work behaviours at the promotion or movement classification as part of the end cycle performance appraisal ending 30 june that year. learning and development studies assistance 206. studies assistance is one way the agency supports lifelong learning for employees and may include approved paid and unpaid leave, and/or reimbursement of costs up to $3,147 per calendar year. 207. an employee undertaking an approved course can request paid leave up to eight hours per week. employees can request leave without pay for up to 12 months for study purposes. where studies assistance is approved, additional time off for attendance at compulsory examinations and assessments (including reasonable travel time) will be approved. 208. further information about studies assistance can be found in the studies assistance policy. reassignment and termination arrangements for excess employees application 209. the following provisions apply to all employees, covered by this determination excluding: a. an employee serving a probationary period and b. a non-ongoing employee. 210. an offer of voluntary termination to an employee who is not fit for and not at work may be made to an employee who is excess in accordance with the excess employee
ASEA Determination.txt1240travelexaminations and assessments (including reasonable travel time) will be approved. 208. further information about studies assistance can be found in the studies assistance policy. reassignment and termination arrangements for excess employees application 209. the following provisions apply to all employees, covered by this determination excluding: a. an employee serving a probationary period and b. a non-ongoing employee. 210. an offer of voluntary termination to an employee who is not fit for and not at work may be made to an employee who is excess in accordance with the excess employee circumstances outlined in the definitions section below, only where the ceo, having regard to the commonwealth’s potential liability, decides it is appropriate. 26 definitions 211. the following definitions apply: excess employee an employee will be considered excess where: • the employee is part of a class of employees that is larger in size than is necessary for the efficient and economical working of the agency or • the services of an employee cannot be effectively used
ASEA Determination.txt1387long service leaveb. government service as defined in section 10 of the long service leave (commonwealth employees) act 1976 c. service with a commonwealth body (other than service with a joint commonwealthstate body corporate in which the commonwealth does not have a controlling interest) which is recognised for long service leave purposes d. service with the australian defence forces 29 e. service in another organisation where the employee was transferred from the aps to that organisation; or an employee engaged by that organisation on work within a function is engaged as an aps employee as a result of the transfer of that function to the aps; and such service is recognised for long service leave purposes. 230. for earlier periods of service to count, there must be no breaks between the periods of service, except where the break in service is less than one month and occurs where an offer of employment with the new employer was made and accepted by the employee before ceasing employment with the preceding employer. service not to count for severance pay purposes 231. periods of service that will not count as service for redundancy pay purposes are periods of service that ceased by way of: a. termination under section 29 of the ps act, or b. prior to the commencement of the ps act, by way of redundancy; forfeiture of office, retirement on the grounds of invalidity, inefficiency or loss of qualifications; dismissal or termination of probationary appointment for reasons of unsatisfactory service, or c. voluntary retirement at or above the minimum retiring age applicable to the employee, or d. payment of a redundancy benefit or a similar payment or an employer-financed retirement benefit. 232. absences from duty which do not count as service for long service leave purposes will not count for severance pay purposes. retention period
ASEA Determination.txt1390long service leavewhich is recognised for long service leave purposes d. service with the australian defence forces 29 e. service in another organisation where the employee was transferred from the aps to that organisation; or an employee engaged by that organisation on work within a function is engaged as an aps employee as a result of the transfer of that function to the aps; and such service is recognised for long service leave purposes. 230. for earlier periods of service to count, there must be no breaks between the periods of service, except where the break in service is less than one month and occurs where an offer of employment with the new employer was made and accepted by the employee before ceasing employment with the preceding employer. service not to count for severance pay purposes 231. periods of service that will not count as service for redundancy pay purposes are periods of service that ceased by way of: a. termination under section 29 of the ps act, or b. prior to the commencement of the ps act, by way of redundancy; forfeiture of office, retirement on the grounds of invalidity, inefficiency or loss of qualifications; dismissal or termination of probationary appointment for reasons of unsatisfactory service, or c. voluntary retirement at or above the minimum retiring age applicable to the employee, or d. payment of a redundancy benefit or a similar payment or an employer-financed retirement benefit. 232. absences from duty which do not count as service for long service leave purposes will not count for severance pay purposes. retention period 233. should an employee not accept the formal offer of voluntary termination, the employee will commence their retention period on the day after the expiry of the discussion and consideration period. the notice period will be concurrent with the retention period.
ASEA Determination.txt1398long service leavesuch service is recognised for long service leave purposes. 230. for earlier periods of service to count, there must be no breaks between the periods of service, except where the break in service is less than one month and occurs where an offer of employment with the new employer was made and accepted by the employee before ceasing employment with the preceding employer. service not to count for severance pay purposes 231. periods of service that will not count as service for redundancy pay purposes are periods of service that ceased by way of: a. termination under section 29 of the ps act, or b. prior to the commencement of the ps act, by way of redundancy; forfeiture of office, retirement on the grounds of invalidity, inefficiency or loss of qualifications; dismissal or termination of probationary appointment for reasons of unsatisfactory service, or c. voluntary retirement at or above the minimum retiring age applicable to the employee, or d. payment of a redundancy benefit or a similar payment or an employer-financed retirement benefit. 232. absences from duty which do not count as service for long service leave purposes will not count for severance pay purposes. retention period 233. should an employee not accept the formal offer of voluntary termination, the employee will commence their retention period on the day after the expiry of the discussion and consideration period. the notice period will be concurrent with the retention period. 234. the retention period is 30 weeks for eligible employees and the retention period commences the day after the expiry of the discussion and consideration period. 235. the intention of the retention period is to enable excess employees to be reassigned within the aps or to find other suitable employment. consistent with this intention, during the retention period: a. the agency may provide and resource reasonable career transition services and support, and take reasonable steps to move an excess employee to a suitable vacancy, to another agency and to pursue placements outside the aps consistent with this determination
ASEA Determination.txt1414long service leave232. absences from duty which do not count as service for long service leave purposes will not count for severance pay purposes. retention period 233. should an employee not accept the formal offer of voluntary termination, the employee will commence their retention period on the day after the expiry of the discussion and consideration period. the notice period will be concurrent with the retention period. 234. the retention period is 30 weeks for eligible employees and the retention period commences the day after the expiry of the discussion and consideration period. 235. the intention of the retention period is to enable excess employees to be reassigned within the aps or to find other suitable employment. consistent with this intention, during the retention period: a. the agency may provide and resource reasonable career transition services and support, and take reasonable steps to move an excess employee to a suitable vacancy, to another agency and to pursue placements outside the aps consistent with this determination b. employees will take reasonable and genuine steps to secure permanent re-assignment or placement. 30 236. if an employee is entitled to a redundancy payment under the nes, the relevant period in clause 234 is reduced by the number of weeks redundancy pay that the employee will be entitled to under the nes on termination, as at the expiration of the retention period (as adjusted by this clause). 237. if after taking reasonable steps, the ceo is satisfied that there is insufficient productive work available for the employee during the remainder of their retention period and there is no reasonable redeployment prospects in the aps, the ceo may, after undertaking consultation with the affected employee, terminate his or her employment under section 29 of the ps act. 238. upon termination the employee will be paid a lump sum comprising: a. the balance of the retention period (as shortened by the nes under sub-clause (b)) and
ASEA Determination.txt1462traveld. the excess employee may request assistance in meeting reasonable travel costs and incidental expenses incurred in seeking alternative employment where these expenses are not met by the prospective employer. e. if a suitable vacancy does not exist at the same level within or where the ceo proposes to reduce an excess employee’s classification as a means of securing alternative employment, the employee will be given four weeks’ notice. if reduction occurs after the offer of voluntary termination and before the end of the retention period the employee will receive payments to maintain the employee’s salary level for the balance of the retention period. 31 leave during the retention period 240. retention periods will only be extended by any periods of approved leave due to illness or injury of the employee (supported by medical evidence) taken during the retention period. the period will not be extended on these grounds beyond an additional eight weeks. involuntary termination 241. if an excess employee is unsuccessful in obtaining permanent reassignment at the end of the retention period, his or her employment will be terminated under section 29 of the ps act. 242. where an excess employee’s employment is to be terminated the employee will be given four weeks’ notice of termination (or five weeks for an employee over 45 years of age with at least five years of continuous, current aps service). this period of notice will be served, as far as practicable, concurrently with the retention period. where an employee elects to terminate their employment before the expiration of the notice period, payment in lieu for the unexpired notice period will be made. 243. in deciding whether to terminate an excess employee, the ceo will take account of any re-assignment process that may be in progress. 244. an excess employee may consent to involuntary termination during the retention period. severance benefits are not available to employees who resign or consent to involuntary
ASEA Determination.txt1628traveltravel principle 265. while travelling on agency business, all employees are entitled to a reasonable standard of accommodation, meals and transport without personal expense. travel must be organised to ensure maximum value to the commonwealth with no personal expense, monetary gain or other type of benefit to the employee. the agency will determine and meet the reasonable costs associated with official domestic and international travel. further information is in asea’s official travel policy. 266. the following principles apply in relation to employees undertaking travel on official business: a. subject to clause 265, employees will not be out of pocket for the reasonable costs of accommodation, meals, incidentals and other expenses incurred through travelling on official business ; and b. in organising and approving business travel, managers shall be flexible in accommodating the needs of individuals and should take into account family 35 responsibilities, personal circumstances and other relevant factors that may affect an employee’s ability to travel. 267. managers may agree to reasonable compensatory time off in recognition of any additional time spent travelling outside normal working hours. any such absences will be recorded for workers’ compensation purposes. class of travel 268. domestic air travel will be by economy class. international air travel will be by business class. travel by bus or train will be by first class, where available. reviewed travel allowance 269. payment arrangements and the level of entitlement for travel expenses will be reviewed after 21 days away from home (in the one location) and paid on the basis of reasonable actual expenses or an alternative package of assistance agreed between the employee and the ceo. a trip home will not be regarded as a break for the purposes of determining
ASEA Determination.txt1630travel265. while travelling on agency business, all employees are entitled to a reasonable standard of accommodation, meals and transport without personal expense. travel must be organised to ensure maximum value to the commonwealth with no personal expense, monetary gain or other type of benefit to the employee. the agency will determine and meet the reasonable costs associated with official domestic and international travel. further information is in asea’s official travel policy. 266. the following principles apply in relation to employees undertaking travel on official business: a. subject to clause 265, employees will not be out of pocket for the reasonable costs of accommodation, meals, incidentals and other expenses incurred through travelling on official business ; and b. in organising and approving business travel, managers shall be flexible in accommodating the needs of individuals and should take into account family 35 responsibilities, personal circumstances and other relevant factors that may affect an employee’s ability to travel. 267. managers may agree to reasonable compensatory time off in recognition of any additional time spent travelling outside normal working hours. any such absences will be recorded for workers’ compensation purposes. class of travel 268. domestic air travel will be by economy class. international air travel will be by business class. travel by bus or train will be by first class, where available. reviewed travel allowance 269. payment arrangements and the level of entitlement for travel expenses will be reviewed after 21 days away from home (in the one location) and paid on the basis of reasonable actual expenses or an alternative package of assistance agreed between the employee and the ceo. a trip home will not be regarded as a break for the purposes of determining reviewed travel allowance. emergency situations while travelling on official business
ASEA Determination.txt1631travelaccommodation, meals and transport without personal expense. travel must be organised to ensure maximum value to the commonwealth with no personal expense, monetary gain or other type of benefit to the employee. the agency will determine and meet the reasonable costs associated with official domestic and international travel. further information is in asea’s official travel policy. 266. the following principles apply in relation to employees undertaking travel on official business: a. subject to clause 265, employees will not be out of pocket for the reasonable costs of accommodation, meals, incidentals and other expenses incurred through travelling on official business ; and b. in organising and approving business travel, managers shall be flexible in accommodating the needs of individuals and should take into account family 35 responsibilities, personal circumstances and other relevant factors that may affect an employee’s ability to travel. 267. managers may agree to reasonable compensatory time off in recognition of any additional time spent travelling outside normal working hours. any such absences will be recorded for workers’ compensation purposes. class of travel 268. domestic air travel will be by economy class. international air travel will be by business class. travel by bus or train will be by first class, where available. reviewed travel allowance 269. payment arrangements and the level of entitlement for travel expenses will be reviewed after 21 days away from home (in the one location) and paid on the basis of reasonable actual expenses or an alternative package of assistance agreed between the employee and the ceo. a trip home will not be regarded as a break for the purposes of determining reviewed travel allowance. emergency situations while travelling on official business 270. assistance may be authorised by the ceo in situations where:
ASEA Determination.txt1634travelreasonable costs associated with official domestic and international travel. further information is in asea’s official travel policy. 266. the following principles apply in relation to employees undertaking travel on official business: a. subject to clause 265, employees will not be out of pocket for the reasonable costs of accommodation, meals, incidentals and other expenses incurred through travelling on official business ; and b. in organising and approving business travel, managers shall be flexible in accommodating the needs of individuals and should take into account family 35 responsibilities, personal circumstances and other relevant factors that may affect an employee’s ability to travel. 267. managers may agree to reasonable compensatory time off in recognition of any additional time spent travelling outside normal working hours. any such absences will be recorded for workers’ compensation purposes. class of travel 268. domestic air travel will be by economy class. international air travel will be by business class. travel by bus or train will be by first class, where available. reviewed travel allowance 269. payment arrangements and the level of entitlement for travel expenses will be reviewed after 21 days away from home (in the one location) and paid on the basis of reasonable actual expenses or an alternative package of assistance agreed between the employee and the ceo. a trip home will not be regarded as a break for the purposes of determining reviewed travel allowance. emergency situations while travelling on official business 270. assistance may be authorised by the ceo in situations where: a. an employee becomes critically or dangerously ill while travelling on official business and the employee’s partner or a family member travels to visit the employee b. a member of the employee’s family or the employee’s partner’s family dies or becomes
ASEA Determination.txt1635travelinformation is in asea’s official travel policy. 266. the following principles apply in relation to employees undertaking travel on official business: a. subject to clause 265, employees will not be out of pocket for the reasonable costs of accommodation, meals, incidentals and other expenses incurred through travelling on official business ; and b. in organising and approving business travel, managers shall be flexible in accommodating the needs of individuals and should take into account family 35 responsibilities, personal circumstances and other relevant factors that may affect an employee’s ability to travel. 267. managers may agree to reasonable compensatory time off in recognition of any additional time spent travelling outside normal working hours. any such absences will be recorded for workers’ compensation purposes. class of travel 268. domestic air travel will be by economy class. international air travel will be by business class. travel by bus or train will be by first class, where available. reviewed travel allowance 269. payment arrangements and the level of entitlement for travel expenses will be reviewed after 21 days away from home (in the one location) and paid on the basis of reasonable actual expenses or an alternative package of assistance agreed between the employee and the ceo. a trip home will not be regarded as a break for the purposes of determining reviewed travel allowance. emergency situations while travelling on official business 270. assistance may be authorised by the ceo in situations where: a. an employee becomes critically or dangerously ill while travelling on official business and the employee’s partner or a family member travels to visit the employee b. a member of the employee’s family or the employee’s partner’s family dies or becomes critically or dangerously ill while the employee is on official business and the employee
ASEA Determination.txt1636travel266. the following principles apply in relation to employees undertaking travel on official business: a. subject to clause 265, employees will not be out of pocket for the reasonable costs of accommodation, meals, incidentals and other expenses incurred through travelling on official business ; and b. in organising and approving business travel, managers shall be flexible in accommodating the needs of individuals and should take into account family 35 responsibilities, personal circumstances and other relevant factors that may affect an employee’s ability to travel. 267. managers may agree to reasonable compensatory time off in recognition of any additional time spent travelling outside normal working hours. any such absences will be recorded for workers’ compensation purposes. class of travel 268. domestic air travel will be by economy class. international air travel will be by business class. travel by bus or train will be by first class, where available. reviewed travel allowance 269. payment arrangements and the level of entitlement for travel expenses will be reviewed after 21 days away from home (in the one location) and paid on the basis of reasonable actual expenses or an alternative package of assistance agreed between the employee and the ceo. a trip home will not be regarded as a break for the purposes of determining reviewed travel allowance. emergency situations while travelling on official business 270. assistance may be authorised by the ceo in situations where: a. an employee becomes critically or dangerously ill while travelling on official business and the employee’s partner or a family member travels to visit the employee b. a member of the employee’s family or the employee’s partner’s family dies or becomes critically or dangerously ill while the employee is on official business and the employee travels to visit the critically or dangerously ill family member.
ASEA Determination.txt1639travelaccommodation, meals, incidentals and other expenses incurred through travelling on official business ; and b. in organising and approving business travel, managers shall be flexible in accommodating the needs of individuals and should take into account family 35 responsibilities, personal circumstances and other relevant factors that may affect an employee’s ability to travel. 267. managers may agree to reasonable compensatory time off in recognition of any additional time spent travelling outside normal working hours. any such absences will be recorded for workers’ compensation purposes. class of travel 268. domestic air travel will be by economy class. international air travel will be by business class. travel by bus or train will be by first class, where available. reviewed travel allowance 269. payment arrangements and the level of entitlement for travel expenses will be reviewed after 21 days away from home (in the one location) and paid on the basis of reasonable actual expenses or an alternative package of assistance agreed between the employee and the ceo. a trip home will not be regarded as a break for the purposes of determining reviewed travel allowance. emergency situations while travelling on official business 270. assistance may be authorised by the ceo in situations where: a. an employee becomes critically or dangerously ill while travelling on official business and the employee’s partner or a family member travels to visit the employee b. a member of the employee’s family or the employee’s partner’s family dies or becomes critically or dangerously ill while the employee is on official business and the employee travels to visit the critically or dangerously ill family member. 271. the assistance may comprise: a. reimbursement to the employee for the cost of an economy return airfare in respect of travel within australia
ASEA Determination.txt1641travelb. in organising and approving business travel, managers shall be flexible in accommodating the needs of individuals and should take into account family 35 responsibilities, personal circumstances and other relevant factors that may affect an employee’s ability to travel. 267. managers may agree to reasonable compensatory time off in recognition of any additional time spent travelling outside normal working hours. any such absences will be recorded for workers’ compensation purposes. class of travel 268. domestic air travel will be by economy class. international air travel will be by business class. travel by bus or train will be by first class, where available. reviewed travel allowance 269. payment arrangements and the level of entitlement for travel expenses will be reviewed after 21 days away from home (in the one location) and paid on the basis of reasonable actual expenses or an alternative package of assistance agreed between the employee and the ceo. a trip home will not be regarded as a break for the purposes of determining reviewed travel allowance. emergency situations while travelling on official business 270. assistance may be authorised by the ceo in situations where: a. an employee becomes critically or dangerously ill while travelling on official business and the employee’s partner or a family member travels to visit the employee b. a member of the employee’s family or the employee’s partner’s family dies or becomes critically or dangerously ill while the employee is on official business and the employee travels to visit the critically or dangerously ill family member. 271. the assistance may comprise: a. reimbursement to the employee for the cost of an economy return airfare in respect of travel within australia b. where the use of a motor vehicle is approved, or is the most appropriate form of travel, motor vehicle allowance consistent with provisions in this determination.
ASEA Determination.txt1646travelemployee’s ability to travel. 267. managers may agree to reasonable compensatory time off in recognition of any additional time spent travelling outside normal working hours. any such absences will be recorded for workers’ compensation purposes. class of travel 268. domestic air travel will be by economy class. international air travel will be by business class. travel by bus or train will be by first class, where available. reviewed travel allowance 269. payment arrangements and the level of entitlement for travel expenses will be reviewed after 21 days away from home (in the one location) and paid on the basis of reasonable actual expenses or an alternative package of assistance agreed between the employee and the ceo. a trip home will not be regarded as a break for the purposes of determining reviewed travel allowance. emergency situations while travelling on official business 270. assistance may be authorised by the ceo in situations where: a. an employee becomes critically or dangerously ill while travelling on official business and the employee’s partner or a family member travels to visit the employee b. a member of the employee’s family or the employee’s partner’s family dies or becomes critically or dangerously ill while the employee is on official business and the employee travels to visit the critically or dangerously ill family member. 271. the assistance may comprise: a. reimbursement to the employee for the cost of an economy return airfare in respect of travel within australia b. where the use of a motor vehicle is approved, or is the most appropriate form of travel, motor vehicle allowance consistent with provisions in this determination. motor vehicle allowance 272. where the ceo authorises an employee to use their private vehicle for official business purposes the employee will be entitled to a flat rate motor vehicle allowance based on the current ato cents per kilometre rate. where the cost of the mva exceeds the lowest practical fare of the day of travel, the expenditure approved will be the amount equivalent
ASEA Determination.txt1648traveltime spent travelling outside normal working hours. any such absences will be recorded for workers’ compensation purposes. class of travel 268. domestic air travel will be by economy class. international air travel will be by business class. travel by bus or train will be by first class, where available. reviewed travel allowance 269. payment arrangements and the level of entitlement for travel expenses will be reviewed after 21 days away from home (in the one location) and paid on the basis of reasonable actual expenses or an alternative package of assistance agreed between the employee and the ceo. a trip home will not be regarded as a break for the purposes of determining reviewed travel allowance. emergency situations while travelling on official business 270. assistance may be authorised by the ceo in situations where: a. an employee becomes critically or dangerously ill while travelling on official business and the employee’s partner or a family member travels to visit the employee b. a member of the employee’s family or the employee’s partner’s family dies or becomes critically or dangerously ill while the employee is on official business and the employee travels to visit the critically or dangerously ill family member. 271. the assistance may comprise: a. reimbursement to the employee for the cost of an economy return airfare in respect of travel within australia b. where the use of a motor vehicle is approved, or is the most appropriate form of travel, motor vehicle allowance consistent with provisions in this determination. motor vehicle allowance 272. where the ceo authorises an employee to use their private vehicle for official business purposes the employee will be entitled to a flat rate motor vehicle allowance based on the current ato cents per kilometre rate. where the cost of the mva exceeds the lowest practical fare of the day of travel, the expenditure approved will be the amount equivalent to the lowest practical fare.
ASEA Determination.txt1650travelclass of travel 268. domestic air travel will be by economy class. international air travel will be by business class. travel by bus or train will be by first class, where available. reviewed travel allowance 269. payment arrangements and the level of entitlement for travel expenses will be reviewed after 21 days away from home (in the one location) and paid on the basis of reasonable actual expenses or an alternative package of assistance agreed between the employee and the ceo. a trip home will not be regarded as a break for the purposes of determining reviewed travel allowance. emergency situations while travelling on official business 270. assistance may be authorised by the ceo in situations where: a. an employee becomes critically or dangerously ill while travelling on official business and the employee’s partner or a family member travels to visit the employee b. a member of the employee’s family or the employee’s partner’s family dies or becomes critically or dangerously ill while the employee is on official business and the employee travels to visit the critically or dangerously ill family member. 271. the assistance may comprise: a. reimbursement to the employee for the cost of an economy return airfare in respect of travel within australia b. where the use of a motor vehicle is approved, or is the most appropriate form of travel, motor vehicle allowance consistent with provisions in this determination. motor vehicle allowance 272. where the ceo authorises an employee to use their private vehicle for official business purposes the employee will be entitled to a flat rate motor vehicle allowance based on the current ato cents per kilometre rate. where the cost of the mva exceeds the lowest practical fare of the day of travel, the expenditure approved will be the amount equivalent to the lowest practical fare. 36
ASEA Determination.txt1651travel268. domestic air travel will be by economy class. international air travel will be by business class. travel by bus or train will be by first class, where available. reviewed travel allowance 269. payment arrangements and the level of entitlement for travel expenses will be reviewed after 21 days away from home (in the one location) and paid on the basis of reasonable actual expenses or an alternative package of assistance agreed between the employee and the ceo. a trip home will not be regarded as a break for the purposes of determining reviewed travel allowance. emergency situations while travelling on official business 270. assistance may be authorised by the ceo in situations where: a. an employee becomes critically or dangerously ill while travelling on official business and the employee’s partner or a family member travels to visit the employee b. a member of the employee’s family or the employee’s partner’s family dies or becomes critically or dangerously ill while the employee is on official business and the employee travels to visit the critically or dangerously ill family member. 271. the assistance may comprise: a. reimbursement to the employee for the cost of an economy return airfare in respect of travel within australia b. where the use of a motor vehicle is approved, or is the most appropriate form of travel, motor vehicle allowance consistent with provisions in this determination. motor vehicle allowance 272. where the ceo authorises an employee to use their private vehicle for official business purposes the employee will be entitled to a flat rate motor vehicle allowance based on the current ato cents per kilometre rate. where the cost of the mva exceeds the lowest practical fare of the day of travel, the expenditure approved will be the amount equivalent to the lowest practical fare. 36 relocation
ASEA Determination.txt1652travelclass. travel by bus or train will be by first class, where available. reviewed travel allowance 269. payment arrangements and the level of entitlement for travel expenses will be reviewed after 21 days away from home (in the one location) and paid on the basis of reasonable actual expenses or an alternative package of assistance agreed between the employee and the ceo. a trip home will not be regarded as a break for the purposes of determining reviewed travel allowance. emergency situations while travelling on official business 270. assistance may be authorised by the ceo in situations where: a. an employee becomes critically or dangerously ill while travelling on official business and the employee’s partner or a family member travels to visit the employee b. a member of the employee’s family or the employee’s partner’s family dies or becomes critically or dangerously ill while the employee is on official business and the employee travels to visit the critically or dangerously ill family member. 271. the assistance may comprise: a. reimbursement to the employee for the cost of an economy return airfare in respect of travel within australia b. where the use of a motor vehicle is approved, or is the most appropriate form of travel, motor vehicle allowance consistent with provisions in this determination. motor vehicle allowance 272. where the ceo authorises an employee to use their private vehicle for official business purposes the employee will be entitled to a flat rate motor vehicle allowance based on the current ato cents per kilometre rate. where the cost of the mva exceeds the lowest practical fare of the day of travel, the expenditure approved will be the amount equivalent to the lowest practical fare. 36 relocation principle
ASEA Determination.txt1653travelreviewed travel allowance 269. payment arrangements and the level of entitlement for travel expenses will be reviewed after 21 days away from home (in the one location) and paid on the basis of reasonable actual expenses or an alternative package of assistance agreed between the employee and the ceo. a trip home will not be regarded as a break for the purposes of determining reviewed travel allowance. emergency situations while travelling on official business 270. assistance may be authorised by the ceo in situations where: a. an employee becomes critically or dangerously ill while travelling on official business and the employee’s partner or a family member travels to visit the employee b. a member of the employee’s family or the employee’s partner’s family dies or becomes critically or dangerously ill while the employee is on official business and the employee travels to visit the critically or dangerously ill family member. 271. the assistance may comprise: a. reimbursement to the employee for the cost of an economy return airfare in respect of travel within australia b. where the use of a motor vehicle is approved, or is the most appropriate form of travel, motor vehicle allowance consistent with provisions in this determination. motor vehicle allowance 272. where the ceo authorises an employee to use their private vehicle for official business purposes the employee will be entitled to a flat rate motor vehicle allowance based on the current ato cents per kilometre rate. where the cost of the mva exceeds the lowest practical fare of the day of travel, the expenditure approved will be the amount equivalent to the lowest practical fare. 36 relocation principle 273. when an existing employee permanently or temporarily relocates for employment
ASEA Determination.txt1653travel allowancereviewed travel allowance 269. payment arrangements and the level of entitlement for travel expenses will be reviewed after 21 days away from home (in the one location) and paid on the basis of reasonable actual expenses or an alternative package of assistance agreed between the employee and the ceo. a trip home will not be regarded as a break for the purposes of determining reviewed travel allowance. emergency situations while travelling on official business 270. assistance may be authorised by the ceo in situations where: a. an employee becomes critically or dangerously ill while travelling on official business and the employee’s partner or a family member travels to visit the employee b. a member of the employee’s family or the employee’s partner’s family dies or becomes critically or dangerously ill while the employee is on official business and the employee travels to visit the critically or dangerously ill family member. 271. the assistance may comprise: a. reimbursement to the employee for the cost of an economy return airfare in respect of travel within australia b. where the use of a motor vehicle is approved, or is the most appropriate form of travel, motor vehicle allowance consistent with provisions in this determination. motor vehicle allowance 272. where the ceo authorises an employee to use their private vehicle for official business purposes the employee will be entitled to a flat rate motor vehicle allowance based on the current ato cents per kilometre rate. where the cost of the mva exceeds the lowest practical fare of the day of travel, the expenditure approved will be the amount equivalent to the lowest practical fare. 36 relocation principle 273. when an existing employee permanently or temporarily relocates for employment
ASEA Determination.txt1654travel269. payment arrangements and the level of entitlement for travel expenses will be reviewed after 21 days away from home (in the one location) and paid on the basis of reasonable actual expenses or an alternative package of assistance agreed between the employee and the ceo. a trip home will not be regarded as a break for the purposes of determining reviewed travel allowance. emergency situations while travelling on official business 270. assistance may be authorised by the ceo in situations where: a. an employee becomes critically or dangerously ill while travelling on official business and the employee’s partner or a family member travels to visit the employee b. a member of the employee’s family or the employee’s partner’s family dies or becomes critically or dangerously ill while the employee is on official business and the employee travels to visit the critically or dangerously ill family member. 271. the assistance may comprise: a. reimbursement to the employee for the cost of an economy return airfare in respect of travel within australia b. where the use of a motor vehicle is approved, or is the most appropriate form of travel, motor vehicle allowance consistent with provisions in this determination. motor vehicle allowance 272. where the ceo authorises an employee to use their private vehicle for official business purposes the employee will be entitled to a flat rate motor vehicle allowance based on the current ato cents per kilometre rate. where the cost of the mva exceeds the lowest practical fare of the day of travel, the expenditure approved will be the amount equivalent to the lowest practical fare. 36 relocation principle 273. when an existing employee permanently or temporarily relocates for employment purposes, the agency will contribute towards reasonable costs associated with the
ASEA Determination.txt1658travelreviewed travel allowance. emergency situations while travelling on official business 270. assistance may be authorised by the ceo in situations where: a. an employee becomes critically or dangerously ill while travelling on official business and the employee’s partner or a family member travels to visit the employee b. a member of the employee’s family or the employee’s partner’s family dies or becomes critically or dangerously ill while the employee is on official business and the employee travels to visit the critically or dangerously ill family member. 271. the assistance may comprise: a. reimbursement to the employee for the cost of an economy return airfare in respect of travel within australia b. where the use of a motor vehicle is approved, or is the most appropriate form of travel, motor vehicle allowance consistent with provisions in this determination. motor vehicle allowance 272. where the ceo authorises an employee to use their private vehicle for official business purposes the employee will be entitled to a flat rate motor vehicle allowance based on the current ato cents per kilometre rate. where the cost of the mva exceeds the lowest practical fare of the day of travel, the expenditure approved will be the amount equivalent to the lowest practical fare. 36 relocation principle 273. when an existing employee permanently or temporarily relocates for employment purposes, the agency will contribute towards reasonable costs associated with the relocation subject to the eligibility provisions and monetary limits detailed in these provisions. 274. when a new ongoing employee moves from one geographic location to another to join the agency, relocation assistance for the removal of furniture and effects and travel to the
ASEA Determination.txt1658travel allowancereviewed travel allowance. emergency situations while travelling on official business 270. assistance may be authorised by the ceo in situations where: a. an employee becomes critically or dangerously ill while travelling on official business and the employee’s partner or a family member travels to visit the employee b. a member of the employee’s family or the employee’s partner’s family dies or becomes critically or dangerously ill while the employee is on official business and the employee travels to visit the critically or dangerously ill family member. 271. the assistance may comprise: a. reimbursement to the employee for the cost of an economy return airfare in respect of travel within australia b. where the use of a motor vehicle is approved, or is the most appropriate form of travel, motor vehicle allowance consistent with provisions in this determination. motor vehicle allowance 272. where the ceo authorises an employee to use their private vehicle for official business purposes the employee will be entitled to a flat rate motor vehicle allowance based on the current ato cents per kilometre rate. where the cost of the mva exceeds the lowest practical fare of the day of travel, the expenditure approved will be the amount equivalent to the lowest practical fare. 36 relocation principle 273. when an existing employee permanently or temporarily relocates for employment purposes, the agency will contribute towards reasonable costs associated with the relocation subject to the eligibility provisions and monetary limits detailed in these provisions. 274. when a new ongoing employee moves from one geographic location to another to join the agency, relocation assistance for the removal of furniture and effects and travel to the
ASEA Determination.txt1659travelemergency situations while travelling on official business 270. assistance may be authorised by the ceo in situations where: a. an employee becomes critically or dangerously ill while travelling on official business and the employee’s partner or a family member travels to visit the employee b. a member of the employee’s family or the employee’s partner’s family dies or becomes critically or dangerously ill while the employee is on official business and the employee travels to visit the critically or dangerously ill family member. 271. the assistance may comprise: a. reimbursement to the employee for the cost of an economy return airfare in respect of travel within australia b. where the use of a motor vehicle is approved, or is the most appropriate form of travel, motor vehicle allowance consistent with provisions in this determination. motor vehicle allowance 272. where the ceo authorises an employee to use their private vehicle for official business purposes the employee will be entitled to a flat rate motor vehicle allowance based on the current ato cents per kilometre rate. where the cost of the mva exceeds the lowest practical fare of the day of travel, the expenditure approved will be the amount equivalent to the lowest practical fare. 36 relocation principle 273. when an existing employee permanently or temporarily relocates for employment purposes, the agency will contribute towards reasonable costs associated with the relocation subject to the eligibility provisions and monetary limits detailed in these provisions. 274. when a new ongoing employee moves from one geographic location to another to join the agency, relocation assistance for the removal of furniture and effects and travel to the new locality may be provided at the discretion of the ceo.
ASEA Determination.txt1661travela. an employee becomes critically or dangerously ill while travelling on official business and the employee’s partner or a family member travels to visit the employee b. a member of the employee’s family or the employee’s partner’s family dies or becomes critically or dangerously ill while the employee is on official business and the employee travels to visit the critically or dangerously ill family member. 271. the assistance may comprise: a. reimbursement to the employee for the cost of an economy return airfare in respect of travel within australia b. where the use of a motor vehicle is approved, or is the most appropriate form of travel, motor vehicle allowance consistent with provisions in this determination. motor vehicle allowance 272. where the ceo authorises an employee to use their private vehicle for official business purposes the employee will be entitled to a flat rate motor vehicle allowance based on the current ato cents per kilometre rate. where the cost of the mva exceeds the lowest practical fare of the day of travel, the expenditure approved will be the amount equivalent to the lowest practical fare. 36 relocation principle 273. when an existing employee permanently or temporarily relocates for employment purposes, the agency will contribute towards reasonable costs associated with the relocation subject to the eligibility provisions and monetary limits detailed in these provisions. 274. when a new ongoing employee moves from one geographic location to another to join the agency, relocation assistance for the removal of furniture and effects and travel to the new locality may be provided at the discretion of the ceo. 275. any assistance provided will take into account the business requirements and the monetary limits of the relocations provisions for employee initiated moves.
ASEA Determination.txt1662travelthe employee’s partner or a family member travels to visit the employee b. a member of the employee’s family or the employee’s partner’s family dies or becomes critically or dangerously ill while the employee is on official business and the employee travels to visit the critically or dangerously ill family member. 271. the assistance may comprise: a. reimbursement to the employee for the cost of an economy return airfare in respect of travel within australia b. where the use of a motor vehicle is approved, or is the most appropriate form of travel, motor vehicle allowance consistent with provisions in this determination. motor vehicle allowance 272. where the ceo authorises an employee to use their private vehicle for official business purposes the employee will be entitled to a flat rate motor vehicle allowance based on the current ato cents per kilometre rate. where the cost of the mva exceeds the lowest practical fare of the day of travel, the expenditure approved will be the amount equivalent to the lowest practical fare. 36 relocation principle 273. when an existing employee permanently or temporarily relocates for employment purposes, the agency will contribute towards reasonable costs associated with the relocation subject to the eligibility provisions and monetary limits detailed in these provisions. 274. when a new ongoing employee moves from one geographic location to another to join the agency, relocation assistance for the removal of furniture and effects and travel to the new locality may be provided at the discretion of the ceo. 275. any assistance provided will take into account the business requirements and the monetary limits of the relocations provisions for employee initiated moves. 276. any relocation assistance provided will be agreed in writing between the ceo and
ASEA Determination.txt1665traveltravels to visit the critically or dangerously ill family member. 271. the assistance may comprise: a. reimbursement to the employee for the cost of an economy return airfare in respect of travel within australia b. where the use of a motor vehicle is approved, or is the most appropriate form of travel, motor vehicle allowance consistent with provisions in this determination. motor vehicle allowance 272. where the ceo authorises an employee to use their private vehicle for official business purposes the employee will be entitled to a flat rate motor vehicle allowance based on the current ato cents per kilometre rate. where the cost of the mva exceeds the lowest practical fare of the day of travel, the expenditure approved will be the amount equivalent to the lowest practical fare. 36 relocation principle 273. when an existing employee permanently or temporarily relocates for employment purposes, the agency will contribute towards reasonable costs associated with the relocation subject to the eligibility provisions and monetary limits detailed in these provisions. 274. when a new ongoing employee moves from one geographic location to another to join the agency, relocation assistance for the removal of furniture and effects and travel to the new locality may be provided at the discretion of the ceo. 275. any assistance provided will take into account the business requirements and the monetary limits of the relocations provisions for employee initiated moves. 276. any relocation assistance provided will be agreed in writing between the ceo and employee before any relocation action takes place. 277. employees who temporarily transfer at the initiative of the agency for a period of at least 13 weeks or more may negotiate a relocation package for reimbursement of reasonable
ASEA Determination.txt1668traveltravel within australia b. where the use of a motor vehicle is approved, or is the most appropriate form of travel, motor vehicle allowance consistent with provisions in this determination. motor vehicle allowance 272. where the ceo authorises an employee to use their private vehicle for official business purposes the employee will be entitled to a flat rate motor vehicle allowance based on the current ato cents per kilometre rate. where the cost of the mva exceeds the lowest practical fare of the day of travel, the expenditure approved will be the amount equivalent to the lowest practical fare. 36 relocation principle 273. when an existing employee permanently or temporarily relocates for employment purposes, the agency will contribute towards reasonable costs associated with the relocation subject to the eligibility provisions and monetary limits detailed in these provisions. 274. when a new ongoing employee moves from one geographic location to another to join the agency, relocation assistance for the removal of furniture and effects and travel to the new locality may be provided at the discretion of the ceo. 275. any assistance provided will take into account the business requirements and the monetary limits of the relocations provisions for employee initiated moves. 276. any relocation assistance provided will be agreed in writing between the ceo and employee before any relocation action takes place. 277. employees who temporarily transfer at the initiative of the agency for a period of at least 13 weeks or more may negotiate a relocation package for reimbursement of reasonable expenses limited to a maximum of $14,686. 37
ASEA Determination.txt1669travelb. where the use of a motor vehicle is approved, or is the most appropriate form of travel, motor vehicle allowance consistent with provisions in this determination. motor vehicle allowance 272. where the ceo authorises an employee to use their private vehicle for official business purposes the employee will be entitled to a flat rate motor vehicle allowance based on the current ato cents per kilometre rate. where the cost of the mva exceeds the lowest practical fare of the day of travel, the expenditure approved will be the amount equivalent to the lowest practical fare. 36 relocation principle 273. when an existing employee permanently or temporarily relocates for employment purposes, the agency will contribute towards reasonable costs associated with the relocation subject to the eligibility provisions and monetary limits detailed in these provisions. 274. when a new ongoing employee moves from one geographic location to another to join the agency, relocation assistance for the removal of furniture and effects and travel to the new locality may be provided at the discretion of the ceo. 275. any assistance provided will take into account the business requirements and the monetary limits of the relocations provisions for employee initiated moves. 276. any relocation assistance provided will be agreed in writing between the ceo and employee before any relocation action takes place. 277. employees who temporarily transfer at the initiative of the agency for a period of at least 13 weeks or more may negotiate a relocation package for reimbursement of reasonable expenses limited to a maximum of $14,686. 37
ASEA Determination.txt1675travelpractical fare of the day of travel, the expenditure approved will be the amount equivalent to the lowest practical fare. 36 relocation principle 273. when an existing employee permanently or temporarily relocates for employment purposes, the agency will contribute towards reasonable costs associated with the relocation subject to the eligibility provisions and monetary limits detailed in these provisions. 274. when a new ongoing employee moves from one geographic location to another to join the agency, relocation assistance for the removal of furniture and effects and travel to the new locality may be provided at the discretion of the ceo. 275. any assistance provided will take into account the business requirements and the monetary limits of the relocations provisions for employee initiated moves. 276. any relocation assistance provided will be agreed in writing between the ceo and employee before any relocation action takes place. 277. employees who temporarily transfer at the initiative of the agency for a period of at least 13 weeks or more may negotiate a relocation package for reimbursement of reasonable expenses limited to a maximum of $14,686. 37 definitions asea means the asbestos safety and eradication agency agency
ASEA Determination.txt1687travelagency, relocation assistance for the removal of furniture and effects and travel to the new locality may be provided at the discretion of the ceo. 275. any assistance provided will take into account the business requirements and the monetary limits of the relocations provisions for employee initiated moves. 276. any relocation assistance provided will be agreed in writing between the ceo and employee before any relocation action takes place. 277. employees who temporarily transfer at the initiative of the agency for a period of at least 13 weeks or more may negotiate a relocation package for reimbursement of reasonable expenses limited to a maximum of $14,686. 37 definitions asea means the asbestos safety and eradication agency agency means a statutory agency as defined in the public service act 1999 aps means the australian public service ato means the australian taxation office ceo
ASEA Determination.txt1764long service leavemeans the long service leave (commonwealth employees) act 1976 38 manager means the person to whom an employee is responsible and who is authorised by the ceo to exercise the powers and responsibilities of manager in relation to that employee nes means the national employment standards established under the fair work act 1999 partner means a person who is a member of a couple, the other member of the couple ps act means the public service act 1999 ses means a senior executive level employee as defined under the public service act 1999 means the figure advised by the australian public service commission
Austrade-Enterprise-Agreement-2019-2022.txt410long service leavelong service leave (b) maternity and parental leave (c) superannuation (d) work health and safety (e) worker’s compensation (f) review of actions (g) disability, age and racial discrimination (h) human rights and equal opportunity.
Austrade-Enterprise-Agreement-2019-2022.txt414parental leavematernity and parental leave (c) superannuation (d) work health and safety (e) worker’s compensation (f) review of actions (g) disability, age and racial discrimination (h) human rights and equal opportunity. (2) this agreement will be read and interpreted in conjunction with the national employment standards (nes). where there is an inconsistency between this
Austrade-Enterprise-Agreement-2019-2022.txt496overtime(ii) overtime rates; (iii) penalty rates; (iv) allowances; (v) remuneration; (vi) leave; (vii) leave loading; and (2) (3) (b) the arrangement meets the genuine needs of the employer and employee in relation to one or more of the matters mentioned in 1.7(1)(a); and (c) the arrangement is genuinely agreed to by the ceo and employee. the ceo must ensure that the terms of the individual flexibility arrangement: (a) are about permitted matters under section 172 of the fair work act 2009; (b) are not unlawful terms under section 194 of the fair work act 2009; and (c)
Austrade-Enterprise-Agreement-2019-2022.txt753salary advancementsalary advancement (1) salary advancement from one pay point to the next is effective on 1 july of each year. (2) eligibility for salary advancement from one pay point to the next is contingent on: (a) the employee having occupied their current classification at the same pay point for a period of at least six months on 1 july; and (b) an employee’s performance being at least satisfactory within the current performance cycle, subject to the terms of austrade’s performance management policy. (3) non-ongoing employees who have been employed for a continuous period of at least six months at the same classification level and pay point on 1 july will be eligible for salary advancement, subject to 2.4(2) above. (4) there will be no salary advancement to the executive level 2 specialist pay points (el2.6, el2.7 and el2.8) unless the employee also has specialist experience,
Austrade-Enterprise-Agreement-2019-2022.txt757salary advancementsalary advancement from one pay point to the next is effective on 1 july of each year. (2) eligibility for salary advancement from one pay point to the next is contingent on: (a) the employee having occupied their current classification at the same pay point for a period of at least six months on 1 july; and (b) an employee’s performance being at least satisfactory within the current performance cycle, subject to the terms of austrade’s performance management policy. (3) non-ongoing employees who have been employed for a continuous period of at least six months at the same classification level and pay point on 1 july will be eligible for salary advancement, subject to 2.4(2) above. (4) there will be no salary advancement to the executive level 2 specialist pay points (el2.6, el2.7 and el2.8) unless the employee also has specialist experience, qualifications and/or skills that warrants specialist remuneration. (5)
Austrade-Enterprise-Agreement-2019-2022.txt761salary advancementeligibility for salary advancement from one pay point to the next is contingent on: (a) the employee having occupied their current classification at the same pay point for a period of at least six months on 1 july; and (b) an employee’s performance being at least satisfactory within the current performance cycle, subject to the terms of austrade’s performance management policy. (3) non-ongoing employees who have been employed for a continuous period of at least six months at the same classification level and pay point on 1 july will be eligible for salary advancement, subject to 2.4(2) above. (4) there will be no salary advancement to the executive level 2 specialist pay points (el2.6, el2.7 and el2.8) unless the employee also has specialist experience, qualifications and/or skills that warrants specialist remuneration. (5) where an employee is assigned to the executive level 2 specialist, they will be eligible for pay point progression to the next pay point through the performance management cycle, provided they meet the criteria in 2.4(2).
Austrade-Enterprise-Agreement-2019-2022.txt777salary advancementsalary advancement, subject to 2.4(2) above. (4) there will be no salary advancement to the executive level 2 specialist pay points (el2.6, el2.7 and el2.8) unless the employee also has specialist experience, qualifications and/or skills that warrants specialist remuneration. (5) where an employee is assigned to the executive level 2 specialist, they will be eligible for pay point progression to the next pay point through the performance management cycle, provided they meet the criteria in 2.4(2). 2.5. salary increases (1) under this agreement, employees will receive a productivity salary increase of: (a) 2% – on commencement of the agreement; (b) 2% – 12 months after commencement; and (c)
Austrade-Enterprise-Agreement-2019-2022.txt781salary advancementthere will be no salary advancement to the executive level 2 specialist pay points (el2.6, el2.7 and el2.8) unless the employee also has specialist experience, qualifications and/or skills that warrants specialist remuneration. (5) where an employee is assigned to the executive level 2 specialist, they will be eligible for pay point progression to the next pay point through the performance management cycle, provided they meet the criteria in 2.4(2). 2.5. salary increases (1) under this agreement, employees will receive a productivity salary increase of: (a) 2% – on commencement of the agreement; (b) 2% – 12 months after commencement; and (c) 2% – 24 months after commencement. 2.6.
Austrade-Enterprise-Agreement-2019-2022.txt862long service leaveemployee is not rostered to work and paid leave excluding long service leave. (2) a casual employee will be paid for a minimum of four hours’ work per shift, regardless of the hours actually worked. above this minimum, the employee will be paid for each hour that they work. (3) casual employees are not entitled to flextime. 2.9. junior rates (1) junior rates of pay apply to employees engaged at the aps1 classification aged below 21 years of age. adult rates apply on attainment of 21 years of age. (2) junior rates as a percentage of the aps1 equivalent adult rate of pay apply as follows: • under 18 years 60%
Austrade-Enterprise-Agreement-2019-2022.txt872flextimecasual employees are not entitled to flextime. 2.9. junior rates (1) junior rates of pay apply to employees engaged at the aps1 classification aged below 21 years of age. adult rates apply on attainment of 21 years of age. (2) junior rates as a percentage of the aps1 equivalent adult rate of pay apply as follows: • under 18 years 60% • at 18 years 70% • at 19 years
Austrade-Enterprise-Agreement-2019-2022.txt1017study assistancestudy assistance scheme (1) austrade will support personal development through the studies assistance and scholarship program. (2) support for study leave and course fees will be provided to employees who are approved students undertaking external study in areas relevant to austrade. 4. section 4: performance management 4.1. performance management (1) all eligible employees will participate in the austrade performance management process. (2) the principles underpinning performance management are designed to: • support managers and employees to develop individual performance agreements that offer role clarity, agreed measures of satisfactory performance and opportunities for continuous development
Austrade-Enterprise-Agreement-2019-2022.txt1026study leavesupport for study leave and course fees will be provided to employees who are approved students undertaking external study in areas relevant to austrade. 4. section 4: performance management 4.1. performance management (1) all eligible employees will participate in the austrade performance management process. (2) the principles underpinning performance management are designed to: • support managers and employees to develop individual performance agreements that offer role clarity, agreed measures of satisfactory performance and opportunities for continuous development • align austrade’s strategic priorities, business plans and aps values and austrade values to individual performance agreements • acknowledge regular performance conversations, including timely feedback
Austrade-Enterprise-Agreement-2019-2022.txt1167traveltravel (1) all reasonable meal, accommodation and incidental costs, as determined by the ceo, incurred during official travel (domestic and international) are met by austrade, through the use of a corporate credit card or on a reimbursement basis. 5.4. ordinary hours (1) the ordinary hours of work of full-time employees covered by this agreement will be 37.5 hours a week which translate to 7.5 hours a day from monday to friday. austrade enterprise agreement 2019–2022 14 • for part-time employees, ordinary hours of duty are those agreed in their parttime work agreement. part-time employees are guaranteed a minimum of three hours duty, unless otherwise agreed. • the five day work period (monday to friday) may vary for employees located overseas, to accord with local conditions.
Austrade-Enterprise-Agreement-2019-2022.txt1172travelincurred during official travel (domestic and international) are met by austrade, through the use of a corporate credit card or on a reimbursement basis. 5.4. ordinary hours (1) the ordinary hours of work of full-time employees covered by this agreement will be 37.5 hours a week which translate to 7.5 hours a day from monday to friday. austrade enterprise agreement 2019–2022 14 • for part-time employees, ordinary hours of duty are those agreed in their parttime work agreement. part-time employees are guaranteed a minimum of three hours duty, unless otherwise agreed. • the five day work period (monday to friday) may vary for employees located overseas, to accord with local conditions. (2) an employee will not be required to work beyond a maximum of five hours without a break of at least 30 minutes.
Austrade-Enterprise-Agreement-2019-2022.txt1220overtimeordinary hours and will not attract overtime rates. 5.6. overtime (1) where necessitated by operational requirements, a manager may direct an employee to work overtime outside ordinary hours. (2) an employee may refuse to work overtime in circumstances where the working of such overtime would result in the employee working hours which are unreasonable in accordance with section 63(2) of the fw act. (3) only aps1–aps6 employees will be paid for working overtime. a manager may approve for overtime rates to be paid for work performed by employees, at the aps1– aps6 classifications either outside the span of hours specified at clause 5.5, or in excess of 7.5 hours on any one day, monday to friday. (4) all aps1–aps6 employees working authorised overtime may, with the agreement of their manager, take their overtime entitlement as time-off-in-lieu, calculated at the applicable overtime rate. in cases where time-off-in-lieu has been granted but operational requirements have prevented the employee from taking time off within
Austrade-Enterprise-Agreement-2019-2022.txt1224overtimeovertime (1) where necessitated by operational requirements, a manager may direct an employee to work overtime outside ordinary hours. (2) an employee may refuse to work overtime in circumstances where the working of such overtime would result in the employee working hours which are unreasonable in accordance with section 63(2) of the fw act. (3) only aps1–aps6 employees will be paid for working overtime. a manager may approve for overtime rates to be paid for work performed by employees, at the aps1– aps6 classifications either outside the span of hours specified at clause 5.5, or in excess of 7.5 hours on any one day, monday to friday. (4) all aps1–aps6 employees working authorised overtime may, with the agreement of their manager, take their overtime entitlement as time-off-in-lieu, calculated at the applicable overtime rate. in cases where time-off-in-lieu has been granted but operational requirements have prevented the employee from taking time off within four weeks or other agreed period, payment for the overtime will be made. (5)
Austrade-Enterprise-Agreement-2019-2022.txt1229overtimeto work overtime outside ordinary hours. (2) an employee may refuse to work overtime in circumstances where the working of such overtime would result in the employee working hours which are unreasonable in accordance with section 63(2) of the fw act. (3) only aps1–aps6 employees will be paid for working overtime. a manager may approve for overtime rates to be paid for work performed by employees, at the aps1– aps6 classifications either outside the span of hours specified at clause 5.5, or in excess of 7.5 hours on any one day, monday to friday. (4) all aps1–aps6 employees working authorised overtime may, with the agreement of their manager, take their overtime entitlement as time-off-in-lieu, calculated at the applicable overtime rate. in cases where time-off-in-lieu has been granted but operational requirements have prevented the employee from taking time off within four weeks or other agreed period, payment for the overtime will be made. (5) overtime rates are as follows: • monday to friday:
Austrade-Enterprise-Agreement-2019-2022.txt1233overtimean employee may refuse to work overtime in circumstances where the working of such overtime would result in the employee working hours which are unreasonable in accordance with section 63(2) of the fw act. (3) only aps1–aps6 employees will be paid for working overtime. a manager may approve for overtime rates to be paid for work performed by employees, at the aps1– aps6 classifications either outside the span of hours specified at clause 5.5, or in excess of 7.5 hours on any one day, monday to friday. (4) all aps1–aps6 employees working authorised overtime may, with the agreement of their manager, take their overtime entitlement as time-off-in-lieu, calculated at the applicable overtime rate. in cases where time-off-in-lieu has been granted but operational requirements have prevented the employee from taking time off within four weeks or other agreed period, payment for the overtime will be made. (5) overtime rates are as follows: • monday to friday: time and a half •
Austrade-Enterprise-Agreement-2019-2022.txt1234overtimesuch overtime would result in the employee working hours which are unreasonable in accordance with section 63(2) of the fw act. (3) only aps1–aps6 employees will be paid for working overtime. a manager may approve for overtime rates to be paid for work performed by employees, at the aps1– aps6 classifications either outside the span of hours specified at clause 5.5, or in excess of 7.5 hours on any one day, monday to friday. (4) all aps1–aps6 employees working authorised overtime may, with the agreement of their manager, take their overtime entitlement as time-off-in-lieu, calculated at the applicable overtime rate. in cases where time-off-in-lieu has been granted but operational requirements have prevented the employee from taking time off within four weeks or other agreed period, payment for the overtime will be made. (5) overtime rates are as follows: • monday to friday: time and a half • saturday, sunday and public holidays:
Austrade-Enterprise-Agreement-2019-2022.txt1239overtimeonly aps1–aps6 employees will be paid for working overtime. a manager may approve for overtime rates to be paid for work performed by employees, at the aps1– aps6 classifications either outside the span of hours specified at clause 5.5, or in excess of 7.5 hours on any one day, monday to friday. (4) all aps1–aps6 employees working authorised overtime may, with the agreement of their manager, take their overtime entitlement as time-off-in-lieu, calculated at the applicable overtime rate. in cases where time-off-in-lieu has been granted but operational requirements have prevented the employee from taking time off within four weeks or other agreed period, payment for the overtime will be made. (5) overtime rates are as follows: • monday to friday: time and a half • saturday, sunday and public holidays: double time where an employee works overtime on a public holiday that they are ordinarily scheduled to work, the payment of salary for the public holiday is single time during
Austrade-Enterprise-Agreement-2019-2022.txt1240overtimeapprove for overtime rates to be paid for work performed by employees, at the aps1– aps6 classifications either outside the span of hours specified at clause 5.5, or in excess of 7.5 hours on any one day, monday to friday. (4) all aps1–aps6 employees working authorised overtime may, with the agreement of their manager, take their overtime entitlement as time-off-in-lieu, calculated at the applicable overtime rate. in cases where time-off-in-lieu has been granted but operational requirements have prevented the employee from taking time off within four weeks or other agreed period, payment for the overtime will be made. (5) overtime rates are as follows: • monday to friday: time and a half • saturday, sunday and public holidays: double time where an employee works overtime on a public holiday that they are ordinarily scheduled to work, the payment of salary for the public holiday is single time during ordinary hours. payment is double time for hours worked outside ordinary hours.
Austrade-Enterprise-Agreement-2019-2022.txt1246overtimeall aps1–aps6 employees working authorised overtime may, with the agreement of their manager, take their overtime entitlement as time-off-in-lieu, calculated at the applicable overtime rate. in cases where time-off-in-lieu has been granted but operational requirements have prevented the employee from taking time off within four weeks or other agreed period, payment for the overtime will be made. (5) overtime rates are as follows: • monday to friday: time and a half • saturday, sunday and public holidays: double time where an employee works overtime on a public holiday that they are ordinarily scheduled to work, the payment of salary for the public holiday is single time during ordinary hours. payment is double time for hours worked outside ordinary hours. austrade enterprise agreement 2019–2022 15 (6)
Austrade-Enterprise-Agreement-2019-2022.txt1247overtimetheir manager, take their overtime entitlement as time-off-in-lieu, calculated at the applicable overtime rate. in cases where time-off-in-lieu has been granted but operational requirements have prevented the employee from taking time off within four weeks or other agreed period, payment for the overtime will be made. (5) overtime rates are as follows: • monday to friday: time and a half • saturday, sunday and public holidays: double time where an employee works overtime on a public holiday that they are ordinarily scheduled to work, the payment of salary for the public holiday is single time during ordinary hours. payment is double time for hours worked outside ordinary hours. austrade enterprise agreement 2019–2022 15 (6)
Austrade-Enterprise-Agreement-2019-2022.txt1248overtimeapplicable overtime rate. in cases where time-off-in-lieu has been granted but operational requirements have prevented the employee from taking time off within four weeks or other agreed period, payment for the overtime will be made. (5) overtime rates are as follows: • monday to friday: time and a half • saturday, sunday and public holidays: double time where an employee works overtime on a public holiday that they are ordinarily scheduled to work, the payment of salary for the public holiday is single time during ordinary hours. payment is double time for hours worked outside ordinary hours. austrade enterprise agreement 2019–2022 15 (6) an employee’s salary for the purposes of calculating overtime will include any higher
Austrade-Enterprise-Agreement-2019-2022.txt1250overtimefour weeks or other agreed period, payment for the overtime will be made. (5) overtime rates are as follows: • monday to friday: time and a half • saturday, sunday and public holidays: double time where an employee works overtime on a public holiday that they are ordinarily scheduled to work, the payment of salary for the public holiday is single time during ordinary hours. payment is double time for hours worked outside ordinary hours. austrade enterprise agreement 2019–2022 15 (6) an employee’s salary for the purposes of calculating overtime will include any higher duties allowance payable to the employee at that time.
Austrade-Enterprise-Agreement-2019-2022.txt1254overtimeovertime rates are as follows: • monday to friday: time and a half • saturday, sunday and public holidays: double time where an employee works overtime on a public holiday that they are ordinarily scheduled to work, the payment of salary for the public holiday is single time during ordinary hours. payment is double time for hours worked outside ordinary hours. austrade enterprise agreement 2019–2022 15 (6) an employee’s salary for the purposes of calculating overtime will include any higher duties allowance payable to the employee at that time. (7) an employee, who works overtime outside the span of hours extending over the entire duration of a meal period will be paid a meal allowance.
Austrade-Enterprise-Agreement-2019-2022.txt1267overtimewhere an employee works overtime on a public holiday that they are ordinarily scheduled to work, the payment of salary for the public holiday is single time during ordinary hours. payment is double time for hours worked outside ordinary hours. austrade enterprise agreement 2019–2022 15 (6) an employee’s salary for the purposes of calculating overtime will include any higher duties allowance payable to the employee at that time. (7) an employee, who works overtime outside the span of hours extending over the entire duration of a meal period will be paid a meal allowance. (8) for the purposes of this clause a meal period is: • monday to friday: 7.00am to 9.00am 6.00pm to 7.00pm midnight to 1.00am •
Austrade-Enterprise-Agreement-2019-2022.txt1277overtimean employee’s salary for the purposes of calculating overtime will include any higher duties allowance payable to the employee at that time. (7) an employee, who works overtime outside the span of hours extending over the entire duration of a meal period will be paid a meal allowance. (8) for the purposes of this clause a meal period is: • monday to friday: 7.00am to 9.00am 6.00pm to 7.00pm midnight to 1.00am • saturdays, sundays & public holidays: 7.00am to 9.00am 12.30pm to 1.30pm 6.00pm to 7.00pm midnight to 1.00am 5.7.
Austrade-Enterprise-Agreement-2019-2022.txt1282overtimean employee, who works overtime outside the span of hours extending over the entire duration of a meal period will be paid a meal allowance. (8) for the purposes of this clause a meal period is: • monday to friday: 7.00am to 9.00am 6.00pm to 7.00pm midnight to 1.00am • saturdays, sundays & public holidays: 7.00am to 9.00am 12.30pm to 1.30pm 6.00pm to 7.00pm midnight to 1.00am 5.7. emergency duty (1) emergency duty occurs when an aps1–aps6 employee is required to work to meet an
Austrade-Enterprise-Agreement-2019-2022.txt1318traveltravelling to and from duty. the minimum payment will be for two hours. (3) further information is contained in the overtime and emergency duty policy. 5.8. redeployment and retrenchment (1) the procedures for handling redeployment and retrenchment for austrade employees are described at appendix c. 5.9. resignation and retirement (1) an employee may resign or retire by giving the ceo 14 calendar days’ written notice. the ceo may agree to waive this requirement or agree to a shorter notice period if requested by the employee. (2) the ceo may give effect to a resignation at an earlier date within the notice period. in such cases, the employee will be paid compensation in lieu of the notice period which is not worked.
Austrade-Enterprise-Agreement-2019-2022.txt1322overtimefurther information is contained in the overtime and emergency duty policy. 5.8. redeployment and retrenchment (1) the procedures for handling redeployment and retrenchment for austrade employees are described at appendix c. 5.9. resignation and retirement (1) an employee may resign or retire by giving the ceo 14 calendar days’ written notice. the ceo may agree to waive this requirement or agree to a shorter notice period if requested by the employee. (2) the ceo may give effect to a resignation at an earlier date within the notice period. in such cases, the employee will be paid compensation in lieu of the notice period which is not worked. 5.10. allowances 5.10.1. higher duties allowance (1)
Austrade-Enterprise-Agreement-2019-2022.txt1413travelemployee at austrade expense for official travel. where an employee uses their private car for official travel they will be entitled to a motor vehicle allowance. 5.10.6. language proficiency allowance (1) language proficiency allowance will be paid fortnightly to an employee at a rate commensurate with the level achieved in an officially recognised language test. the allowance will be payable where the use of the language is a requirement for the performance of their duties. austrade enterprise agreement 2019–2022 17 5.10.7. healthy living reimbursement (1) in support of the potential benefit to austrade of employees undertaking healthy lifestyle initiatives, each eligible ongoing employee may apply for reimbursement of expenses towards maintaining a healthy lifestyle. (2) as at commencement of this agreement, the rate of the reimbursement is up to $400 per financial year. this limit will be adjusted by the year to date cpi rate released for the march quarter each year during the life of this agreement. adjustments will take effect from 1 july each year. (3)
Austrade-Enterprise-Agreement-2019-2022.txt1414travelprivate car for official travel they will be entitled to a motor vehicle allowance. 5.10.6. language proficiency allowance (1) language proficiency allowance will be paid fortnightly to an employee at a rate commensurate with the level achieved in an officially recognised language test. the allowance will be payable where the use of the language is a requirement for the performance of their duties. austrade enterprise agreement 2019–2022 17 5.10.7. healthy living reimbursement (1) in support of the potential benefit to austrade of employees undertaking healthy lifestyle initiatives, each eligible ongoing employee may apply for reimbursement of expenses towards maintaining a healthy lifestyle. (2) as at commencement of this agreement, the rate of the reimbursement is up to $400 per financial year. this limit will be adjusted by the year to date cpi rate released for the march quarter each year during the life of this agreement. adjustments will take effect from 1 july each year. (3)
Austrade-Enterprise-Agreement-2019-2022.txt1466parental leaveare on parental leave. annual leave credits will only be deducted at half the duration when half pay leave is taken. (4) an employee with excess leave entitlements in accordance with 5.11.1.2 will not be allowed to take half pay annual leave unless exceptional circumstances apply. (5) periods of leave without pay will not count as service for annual leave accrual purposes. (6) the ceo may approve an application by an employee for annual leave up to the employee’s maximum accrued credit. periods of annual leave count as service for all purposes. (7) where a public holiday occurs while an employee is on a period of annual leave, the public holiday is not deducted from the employee’s annual leave credit. (8) where an employee is on half pay annual leave and a public holiday occurs that the employee is scheduled to work, the public holiday will be paid at full pay. (9)
Austrade-Enterprise-Agreement-2019-2022.txt1498travelemployee is recalled to work from leave, the employee will be reimbursed travel costs and incidental expenses as determined by the ceo, that are not otherwise recoverable under insurance or from any other source. austrade enterprise agreement 2019–2022 18 5.11.1.2. excess annual leave (1) on 1 february in each year, any employee who has an annual leave entitlement of more than 40 days (or two years of accrual at the applicable pro rata amount for a part-time employee) may be directed to take an amount of annual leave to reduce their entitlement to 40 days or under. (2) where an employee has an excess annual leave entitlement, a leave management plan will be agreed between the employee and their manager in order to reduce the excess leave entitlement. (3) where an employee does not reduce their entitlement to 40 days or fails to comply with a leave management plan, they may be directed in writing to take annual leave. such an employee will not be required to attend work for that period and they will
Austrade-Enterprise-Agreement-2019-2022.txt1832travelservices activities, including training, emergency service responses, reasonable travel and recovery time, and ceremonial duties. austrade enterprise agreement 2019–2022 22 5.11.10. leave for adf reserve and continuous full time service or cadet force obligations (1) an employee may be granted leave (with or without pay) to enable the employee to fulfil australian defence force (adf) reserve and continuous full time service (cfts) or cadet force obligations. (2) an employee is entitled to adf reserve leave with pay, for up to four weeks during each financial year for the purpose of fulfilling service in the adf reserve. these purposes include training and operational duty as required. (a) during the employee's first year of adf reserve service, a further two weeks’ paid leave may be granted to facilitate participation in additional adf reserve training, including induction requirements. (b) with the exception of the additional two weeks in the first year of service, leave can be accumulated and taken over a period of two years, to enable the employee to undertake training as a member of the adf reserve. (c) employees are not required to pay their tax free adf reserve salary to the agency in any circumstances. (3) defence reserve leave counts as service for all purposes, except for unpaid leave to
Austrade-Enterprise-Agreement-2019-2022.txt1867long service leaveeligible employees may also apply for annual leave, long service leave, leave without pay, top-up pay or they may use flextime or make up time for the purpose of fulfilling adf reserve, cfts or cadet force obligations. (5) employees are to notify supervisors at the earliest opportunity once the dates for adf reserve, cfts or cadet force activities are known and/or changed. 5.11.11. maternity leave (1) eligible employees are entitled to maternity leave in accordance with the provisions of the maternity leave (commonwealth employees) act 1973 (the ml act). (2) where an employees is eligible for 12 weeks’ paid leave under the ml act, they will be entitled to a further two weeks’ paid leave commencing immediately after the 12 weeks. (3) employees who are eligible for paid maternity or parental leave may elect to have the payment for that leave spread over a maximum of 28 weeks at a rate no less than half normal salary. this is an administrative arrangement for the payment of an employee’s paid maternity leave under the ml act and this agreement. where payment is spread over a longer period, a maximum of 14 weeks will count as service. (4)
Austrade-Enterprise-Agreement-2019-2022.txt1868flextimepay, top-up pay or they may use flextime or make up time for the purpose of fulfilling adf reserve, cfts or cadet force obligations. (5) employees are to notify supervisors at the earliest opportunity once the dates for adf reserve, cfts or cadet force activities are known and/or changed. 5.11.11. maternity leave (1) eligible employees are entitled to maternity leave in accordance with the provisions of the maternity leave (commonwealth employees) act 1973 (the ml act). (2) where an employees is eligible for 12 weeks’ paid leave under the ml act, they will be entitled to a further two weeks’ paid leave commencing immediately after the 12 weeks. (3) employees who are eligible for paid maternity or parental leave may elect to have the payment for that leave spread over a maximum of 28 weeks at a rate no less than half normal salary. this is an administrative arrangement for the payment of an employee’s paid maternity leave under the ml act and this agreement. where payment is spread over a longer period, a maximum of 14 weeks will count as service. (4)
Austrade-Enterprise-Agreement-2019-2022.txt1876maternity leave5.11.11. maternity leave (1) eligible employees are entitled to maternity leave in accordance with the provisions of the maternity leave (commonwealth employees) act 1973 (the ml act). (2) where an employees is eligible for 12 weeks’ paid leave under the ml act, they will be entitled to a further two weeks’ paid leave commencing immediately after the 12 weeks. (3) employees who are eligible for paid maternity or parental leave may elect to have the payment for that leave spread over a maximum of 28 weeks at a rate no less than half normal salary. this is an administrative arrangement for the payment of an employee’s paid maternity leave under the ml act and this agreement. where payment is spread over a longer period, a maximum of 14 weeks will count as service. (4) the maximum period of combined parental and maternity leave accessible is two years of paid and unpaid leave. austrade enterprise agreement 2019–2022 23 5.11.12. parental leave
Austrade-Enterprise-Agreement-2019-2022.txt1879maternity leaveeligible employees are entitled to maternity leave in accordance with the provisions of the maternity leave (commonwealth employees) act 1973 (the ml act). (2) where an employees is eligible for 12 weeks’ paid leave under the ml act, they will be entitled to a further two weeks’ paid leave commencing immediately after the 12 weeks. (3) employees who are eligible for paid maternity or parental leave may elect to have the payment for that leave spread over a maximum of 28 weeks at a rate no less than half normal salary. this is an administrative arrangement for the payment of an employee’s paid maternity leave under the ml act and this agreement. where payment is spread over a longer period, a maximum of 14 weeks will count as service. (4) the maximum period of combined parental and maternity leave accessible is two years of paid and unpaid leave. austrade enterprise agreement 2019–2022 23 5.11.12. parental leave 5.11.12.1. unpaid parental leave (1)
Austrade-Enterprise-Agreement-2019-2022.txt1880maternity leavethe maternity leave (commonwealth employees) act 1973 (the ml act). (2) where an employees is eligible for 12 weeks’ paid leave under the ml act, they will be entitled to a further two weeks’ paid leave commencing immediately after the 12 weeks. (3) employees who are eligible for paid maternity or parental leave may elect to have the payment for that leave spread over a maximum of 28 weeks at a rate no less than half normal salary. this is an administrative arrangement for the payment of an employee’s paid maternity leave under the ml act and this agreement. where payment is spread over a longer period, a maximum of 14 weeks will count as service. (4) the maximum period of combined parental and maternity leave accessible is two years of paid and unpaid leave. austrade enterprise agreement 2019–2022 23 5.11.12. parental leave 5.11.12.1. unpaid parental leave (1) parental and adoption leave are provided for in accordance with the provisions of the
Austrade-Enterprise-Agreement-2019-2022.txt1890parental leaveemployees who are eligible for paid maternity or parental leave may elect to have the payment for that leave spread over a maximum of 28 weeks at a rate no less than half normal salary. this is an administrative arrangement for the payment of an employee’s paid maternity leave under the ml act and this agreement. where payment is spread over a longer period, a maximum of 14 weeks will count as service. (4) the maximum period of combined parental and maternity leave accessible is two years of paid and unpaid leave. austrade enterprise agreement 2019–2022 23 5.11.12. parental leave 5.11.12.1. unpaid parental leave (1) parental and adoption leave are provided for in accordance with the provisions of the fw act. in addition, where an employee assumes a permanent foster care arrangement for a child, the employee is also eligible for parental leave after 12 months of service. an employee who is eligible for unpaid parental leave under the fw act is entitled to leave of absence without pay for a maximum of two years to care for a newborn, or newly adopted/ fostered child. 5.11.12.2. paid parental leave (1) an employee with a minimum qualifying service of 12 months service is eligible for
Austrade-Enterprise-Agreement-2019-2022.txt1893maternity leaveemployee’s paid maternity leave under the ml act and this agreement. where payment is spread over a longer period, a maximum of 14 weeks will count as service. (4) the maximum period of combined parental and maternity leave accessible is two years of paid and unpaid leave. austrade enterprise agreement 2019–2022 23 5.11.12. parental leave 5.11.12.1. unpaid parental leave (1) parental and adoption leave are provided for in accordance with the provisions of the fw act. in addition, where an employee assumes a permanent foster care arrangement for a child, the employee is also eligible for parental leave after 12 months of service. an employee who is eligible for unpaid parental leave under the fw act is entitled to leave of absence without pay for a maximum of two years to care for a newborn, or newly adopted/ fostered child. 5.11.12.2. paid parental leave (1) an employee with a minimum qualifying service of 12 months service is eligible for paid adoption leave and foster parents’ leave. the entitlement to payment is for the first 14 weeks of adoption/foster parents’ leave which can be converted to half pay. where payment is spread over a longer period, a maximum of 14 weeks will count as
Austrade-Enterprise-Agreement-2019-2022.txt1898maternity leavethe maximum period of combined parental and maternity leave accessible is two years of paid and unpaid leave. austrade enterprise agreement 2019–2022 23 5.11.12. parental leave 5.11.12.1. unpaid parental leave (1) parental and adoption leave are provided for in accordance with the provisions of the fw act. in addition, where an employee assumes a permanent foster care arrangement for a child, the employee is also eligible for parental leave after 12 months of service. an employee who is eligible for unpaid parental leave under the fw act is entitled to leave of absence without pay for a maximum of two years to care for a newborn, or newly adopted/ fostered child. 5.11.12.2. paid parental leave (1) an employee with a minimum qualifying service of 12 months service is eligible for paid adoption leave and foster parents’ leave. the entitlement to payment is for the first 14 weeks of adoption/foster parents’ leave which can be converted to half pay. where payment is spread over a longer period, a maximum of 14 weeks will count as service. the provisions for paid adoption/foster parents’ leave mirrors the same provisions as paid maternity leave. (2)
Austrade-Enterprise-Agreement-2019-2022.txt1905parental leave5.11.12. parental leave 5.11.12.1. unpaid parental leave (1) parental and adoption leave are provided for in accordance with the provisions of the fw act. in addition, where an employee assumes a permanent foster care arrangement for a child, the employee is also eligible for parental leave after 12 months of service. an employee who is eligible for unpaid parental leave under the fw act is entitled to leave of absence without pay for a maximum of two years to care for a newborn, or newly adopted/ fostered child. 5.11.12.2. paid parental leave (1) an employee with a minimum qualifying service of 12 months service is eligible for paid adoption leave and foster parents’ leave. the entitlement to payment is for the first 14 weeks of adoption/foster parents’ leave which can be converted to half pay. where payment is spread over a longer period, a maximum of 14 weeks will count as service. the provisions for paid adoption/foster parents’ leave mirrors the same provisions as paid maternity leave. (2) an employee whose spouse or partner is giving birth to, or adopting, or permanently fostering a child may access two weeks’ paid parental leave at the time of birth, adoption, or permanent foster care. paid parental leave for supporting partners may also be converted to half pay upon request; however only the first two weeks will count as service. 5.11.12.3. returning to work after parental leave
Austrade-Enterprise-Agreement-2019-2022.txt1906parental leave5.11.12.1. unpaid parental leave (1) parental and adoption leave are provided for in accordance with the provisions of the fw act. in addition, where an employee assumes a permanent foster care arrangement for a child, the employee is also eligible for parental leave after 12 months of service. an employee who is eligible for unpaid parental leave under the fw act is entitled to leave of absence without pay for a maximum of two years to care for a newborn, or newly adopted/ fostered child. 5.11.12.2. paid parental leave (1) an employee with a minimum qualifying service of 12 months service is eligible for paid adoption leave and foster parents’ leave. the entitlement to payment is for the first 14 weeks of adoption/foster parents’ leave which can be converted to half pay. where payment is spread over a longer period, a maximum of 14 weeks will count as service. the provisions for paid adoption/foster parents’ leave mirrors the same provisions as paid maternity leave. (2) an employee whose spouse or partner is giving birth to, or adopting, or permanently fostering a child may access two weeks’ paid parental leave at the time of birth, adoption, or permanent foster care. paid parental leave for supporting partners may also be converted to half pay upon request; however only the first two weeks will count as service. 5.11.12.3. returning to work after parental leave (1)
Austrade-Enterprise-Agreement-2019-2022.txt1911parental leavearrangement for a child, the employee is also eligible for parental leave after 12 months of service. an employee who is eligible for unpaid parental leave under the fw act is entitled to leave of absence without pay for a maximum of two years to care for a newborn, or newly adopted/ fostered child. 5.11.12.2. paid parental leave (1) an employee with a minimum qualifying service of 12 months service is eligible for paid adoption leave and foster parents’ leave. the entitlement to payment is for the first 14 weeks of adoption/foster parents’ leave which can be converted to half pay. where payment is spread over a longer period, a maximum of 14 weeks will count as service. the provisions for paid adoption/foster parents’ leave mirrors the same provisions as paid maternity leave. (2) an employee whose spouse or partner is giving birth to, or adopting, or permanently fostering a child may access two weeks’ paid parental leave at the time of birth, adoption, or permanent foster care. paid parental leave for supporting partners may also be converted to half pay upon request; however only the first two weeks will count as service. 5.11.12.3. returning to work after parental leave (1) an employee returning from parental leave may request to return to work on a parttime basis. (2)
Austrade-Enterprise-Agreement-2019-2022.txt1912parental leavemonths of service. an employee who is eligible for unpaid parental leave under the fw act is entitled to leave of absence without pay for a maximum of two years to care for a newborn, or newly adopted/ fostered child. 5.11.12.2. paid parental leave (1) an employee with a minimum qualifying service of 12 months service is eligible for paid adoption leave and foster parents’ leave. the entitlement to payment is for the first 14 weeks of adoption/foster parents’ leave which can be converted to half pay. where payment is spread over a longer period, a maximum of 14 weeks will count as service. the provisions for paid adoption/foster parents’ leave mirrors the same provisions as paid maternity leave. (2) an employee whose spouse or partner is giving birth to, or adopting, or permanently fostering a child may access two weeks’ paid parental leave at the time of birth, adoption, or permanent foster care. paid parental leave for supporting partners may also be converted to half pay upon request; however only the first two weeks will count as service. 5.11.12.3. returning to work after parental leave (1) an employee returning from parental leave may request to return to work on a parttime basis. (2) on ending maternity or parental leave, employees have the return to work guarantee
Austrade-Enterprise-Agreement-2019-2022.txt1916parental leave5.11.12.2. paid parental leave (1) an employee with a minimum qualifying service of 12 months service is eligible for paid adoption leave and foster parents’ leave. the entitlement to payment is for the first 14 weeks of adoption/foster parents’ leave which can be converted to half pay. where payment is spread over a longer period, a maximum of 14 weeks will count as service. the provisions for paid adoption/foster parents’ leave mirrors the same provisions as paid maternity leave. (2) an employee whose spouse or partner is giving birth to, or adopting, or permanently fostering a child may access two weeks’ paid parental leave at the time of birth, adoption, or permanent foster care. paid parental leave for supporting partners may also be converted to half pay upon request; however only the first two weeks will count as service. 5.11.12.3. returning to work after parental leave (1) an employee returning from parental leave may request to return to work on a parttime basis. (2) on ending maternity or parental leave, employees have the return to work guarantee and the right to request flexible working arrangements that are provided by the fw act. (3)
Austrade-Enterprise-Agreement-2019-2022.txt1924maternity leaveprovisions as paid maternity leave. (2) an employee whose spouse or partner is giving birth to, or adopting, or permanently fostering a child may access two weeks’ paid parental leave at the time of birth, adoption, or permanent foster care. paid parental leave for supporting partners may also be converted to half pay upon request; however only the first two weeks will count as service. 5.11.12.3. returning to work after parental leave (1) an employee returning from parental leave may request to return to work on a parttime basis. (2) on ending maternity or parental leave, employees have the return to work guarantee and the right to request flexible working arrangements that are provided by the fw act. (3) an employee who has taken parental leave in excess of four weeks is required to give their manager at least four weeks’ notice of the date the employee proposes to return to work. 5.11.13. long service leave (1)
Austrade-Enterprise-Agreement-2019-2022.txt1929parental leavefostering a child may access two weeks’ paid parental leave at the time of birth, adoption, or permanent foster care. paid parental leave for supporting partners may also be converted to half pay upon request; however only the first two weeks will count as service. 5.11.12.3. returning to work after parental leave (1) an employee returning from parental leave may request to return to work on a parttime basis. (2) on ending maternity or parental leave, employees have the return to work guarantee and the right to request flexible working arrangements that are provided by the fw act. (3) an employee who has taken parental leave in excess of four weeks is required to give their manager at least four weeks’ notice of the date the employee proposes to return to work. 5.11.13. long service leave (1) employees who have accrued an entitlement under the long service (commonwealth employees) act 1976 may access long service leave for a minimum period of seven calendar days at full pay, or 14 calendar days at half pay. (2)
Austrade-Enterprise-Agreement-2019-2022.txt1930parental leaveadoption, or permanent foster care. paid parental leave for supporting partners may also be converted to half pay upon request; however only the first two weeks will count as service. 5.11.12.3. returning to work after parental leave (1) an employee returning from parental leave may request to return to work on a parttime basis. (2) on ending maternity or parental leave, employees have the return to work guarantee and the right to request flexible working arrangements that are provided by the fw act. (3) an employee who has taken parental leave in excess of four weeks is required to give their manager at least four weeks’ notice of the date the employee proposes to return to work. 5.11.13. long service leave (1) employees who have accrued an entitlement under the long service (commonwealth employees) act 1976 may access long service leave for a minimum period of seven calendar days at full pay, or 14 calendar days at half pay. (2)
Austrade-Enterprise-Agreement-2019-2022.txt1934parental leave5.11.12.3. returning to work after parental leave (1) an employee returning from parental leave may request to return to work on a parttime basis. (2) on ending maternity or parental leave, employees have the return to work guarantee and the right to request flexible working arrangements that are provided by the fw act. (3) an employee who has taken parental leave in excess of four weeks is required to give their manager at least four weeks’ notice of the date the employee proposes to return to work. 5.11.13. long service leave (1) employees who have accrued an entitlement under the long service (commonwealth employees) act 1976 may access long service leave for a minimum period of seven calendar days at full pay, or 14 calendar days at half pay. (2) long service leave will not be granted in patterns where a period of any other leave type, or public holiday, breaks the period of long service leave (for example, long service leave/annual leave/long service leave), unless otherwise required by legislation. long service leave may be granted in combination with other leave in
Austrade-Enterprise-Agreement-2019-2022.txt1937parental leavean employee returning from parental leave may request to return to work on a parttime basis. (2) on ending maternity or parental leave, employees have the return to work guarantee and the right to request flexible working arrangements that are provided by the fw act. (3) an employee who has taken parental leave in excess of four weeks is required to give their manager at least four weeks’ notice of the date the employee proposes to return to work. 5.11.13. long service leave (1) employees who have accrued an entitlement under the long service (commonwealth employees) act 1976 may access long service leave for a minimum period of seven calendar days at full pay, or 14 calendar days at half pay. (2) long service leave will not be granted in patterns where a period of any other leave type, or public holiday, breaks the period of long service leave (for example, long service leave/annual leave/long service leave), unless otherwise required by legislation. long service leave may be granted in combination with other leave in patterns where this does not occur (for example, annual leave/long service leave/annual leave/return to work).
Austrade-Enterprise-Agreement-2019-2022.txt1941parental leaveon ending maternity or parental leave, employees have the return to work guarantee and the right to request flexible working arrangements that are provided by the fw act. (3) an employee who has taken parental leave in excess of four weeks is required to give their manager at least four weeks’ notice of the date the employee proposes to return to work. 5.11.13. long service leave (1) employees who have accrued an entitlement under the long service (commonwealth employees) act 1976 may access long service leave for a minimum period of seven calendar days at full pay, or 14 calendar days at half pay. (2) long service leave will not be granted in patterns where a period of any other leave type, or public holiday, breaks the period of long service leave (for example, long service leave/annual leave/long service leave), unless otherwise required by legislation. long service leave may be granted in combination with other leave in patterns where this does not occur (for example, annual leave/long service leave/annual leave/return to work). austrade enterprise agreement 2019–2022 24
Austrade-Enterprise-Agreement-2019-2022.txt1947parental leavean employee who has taken parental leave in excess of four weeks is required to give their manager at least four weeks’ notice of the date the employee proposes to return to work. 5.11.13. long service leave (1) employees who have accrued an entitlement under the long service (commonwealth employees) act 1976 may access long service leave for a minimum period of seven calendar days at full pay, or 14 calendar days at half pay. (2) long service leave will not be granted in patterns where a period of any other leave type, or public holiday, breaks the period of long service leave (for example, long service leave/annual leave/long service leave), unless otherwise required by legislation. long service leave may be granted in combination with other leave in patterns where this does not occur (for example, annual leave/long service leave/annual leave/return to work). austrade enterprise agreement 2019–2022 24 5.11.14. portability of leave and recognition of prior service (1) where an employee is engaged as either an ongoing or non-ongoing aps employee immediately following a period of ongoing employment in the parliamentary service or the act government service, the employee’s unused accrued annual leave and
Austrade-Enterprise-Agreement-2019-2022.txt1951long service leave5.11.13. long service leave (1) employees who have accrued an entitlement under the long service (commonwealth employees) act 1976 may access long service leave for a minimum period of seven calendar days at full pay, or 14 calendar days at half pay. (2) long service leave will not be granted in patterns where a period of any other leave type, or public holiday, breaks the period of long service leave (for example, long service leave/annual leave/long service leave), unless otherwise required by legislation. long service leave may be granted in combination with other leave in patterns where this does not occur (for example, annual leave/long service leave/annual leave/return to work). austrade enterprise agreement 2019–2022 24 5.11.14. portability of leave and recognition of prior service (1) where an employee is engaged as either an ongoing or non-ongoing aps employee immediately following a period of ongoing employment in the parliamentary service or the act government service, the employee’s unused accrued annual leave and personal/carer’s leave (however described) will be recognised. (2)
Austrade-Enterprise-Agreement-2019-2022.txt1955long service leaveemployees) act 1976 may access long service leave for a minimum period of seven calendar days at full pay, or 14 calendar days at half pay. (2) long service leave will not be granted in patterns where a period of any other leave type, or public holiday, breaks the period of long service leave (for example, long service leave/annual leave/long service leave), unless otherwise required by legislation. long service leave may be granted in combination with other leave in patterns where this does not occur (for example, annual leave/long service leave/annual leave/return to work). austrade enterprise agreement 2019–2022 24 5.11.14. portability of leave and recognition of prior service (1) where an employee is engaged as either an ongoing or non-ongoing aps employee immediately following a period of ongoing employment in the parliamentary service or the act government service, the employee’s unused accrued annual leave and personal/carer’s leave (however described) will be recognised. (2) where an employee moves to austrade from another commonwealth agency (including on a temporary basis), where they were an ongoing aps employee, the employee’s unused accrued annual leave and personal/carer’s leave (however described) will transfer to austrade, provided there is no break in continuity of service.
Austrade-Enterprise-Agreement-2019-2022.txt1960long service leavelong service leave will not be granted in patterns where a period of any other leave type, or public holiday, breaks the period of long service leave (for example, long service leave/annual leave/long service leave), unless otherwise required by legislation. long service leave may be granted in combination with other leave in patterns where this does not occur (for example, annual leave/long service leave/annual leave/return to work). austrade enterprise agreement 2019–2022 24 5.11.14. portability of leave and recognition of prior service (1) where an employee is engaged as either an ongoing or non-ongoing aps employee immediately following a period of ongoing employment in the parliamentary service or the act government service, the employee’s unused accrued annual leave and personal/carer’s leave (however described) will be recognised. (2) where an employee moves to austrade from another commonwealth agency (including on a temporary basis), where they were an ongoing aps employee, the employee’s unused accrued annual leave and personal/carer’s leave (however described) will transfer to austrade, provided there is no break in continuity of service. 5.11.15. public holidays (1) employees will be entitled to the following public holidays:
Austrade-Enterprise-Agreement-2019-2022.txt1961long service leavetype, or public holiday, breaks the period of long service leave (for example, long service leave/annual leave/long service leave), unless otherwise required by legislation. long service leave may be granted in combination with other leave in patterns where this does not occur (for example, annual leave/long service leave/annual leave/return to work). austrade enterprise agreement 2019–2022 24 5.11.14. portability of leave and recognition of prior service (1) where an employee is engaged as either an ongoing or non-ongoing aps employee immediately following a period of ongoing employment in the parliamentary service or the act government service, the employee’s unused accrued annual leave and personal/carer’s leave (however described) will be recognised. (2) where an employee moves to austrade from another commonwealth agency (including on a temporary basis), where they were an ongoing aps employee, the employee’s unused accrued annual leave and personal/carer’s leave (however described) will transfer to austrade, provided there is no break in continuity of service. 5.11.15. public holidays (1) employees will be entitled to the following public holidays: •
Austrade-Enterprise-Agreement-2019-2022.txt1962long service leaveservice leave/annual leave/long service leave), unless otherwise required by legislation. long service leave may be granted in combination with other leave in patterns where this does not occur (for example, annual leave/long service leave/annual leave/return to work). austrade enterprise agreement 2019–2022 24 5.11.14. portability of leave and recognition of prior service (1) where an employee is engaged as either an ongoing or non-ongoing aps employee immediately following a period of ongoing employment in the parliamentary service or the act government service, the employee’s unused accrued annual leave and personal/carer’s leave (however described) will be recognised. (2) where an employee moves to austrade from another commonwealth agency (including on a temporary basis), where they were an ongoing aps employee, the employee’s unused accrued annual leave and personal/carer’s leave (however described) will transfer to austrade, provided there is no break in continuity of service. 5.11.15. public holidays (1) employees will be entitled to the following public holidays: •
Austrade-Enterprise-Agreement-2019-2022.txt1963long service leavelegislation. long service leave may be granted in combination with other leave in patterns where this does not occur (for example, annual leave/long service leave/annual leave/return to work). austrade enterprise agreement 2019–2022 24 5.11.14. portability of leave and recognition of prior service (1) where an employee is engaged as either an ongoing or non-ongoing aps employee immediately following a period of ongoing employment in the parliamentary service or the act government service, the employee’s unused accrued annual leave and personal/carer’s leave (however described) will be recognised. (2) where an employee moves to austrade from another commonwealth agency (including on a temporary basis), where they were an ongoing aps employee, the employee’s unused accrued annual leave and personal/carer’s leave (however described) will transfer to austrade, provided there is no break in continuity of service. 5.11.15. public holidays (1) employees will be entitled to the following public holidays: • new year's day (1 january);
Austrade-Enterprise-Agreement-2019-2022.txt2064long service leavewith the entitlement for that form of leave (e.g. if on long service leave on half pay, payment is on half pay). 6. section 6: working flexibly 6.1. flexible working arrangements (1) an employee, where eligible, may request a change in their working arrangements in accordance with section 65 of the fw act. 6.2. flextime or time off in lieu (1) aps1–aps6 employees, other than casual employees, are entitled to access flextime. the settlement period for flextime is four weeks. (2) el1 and el2 employees do not have access to flextime but are able to work flexible work hours. managers of el1 and el2 employees may provide time off in lieu (toil) to recognise additional hours worked. while toil will not be one hour for one hour, it should be fair and reasonable in relation to the additional hours worked. agreed flexible arrangements may provide for toil without deduction from leave credits in recognition of extra time worked required to complete job requirements.
Austrade-Enterprise-Agreement-2019-2022.txt2079flextimeflextime or time off in lieu (1) aps1–aps6 employees, other than casual employees, are entitled to access flextime. the settlement period for flextime is four weeks. (2) el1 and el2 employees do not have access to flextime but are able to work flexible work hours. managers of el1 and el2 employees may provide time off in lieu (toil) to recognise additional hours worked. while toil will not be one hour for one hour, it should be fair and reasonable in relation to the additional hours worked. agreed flexible arrangements may provide for toil without deduction from leave credits in recognition of extra time worked required to complete job requirements. (3) all employees are required to submit flexible work requests to their manager in writing. any decisions on flexible work requests will also be provided in writing to employees. 6.3. part-time employment (1) managers may approve reasonable requests from employees for part-time work arrangements, subject to operational requirements.
Austrade-Enterprise-Agreement-2019-2022.txt2083flextimeaps1–aps6 employees, other than casual employees, are entitled to access flextime. the settlement period for flextime is four weeks. (2) el1 and el2 employees do not have access to flextime but are able to work flexible work hours. managers of el1 and el2 employees may provide time off in lieu (toil) to recognise additional hours worked. while toil will not be one hour for one hour, it should be fair and reasonable in relation to the additional hours worked. agreed flexible arrangements may provide for toil without deduction from leave credits in recognition of extra time worked required to complete job requirements. (3) all employees are required to submit flexible work requests to their manager in writing. any decisions on flexible work requests will also be provided in writing to employees. 6.3. part-time employment (1) managers may approve reasonable requests from employees for part-time work arrangements, subject to operational requirements. (2) managers may initiate the introduction or extension of part-time employment.
Austrade-Enterprise-Agreement-2019-2022.txt2084flextimethe settlement period for flextime is four weeks. (2) el1 and el2 employees do not have access to flextime but are able to work flexible work hours. managers of el1 and el2 employees may provide time off in lieu (toil) to recognise additional hours worked. while toil will not be one hour for one hour, it should be fair and reasonable in relation to the additional hours worked. agreed flexible arrangements may provide for toil without deduction from leave credits in recognition of extra time worked required to complete job requirements. (3) all employees are required to submit flexible work requests to their manager in writing. any decisions on flexible work requests will also be provided in writing to employees. 6.3. part-time employment (1) managers may approve reasonable requests from employees for part-time work arrangements, subject to operational requirements. (2) managers may initiate the introduction or extension of part-time employment. employees will not be required to convert from full-time to part-time hours, or from
Austrade-Enterprise-Agreement-2019-2022.txt2088flextimeel1 and el2 employees do not have access to flextime but are able to work flexible work hours. managers of el1 and el2 employees may provide time off in lieu (toil) to recognise additional hours worked. while toil will not be one hour for one hour, it should be fair and reasonable in relation to the additional hours worked. agreed flexible arrangements may provide for toil without deduction from leave credits in recognition of extra time worked required to complete job requirements. (3) all employees are required to submit flexible work requests to their manager in writing. any decisions on flexible work requests will also be provided in writing to employees. 6.3. part-time employment (1) managers may approve reasonable requests from employees for part-time work arrangements, subject to operational requirements. (2) managers may initiate the introduction or extension of part-time employment. employees will not be required to convert from full-time to part-time hours, or from part-time to full-time hours, without their agreement. (3)
Austrade-Enterprise-Agreement-2019-2022.txt3328long service leavegovernment service as defined in section 10 of the long service leave act 1976; • service with the australian defence forces; • aps service immediately preceding deemed resignation under the repealed section 49 of the public service act 1922, if the service has not previously been recognised for severance pay purposes. 6.6. for earlier periods of service to count there must be no breaks between the periods of service, except where: • the break in service is less than 1 month and occurs where an offer of employment with the new employer was made and accepted by the employee before ceasing employment with the preceding employer; or • the earlier period of service was with the aps and ceased because the employee was deemed to have resigned from the aps on marriage under the repealed section 49 of the public service act 1922. 6.7. any period of service which ceased: •
Austrade-Enterprise-Agreement-2019-2022.txt3381long service leave6.8. absences from work which do not count as service for long service leave purposes will not count as service for severance pay purposes. payment in lieu of notice 6.9. for the purpose of calculating any payment in lieu of notice or part payment thereof, the ceo shall use the salary that an employee would have received had they worked during the notice (or the unexpired portion of the notice period, as appropriate) had the employment not been terminated. salary for severance payment calculation purposes 6.10. for the purpose of calculating a severance benefit payment, salary will include: • the employee’s salary at their substantive classification level, adjusted where appropriate for periods of part time service; or • the salary of the higher classification level, where the employee has been working at the higher level for a continuous period of at least 12 months immediately preceding the date upon which they received notice of termination; and • other allowances in the nature of salary. 7. moving household 7.1. if an employee who would otherwise have been declared excess is redeployed and such redeployment requires a movement of their household to a new locality, the employee is entitled to reasonable expenses, as determined by the ceo, associated with that move on the same basis which would apply if the employee were being promoted.
EA NDIA Enterprise Agreement 2020-23 PDF.txt353overtimeovertime rates; iii. penalty rates; iv. allowances; v. remuneration; and/or vi. leave; and the ifa meets the genuine needs of yourself and the ndia in relation to one or more of the matters mentioned in subclause 1.12.a; and c. the arrangement is genuinely agreed to by yourself and the ceo. national disability insurance agency enterprise agreement 2020-2023 10 part 1 – introduction to your agreement
EA NDIA Enterprise Agreement 2020-23 PDF.txt841salary advancementsalary advancement in clause 5.6 and 5.10. 4.4. where you are not fully meeting agreed performance standards as assessed by the relevant manager, a performance support process according to the principles of equity, transparency, natural justice and procedural fairness will be initiated. further information can be found in the policy on improving performance. learning and development 4.5. learning and development opportunities are supported across the ndia at all levels. 4.6. you will have access to appropriate learning and development opportunities as determined by the ndia, during work time, to develop the skills and knowledge needed to perform your duties and to address your identified and agreed development needs. professional membership reimbursement 4.7. the ceo may approve reimbursement for the cost of annual membership fees of professional associations where membership of the association is an essential requirement in the performance of your duties and is clearly outlined in your professional or legal officer position description. the rate of reimbursement is provided in the allowances and reimbursements table at appendix c. further information can be found in the professional and legal officer policy.
EA NDIA Enterprise Agreement 2020-23 PDF.txt878professional developmentsupport for study and professional development 4.8. the ceo may provide you with assistance for undertaking an approved course of study or for professional development. this includes: a. leave (paid or unpaid) for study and exams including reasonable travel time b. financial assistance or reimbursement of reasonable costs associated with your study or professional development. 4.9. the amount of leave and/or financial assistance you may access will be dependent on the type of study/professional development you are undertaking and will be negotiated with your manager prior to commencing the study/professional development. further information can be found in the policy on study and professional development support. 4.10. the ceo may approve reimbursement towards annual membership of professional associations relevant to your work in the ndia. the amounts of reimbursement are outlined in the allowances and reimbursements table in appendix c of this agreement. national disability insurance agency enterprise agreement 2020-2023 19
EA NDIA Enterprise Agreement 2020-23 PDF.txt882professional developmentstudy or for professional development. this includes: a. leave (paid or unpaid) for study and exams including reasonable travel time b. financial assistance or reimbursement of reasonable costs associated with your study or professional development. 4.9. the amount of leave and/or financial assistance you may access will be dependent on the type of study/professional development you are undertaking and will be negotiated with your manager prior to commencing the study/professional development. further information can be found in the policy on study and professional development support. 4.10. the ceo may approve reimbursement towards annual membership of professional associations relevant to your work in the ndia. the amounts of reimbursement are outlined in the allowances and reimbursements table in appendix c of this agreement. national disability insurance agency enterprise agreement 2020-2023 19 part 5 – remuneration part 5 – remuneration
EA NDIA Enterprise Agreement 2020-23 PDF.txt885travelleave (paid or unpaid) for study and exams including reasonable travel time b. financial assistance or reimbursement of reasonable costs associated with your study or professional development. 4.9. the amount of leave and/or financial assistance you may access will be dependent on the type of study/professional development you are undertaking and will be negotiated with your manager prior to commencing the study/professional development. further information can be found in the policy on study and professional development support. 4.10. the ceo may approve reimbursement towards annual membership of professional associations relevant to your work in the ndia. the amounts of reimbursement are outlined in the allowances and reimbursements table in appendix c of this agreement. national disability insurance agency enterprise agreement 2020-2023 19 part 5 – remuneration part 5 – remuneration salary increases 5.1.
EA NDIA Enterprise Agreement 2020-23 PDF.txt890professional developmentstudy or professional development. 4.9. the amount of leave and/or financial assistance you may access will be dependent on the type of study/professional development you are undertaking and will be negotiated with your manager prior to commencing the study/professional development. further information can be found in the policy on study and professional development support. 4.10. the ceo may approve reimbursement towards annual membership of professional associations relevant to your work in the ndia. the amounts of reimbursement are outlined in the allowances and reimbursements table in appendix c of this agreement. national disability insurance agency enterprise agreement 2020-2023 19 part 5 – remuneration part 5 – remuneration salary increases 5.1. 5.2. salary increases over the life of the agreement: a.
EA NDIA Enterprise Agreement 2020-23 PDF.txt895professional developmenton the type of study/professional development you are undertaking and will be negotiated with your manager prior to commencing the study/professional development. further information can be found in the policy on study and professional development support. 4.10. the ceo may approve reimbursement towards annual membership of professional associations relevant to your work in the ndia. the amounts of reimbursement are outlined in the allowances and reimbursements table in appendix c of this agreement. national disability insurance agency enterprise agreement 2020-2023 19 part 5 – remuneration part 5 – remuneration salary increases 5.1. 5.2. salary increases over the life of the agreement: a. 2.0 per cent on commencement; b. 2.0 per cent 12 months after commencement; and
EA NDIA Enterprise Agreement 2020-23 PDF.txt898professional developmentprofessional development support. 4.10. the ceo may approve reimbursement towards annual membership of professional associations relevant to your work in the ndia. the amounts of reimbursement are outlined in the allowances and reimbursements table in appendix c of this agreement. national disability insurance agency enterprise agreement 2020-2023 19 part 5 – remuneration part 5 – remuneration salary increases 5.1. 5.2. salary increases over the life of the agreement: a. 2.0 per cent on commencement; b. 2.0 per cent 12 months after commencement; and c.
EA NDIA Enterprise Agreement 2020-23 PDF.txt973salary advancementsalary advancement 5.6. all ongoing employees who are not at the top pay point of their substantive classification will have their eligibility for salary advancement assessed each year on 31 july. 5.7. employees who meet the eligibility requirements specified in clause 5.8 will be entitled to advance to the next pay point of their substantive classification effective from a common salary advancement date of 1 september each year. 5.8. you will be eligible for salary advancement, subject to: a. having a performance plan in place that continues to apply into the following assessment period; b. having completed at least one performance plan in the current assessment period, with the exception of employees who completed probation later than 31 march in the assessment period; c. for new employees, successful completion of the probation process;
EA NDIA Enterprise Agreement 2020-23 PDF.txt977salary advancementclassification will have their eligibility for salary advancement assessed each year on 31 july. 5.7. employees who meet the eligibility requirements specified in clause 5.8 will be entitled to advance to the next pay point of their substantive classification effective from a common salary advancement date of 1 september each year. 5.8. you will be eligible for salary advancement, subject to: a. having a performance plan in place that continues to apply into the following assessment period; b. having completed at least one performance plan in the current assessment period, with the exception of employees who completed probation later than 31 march in the assessment period; c. for new employees, successful completion of the probation process; d. effectively meeting or exceeding requirements as specified within the
EA NDIA Enterprise Agreement 2020-23 PDF.txt984salary advancementfrom a common salary advancement date of 1 september each year. 5.8. you will be eligible for salary advancement, subject to: a. having a performance plan in place that continues to apply into the following assessment period; b. having completed at least one performance plan in the current assessment period, with the exception of employees who completed probation later than 31 march in the assessment period; c. for new employees, successful completion of the probation process; d. effectively meeting or exceeding requirements as specified within the performance framework; e. performance of duties for at least six months within the 12 month assessment period; and
EA NDIA Enterprise Agreement 2020-23 PDF.txt988salary advancementyou will be eligible for salary advancement, subject to: a. having a performance plan in place that continues to apply into the following assessment period; b. having completed at least one performance plan in the current assessment period, with the exception of employees who completed probation later than 31 march in the assessment period; c. for new employees, successful completion of the probation process; d. effectively meeting or exceeding requirements as specified within the performance framework; e. performance of duties for at least six months within the 12 month assessment period; and f. not being subject to a current performance improvement process.
EA NDIA Enterprise Agreement 2020-23 PDF.txt1018salary advancementsalary advancement for ongoing employees on higher duties allowance 5.9. if at 31 july you are performing higher duties, and have performed these at the same or higher classification and pay point for an aggregate period of 12 months or more within the past 24 months, you will receive salary advancement on the common salary advancement date of 1 september each year subject to: a. having a performance plan in place that continues to apply into the following assessment period; b. having completed at least one performance plan in the current assessment period, with the exception of employees who completed probation later than 31 march in the assessment period; national disability insurance agency enterprise agreement 2020-2023 21 part 5 – remuneration c. effectively meeting or exceeding requirements as specified within the performance framework;
EA NDIA Enterprise Agreement 2020-23 PDF.txt1024salary advancementmore within the past 24 months, you will receive salary advancement on the common salary advancement date of 1 september each year subject to: a. having a performance plan in place that continues to apply into the following assessment period; b. having completed at least one performance plan in the current assessment period, with the exception of employees who completed probation later than 31 march in the assessment period; national disability insurance agency enterprise agreement 2020-2023 21 part 5 – remuneration c. effectively meeting or exceeding requirements as specified within the performance framework; d. performance of duties for at least six months within the 12 month assessment period; and e.
EA NDIA Enterprise Agreement 2020-23 PDF.txt1025salary advancementsalary advancement date of 1 september each year subject to: a. having a performance plan in place that continues to apply into the following assessment period; b. having completed at least one performance plan in the current assessment period, with the exception of employees who completed probation later than 31 march in the assessment period; national disability insurance agency enterprise agreement 2020-2023 21 part 5 – remuneration c. effectively meeting or exceeding requirements as specified within the performance framework; d. performance of duties for at least six months within the 12 month assessment period; and e.
EA NDIA Enterprise Agreement 2020-23 PDF.txt1057salary advancementsalary advancement for non-ongoing employees 5.10. if you are a non-ongoing employee with continuous employment of more than 12 months in duration, and you are not at the top of your salary range, you are eligible for salary advancement. this will be assessed on the anniversary of your commencement at your classification and pay point subject to: a. having a performance plan in place that continues to apply into the following assessment period; b. having completed at least one performance plan in your current assessment period; c. effectively meeting or exceeding requirements as specified within the performance framework; d. performance of duties for at least six months within your 12 month assessment period; and e. not being subject to a current performance improvement process.
EA NDIA Enterprise Agreement 2020-23 PDF.txt1062salary advancementfor salary advancement. this will be assessed on the anniversary of your commencement at your classification and pay point subject to: a. having a performance plan in place that continues to apply into the following assessment period; b. having completed at least one performance plan in your current assessment period; c. effectively meeting or exceeding requirements as specified within the performance framework; d. performance of duties for at least six months within your 12 month assessment period; and e. not being subject to a current performance improvement process. payment of salary 5.11. your fortnightly rate of pay will be ascertained by applying the following formula:
EA NDIA Enterprise Agreement 2020-23 PDF.txt1184long service leaveleave entitlements except long service leave, and public holidays not rostered to work. higher duties allowance (hda) 5.20. you may be requested to perform temporarily all or part of the duties of a position at a higher classification. 5.21. the minimum period of temporary reassignment that can attract payment of hda is one week, unless the ceo determines there are special circumstances associated with the duties to be performed for a shorter period. 5.22. if you are performing all of the duties of a position at a higher classification you will be paid hda equal to the difference between your usual salary and the base salary of the higher classification. 5.23. notwithstanding clause 5.22, where your hda increase to the minimum salary rate for the higher classification is less than $1500 you will be placed on the second pay point in the higher classification range. 5.24. if you are performing part of the duties of a position at a higher classification you will
EA NDIA Enterprise Agreement 2020-23 PDF.txt1250salary packagingsalary packaging arrangements. this clause does not apply where a superannuation fund cannot accept employer superannuation contributions. 5.30. employer superannuation contributions will be paid during periods of paid and unpaid parental leave (including maternity, parental, adoption and foster care leave) for periods of leave to a maximum of 52 weeks, or as otherwise provided in legislation. 5.31. the ceo may choose to limit superannuation choice to complying superannuation funds that allow employee and/or employer contributions to be paid through fortnightly electronic funds transfer using a file generated by the ndia’s payroll system. 5.32. any fees applied by a chosen fund associated with the administration of superannuation contributions will be borne by you. superannuation allowance 5.33. the ceo may pay a superannuation allowance where the ndia is no longer permitted to pay employer contributions to your superannuation fund (due to your age). 5.34. the superannuation allowance will be equivalent to the amount that the ndia would have paid if you were entitled to receive employer superannuation contributions, less
EA NDIA Enterprise Agreement 2020-23 PDF.txt1256parental leaveparental leave (including maternity, parental, adoption and foster care leave) for periods of leave to a maximum of 52 weeks, or as otherwise provided in legislation. 5.31. the ceo may choose to limit superannuation choice to complying superannuation funds that allow employee and/or employer contributions to be paid through fortnightly electronic funds transfer using a file generated by the ndia’s payroll system. 5.32. any fees applied by a chosen fund associated with the administration of superannuation contributions will be borne by you. superannuation allowance 5.33. the ceo may pay a superannuation allowance where the ndia is no longer permitted to pay employer contributions to your superannuation fund (due to your age). 5.34. the superannuation allowance will be equivalent to the amount that the ndia would have paid if you were entitled to receive employer superannuation contributions, less any contribution amount accepted to your superannuation fund. national disability insurance agency enterprise agreement 2020-2023 25
EA NDIA Enterprise Agreement 2020-23 PDF.txt1288salary packagingsalary packaging 5.35. if you are an ongoing or non-ongoing employee with an initial contract of at least three months you will have access to salary packaging. further information can be found in the guide produced by the ndia's salary packaging provider/s. 5.36. where you take up the option of salary packaging, the arrangements will not reduce your salary for the calculation of superannuation or any other purpose. 5.37. you will meet the costs of any salary packaging arrangement, any fringe benefits tax and administrative costs incurred by the ndia. supported salary rates 5.38. the ceo may approve supported wage rates as set out in appendix b to apply to an employee with disability who is eligible for consideration under the supported wage system. national disability insurance agency enterprise agreement 2020-2023 26 part 6 – allowances and reimbursements
EA NDIA Enterprise Agreement 2020-23 PDF.txt1292salary packagingthree months you will have access to salary packaging. further information can be found in the guide produced by the ndia's salary packaging provider/s. 5.36. where you take up the option of salary packaging, the arrangements will not reduce your salary for the calculation of superannuation or any other purpose. 5.37. you will meet the costs of any salary packaging arrangement, any fringe benefits tax and administrative costs incurred by the ndia. supported salary rates 5.38. the ceo may approve supported wage rates as set out in appendix b to apply to an employee with disability who is eligible for consideration under the supported wage system. national disability insurance agency enterprise agreement 2020-2023 26 part 6 – allowances and reimbursements part 6 – allowances and reimbursements 6.1. all salary-related allowances will increase in line with general salary increases as per
EA NDIA Enterprise Agreement 2020-23 PDF.txt1293salary packagingfound in the guide produced by the ndia's salary packaging provider/s. 5.36. where you take up the option of salary packaging, the arrangements will not reduce your salary for the calculation of superannuation or any other purpose. 5.37. you will meet the costs of any salary packaging arrangement, any fringe benefits tax and administrative costs incurred by the ndia. supported salary rates 5.38. the ceo may approve supported wage rates as set out in appendix b to apply to an employee with disability who is eligible for consideration under the supported wage system. national disability insurance agency enterprise agreement 2020-2023 26 part 6 – allowances and reimbursements part 6 – allowances and reimbursements 6.1. all salary-related allowances will increase in line with general salary increases as per clause 5.1. expense-related allowances and reimbursements will increase in line with
EA NDIA Enterprise Agreement 2020-23 PDF.txt1297salary packagingwhere you take up the option of salary packaging, the arrangements will not reduce your salary for the calculation of superannuation or any other purpose. 5.37. you will meet the costs of any salary packaging arrangement, any fringe benefits tax and administrative costs incurred by the ndia. supported salary rates 5.38. the ceo may approve supported wage rates as set out in appendix b to apply to an employee with disability who is eligible for consideration under the supported wage system. national disability insurance agency enterprise agreement 2020-2023 26 part 6 – allowances and reimbursements part 6 – allowances and reimbursements 6.1. all salary-related allowances will increase in line with general salary increases as per clause 5.1. expense-related allowances and reimbursements will increase in line with the general consumer price index or applicable commonwealth subscription services as per appendix c. workplace contact officer allowance
EA NDIA Enterprise Agreement 2020-23 PDF.txt1302salary packagingyou will meet the costs of any salary packaging arrangement, any fringe benefits tax and administrative costs incurred by the ndia. supported salary rates 5.38. the ceo may approve supported wage rates as set out in appendix b to apply to an employee with disability who is eligible for consideration under the supported wage system. national disability insurance agency enterprise agreement 2020-2023 26 part 6 – allowances and reimbursements part 6 – allowances and reimbursements 6.1. all salary-related allowances will increase in line with general salary increases as per clause 5.1. expense-related allowances and reimbursements will increase in line with the general consumer price index or applicable commonwealth subscription services as per appendix c. workplace contact officer allowance 6.2. if you are elected by the applicable act or appointed by the ceo to undertake any of the workplace contact officer roles, including: a.
EA NDIA Enterprise Agreement 2020-23 PDF.txt1405overtimeovertime meal allowance 6.9. the ceo will approve the payment of an overtime meal allowance when you work approved overtime before or after your hours of duty (as established by your work pattern) or for a period not continuous with your hours of duty (for example weekends and/or public holidays) to the completion of or beyond a meal period. further information can be found in the policy on allowances. 6.10. overtime meal allowance will be varied in accordance with rates published by the relevant subscription service and can be found in the allowances and reimbursements table in appendix c of this agreement. it is not an allowance in the nature of salary. national disability insurance agency enterprise agreement 2020-2023 28 part 6 – allowances and reimbursements remote locality assistance 6.11. if you live and work in an ndia designated remote locality, you will be eligible for certain assistance as determined by the ceo, which may include: 6.12.
EA NDIA Enterprise Agreement 2020-23 PDF.txt1408overtimethe ceo will approve the payment of an overtime meal allowance when you work approved overtime before or after your hours of duty (as established by your work pattern) or for a period not continuous with your hours of duty (for example weekends and/or public holidays) to the completion of or beyond a meal period. further information can be found in the policy on allowances. 6.10. overtime meal allowance will be varied in accordance with rates published by the relevant subscription service and can be found in the allowances and reimbursements table in appendix c of this agreement. it is not an allowance in the nature of salary. national disability insurance agency enterprise agreement 2020-2023 28 part 6 – allowances and reimbursements remote locality assistance 6.11. if you live and work in an ndia designated remote locality, you will be eligible for certain assistance as determined by the ceo, which may include: 6.12. a. payment of remote locality assistance allowance;
EA NDIA Enterprise Agreement 2020-23 PDF.txt1409overtimeapproved overtime before or after your hours of duty (as established by your work pattern) or for a period not continuous with your hours of duty (for example weekends and/or public holidays) to the completion of or beyond a meal period. further information can be found in the policy on allowances. 6.10. overtime meal allowance will be varied in accordance with rates published by the relevant subscription service and can be found in the allowances and reimbursements table in appendix c of this agreement. it is not an allowance in the nature of salary. national disability insurance agency enterprise agreement 2020-2023 28 part 6 – allowances and reimbursements remote locality assistance 6.11. if you live and work in an ndia designated remote locality, you will be eligible for certain assistance as determined by the ceo, which may include: 6.12. a. payment of remote locality assistance allowance;
EA NDIA Enterprise Agreement 2020-23 PDF.txt1416overtimeovertime meal allowance will be varied in accordance with rates published by the relevant subscription service and can be found in the allowances and reimbursements table in appendix c of this agreement. it is not an allowance in the nature of salary. national disability insurance agency enterprise agreement 2020-2023 28 part 6 – allowances and reimbursements remote locality assistance 6.11. if you live and work in an ndia designated remote locality, you will be eligible for certain assistance as determined by the ceo, which may include: 6.12. a. payment of remote locality assistance allowance; b. remote locality leave fares; c. other fares assistance;
EA NDIA Enterprise Agreement 2020-23 PDF.txt1465travel‘best fare of the day’ to travel to and from the remote locality to the nearest capital city and return for periods of leave. the accrual rate is: 6.14. grade remote locality leave fares a&b one every two years c&d one each year the ceo may approve fares reimbursement to you and your dependants living in an ndia designated remote locality in the following circumstances: a. to attend the nearest qualified medical or dental practitioner for medical, emergency dental or specialist medical treatment where the treatment is not available at your usual location; b. where a close relative of yours, or your spouse, dies or becomes dangerously or critically ill; or
EA NDIA Enterprise Agreement 2020-23 PDF.txt1497travelfor return travel for each dependant aged 21 years or under from the place they undertake full-time study to your locality four times per year. national disability insurance agency enterprise agreement 2020-2023 29 part 6 – allowances and reimbursements additional leave 6.15. full-time employees living in an ndia designated remote locality will accrue additional annual leave as listed below. part-time employees are entitled to accrue pro-rata leave in accordance with the hours they work. further information can be found in the policy on remote localities. grade additional annual leave for remote localities a two days b three days c
EA NDIA Enterprise Agreement 2020-23 PDF.txt1537travelthat may be incurred when travelling to remote and very remote areas for business purposes. the applicable rates will increase annually in line with the general salary increases and are outlined in the allowances and reimbursements table at appendix c. further information can be found in the policy on remote localities. assessment of remote localities 6.17. the ndia determines and grades remote localities in accordance with the accessibility and remoteness index of australia (aria) further weighted by population, temperature and access to air services. further information can be found in the policy on remote localities. 6.18. the ceo will determine further locations that will attract remote locality assistance upon application of the methodology in clause 6.17, and what assistance may be provided. national disability insurance agency enterprise agreement 2020-2023 30 part 6 – allowances and reimbursements contribution to employee housing 6.19. where you are stationed in a designated remote locality and reside in accommodation arranged by the ndia, you will be required to pay a contribution.
EA NDIA Enterprise Agreement 2020-23 PDF.txt1581travelexcess fares incurred by you as a result of work related travel while performing duty temporarily at another location. 6.22. payment of excess fares is limited to three months and will not be made if you are in receipt of travelling allowance. relocation assistance 6.23. where you are an eligible employee, the ceo will determine a package to assist with certain reasonable expenses associated with the relocation of your primary residence for yourself and your family. further information can be found in the policy on relocation. 6.24. relocation assistance will be available for compulsory moves up to $20,000, or where the ceo deems special circumstances exist up to $40,000. 6.25. relocation assistance may be available for moves as a result of promotion, engagement or reassignment of duties, where it is considered to be in the best interests of the ndia up to $10,000 or where the ceo deems special circumstances exist up to $20,000. 6.26. reasonable expenses related to the relocation of you and your family may include:
EA NDIA Enterprise Agreement 2020-23 PDF.txt1587travelreceipt of travelling allowance. relocation assistance 6.23. where you are an eligible employee, the ceo will determine a package to assist with certain reasonable expenses associated with the relocation of your primary residence for yourself and your family. further information can be found in the policy on relocation. 6.24. relocation assistance will be available for compulsory moves up to $20,000, or where the ceo deems special circumstances exist up to $40,000. 6.25. relocation assistance may be available for moves as a result of promotion, engagement or reassignment of duties, where it is considered to be in the best interests of the ndia up to $10,000 or where the ceo deems special circumstances exist up to $20,000. 6.26. reasonable expenses related to the relocation of you and your family may include: a. removalist costs; b.
EA NDIA Enterprise Agreement 2020-23 PDF.txt1617traveltravel; national disability insurance agency enterprise agreement 2020-2023 31 part 6 – allowances and reimbursements 6.27. c. temporary accommodation; and/or d. costs incurred in the sale/purchase of your primary residence. where you are eligible for relocation assistance you may receive an additional oneoff incidental allowance to cover reasonable costs associated with the move. the rate of the allowance is set out in the allowances and reimbursements table at appendix c of this agreement and may be varied in accordance with rates published by the relevant subscription service. excess travel time 6.28. the ceo will approve an excess travel time (ett) payment where the ndia initiates a change to your primary place of work and additional time necessarily spent in travel is required.
EA NDIA Enterprise Agreement 2020-23 PDF.txt1640travelexcess travel time 6.28. the ceo will approve an excess travel time (ett) payment where the ndia initiates a change to your primary place of work and additional time necessarily spent in travel is required. 6.29. 6.30. excess travel time is payable to employees: a. at or below aps6; b. where the additional travel time is in excess of 30 minutes in any one day; c. not in receipt of travelling allowance; and d. for a maximum period of three months. payment will be made at single time on mondays to saturdays and time and a half on sundays and public holidays as outlined in appendix c. time off in lieu of payment
EA NDIA Enterprise Agreement 2020-23 PDF.txt1643travelthe ceo will approve an excess travel time (ett) payment where the ndia initiates a change to your primary place of work and additional time necessarily spent in travel is required. 6.29. 6.30. excess travel time is payable to employees: a. at or below aps6; b. where the additional travel time is in excess of 30 minutes in any one day; c. not in receipt of travelling allowance; and d. for a maximum period of three months. payment will be made at single time on mondays to saturdays and time and a half on sundays and public holidays as outlined in appendix c. time off in lieu of payment may be granted on an hour for hour basis. 6.31.
EA NDIA Enterprise Agreement 2020-23 PDF.txt1645travelin travel is required. 6.29. 6.30. excess travel time is payable to employees: a. at or below aps6; b. where the additional travel time is in excess of 30 minutes in any one day; c. not in receipt of travelling allowance; and d. for a maximum period of three months. payment will be made at single time on mondays to saturdays and time and a half on sundays and public holidays as outlined in appendix c. time off in lieu of payment may be granted on an hour for hour basis. 6.31. you may negotiate alternative arrangements such as taking time off in lieu rather
EA NDIA Enterprise Agreement 2020-23 PDF.txt1651travelexcess travel time is payable to employees: a. at or below aps6; b. where the additional travel time is in excess of 30 minutes in any one day; c. not in receipt of travelling allowance; and d. for a maximum period of three months. payment will be made at single time on mondays to saturdays and time and a half on sundays and public holidays as outlined in appendix c. time off in lieu of payment may be granted on an hour for hour basis. 6.31. you may negotiate alternative arrangements such as taking time off in lieu rather than receive the ett payment, the maximum period of three months applies to any alternative arrangements. 6.32. ett is not payable where on engagement to the ndia you are required to attend
EA NDIA Enterprise Agreement 2020-23 PDF.txt1658travelwhere the additional travel time is in excess of 30 minutes in any one day; c. not in receipt of travelling allowance; and d. for a maximum period of three months. payment will be made at single time on mondays to saturdays and time and a half on sundays and public holidays as outlined in appendix c. time off in lieu of payment may be granted on an hour for hour basis. 6.31. you may negotiate alternative arrangements such as taking time off in lieu rather than receive the ett payment, the maximum period of three months applies to any alternative arrangements. 6.32. ett is not payable where on engagement to the ndia you are required to attend another temporary work location not designated as your ongoing primary place of work or for training purposes. further information can be found in the policy on allowances. additional matters 6.33.
EA NDIA Enterprise Agreement 2020-23 PDF.txt1662travelnot in receipt of travelling allowance; and d. for a maximum period of three months. payment will be made at single time on mondays to saturdays and time and a half on sundays and public holidays as outlined in appendix c. time off in lieu of payment may be granted on an hour for hour basis. 6.31. you may negotiate alternative arrangements such as taking time off in lieu rather than receive the ett payment, the maximum period of three months applies to any alternative arrangements. 6.32. ett is not payable where on engagement to the ndia you are required to attend another temporary work location not designated as your ongoing primary place of work or for training purposes. further information can be found in the policy on allowances. additional matters 6.33. the ceo may determine that it is appropriate to pay you an allowance or reimbursement for reasonable expenses incurred in the course of your employment. national disability insurance agency enterprise agreement 2020-2023
EA NDIA Enterprise Agreement 2020-23 PDF.txt1712travelpart 7 – travelling on agency business part 7 – travelling on ndia business 7.1. the ndia will provide you with travel assistance to cover reasonable expenses incurred while undertaking business travel. for further information see the policy on travel. 7.2. where you are required to travel outside your work pattern (including hours outside the bandwidth), flexible working provisions apply. further information can be found in the policies on hours of duty and flexible working arrangements. 7.3. the ndia considers it good practice to grant flextime or time off for business travel as soon as is possible after the hours have been worked and will not refuse reasonable requests. travel allowance 7.4. if you are required to be absent on official business overnight from your usual place of work you will be entitled to travel allowance. 7.5. allowances payable for accommodation, meals and incidentals are those rates published by the relevant subscription service.
EA NDIA Enterprise Agreement 2020-23 PDF.txt1714travelpart 7 – travelling on ndia business 7.1. the ndia will provide you with travel assistance to cover reasonable expenses incurred while undertaking business travel. for further information see the policy on travel. 7.2. where you are required to travel outside your work pattern (including hours outside the bandwidth), flexible working provisions apply. further information can be found in the policies on hours of duty and flexible working arrangements. 7.3. the ndia considers it good practice to grant flextime or time off for business travel as soon as is possible after the hours have been worked and will not refuse reasonable requests. travel allowance 7.4. if you are required to be absent on official business overnight from your usual place of work you will be entitled to travel allowance. 7.5. allowances payable for accommodation, meals and incidentals are those rates published by the relevant subscription service. 7.6.
EA NDIA Enterprise Agreement 2020-23 PDF.txt1717travelthe ndia will provide you with travel assistance to cover reasonable expenses incurred while undertaking business travel. for further information see the policy on travel. 7.2. where you are required to travel outside your work pattern (including hours outside the bandwidth), flexible working provisions apply. further information can be found in the policies on hours of duty and flexible working arrangements. 7.3. the ndia considers it good practice to grant flextime or time off for business travel as soon as is possible after the hours have been worked and will not refuse reasonable requests. travel allowance 7.4. if you are required to be absent on official business overnight from your usual place of work you will be entitled to travel allowance. 7.5. allowances payable for accommodation, meals and incidentals are those rates published by the relevant subscription service. 7.6. if you are on business travel and elect to stay in non-commercial accommodation, you will receive an allowance in addition to any allowances payable for meals and
EA NDIA Enterprise Agreement 2020-23 PDF.txt1718travelwhile undertaking business travel. for further information see the policy on travel. 7.2. where you are required to travel outside your work pattern (including hours outside the bandwidth), flexible working provisions apply. further information can be found in the policies on hours of duty and flexible working arrangements. 7.3. the ndia considers it good practice to grant flextime or time off for business travel as soon as is possible after the hours have been worked and will not refuse reasonable requests. travel allowance 7.4. if you are required to be absent on official business overnight from your usual place of work you will be entitled to travel allowance. 7.5. allowances payable for accommodation, meals and incidentals are those rates published by the relevant subscription service. 7.6. if you are on business travel and elect to stay in non-commercial accommodation, you will receive an allowance in addition to any allowances payable for meals and incidentals. the rate of allowance can be found in the allowances and
EA NDIA Enterprise Agreement 2020-23 PDF.txt1722travelwhere you are required to travel outside your work pattern (including hours outside the bandwidth), flexible working provisions apply. further information can be found in the policies on hours of duty and flexible working arrangements. 7.3. the ndia considers it good practice to grant flextime or time off for business travel as soon as is possible after the hours have been worked and will not refuse reasonable requests. travel allowance 7.4. if you are required to be absent on official business overnight from your usual place of work you will be entitled to travel allowance. 7.5. allowances payable for accommodation, meals and incidentals are those rates published by the relevant subscription service. 7.6. if you are on business travel and elect to stay in non-commercial accommodation, you will receive an allowance in addition to any allowances payable for meals and incidentals. the rate of allowance can be found in the allowances and reimbursements table in appendix c of this agreement. review travel allowance 7.7.
EA NDIA Enterprise Agreement 2020-23 PDF.txt1723bandwidththe bandwidth), flexible working provisions apply. further information can be found in the policies on hours of duty and flexible working arrangements. 7.3. the ndia considers it good practice to grant flextime or time off for business travel as soon as is possible after the hours have been worked and will not refuse reasonable requests. travel allowance 7.4. if you are required to be absent on official business overnight from your usual place of work you will be entitled to travel allowance. 7.5. allowances payable for accommodation, meals and incidentals are those rates published by the relevant subscription service. 7.6. if you are on business travel and elect to stay in non-commercial accommodation, you will receive an allowance in addition to any allowances payable for meals and incidentals. the rate of allowance can be found in the allowances and reimbursements table in appendix c of this agreement. review travel allowance 7.7.
EA NDIA Enterprise Agreement 2020-23 PDF.txt1728flextimethe ndia considers it good practice to grant flextime or time off for business travel as soon as is possible after the hours have been worked and will not refuse reasonable requests. travel allowance 7.4. if you are required to be absent on official business overnight from your usual place of work you will be entitled to travel allowance. 7.5. allowances payable for accommodation, meals and incidentals are those rates published by the relevant subscription service. 7.6. if you are on business travel and elect to stay in non-commercial accommodation, you will receive an allowance in addition to any allowances payable for meals and incidentals. the rate of allowance can be found in the allowances and reimbursements table in appendix c of this agreement. review travel allowance 7.7. after you have temporarily resided in the one locality for a period of 21 days, the ceo may approve payment of reasonable expenses and reimbursements related to the travel. further details can be found in the policy on travel. overseas travel
EA NDIA Enterprise Agreement 2020-23 PDF.txt1728travelthe ndia considers it good practice to grant flextime or time off for business travel as soon as is possible after the hours have been worked and will not refuse reasonable requests. travel allowance 7.4. if you are required to be absent on official business overnight from your usual place of work you will be entitled to travel allowance. 7.5. allowances payable for accommodation, meals and incidentals are those rates published by the relevant subscription service. 7.6. if you are on business travel and elect to stay in non-commercial accommodation, you will receive an allowance in addition to any allowances payable for meals and incidentals. the rate of allowance can be found in the allowances and reimbursements table in appendix c of this agreement. review travel allowance 7.7. after you have temporarily resided in the one locality for a period of 21 days, the ceo may approve payment of reasonable expenses and reimbursements related to the travel. further details can be found in the policy on travel. overseas travel
EA NDIA Enterprise Agreement 2020-23 PDF.txt1732traveltravel allowance 7.4. if you are required to be absent on official business overnight from your usual place of work you will be entitled to travel allowance. 7.5. allowances payable for accommodation, meals and incidentals are those rates published by the relevant subscription service. 7.6. if you are on business travel and elect to stay in non-commercial accommodation, you will receive an allowance in addition to any allowances payable for meals and incidentals. the rate of allowance can be found in the allowances and reimbursements table in appendix c of this agreement. review travel allowance 7.7. after you have temporarily resided in the one locality for a period of 21 days, the ceo may approve payment of reasonable expenses and reimbursements related to the travel. further details can be found in the policy on travel. overseas travel 7.8. the ceo will approve your reasonable accommodation costs and an allowance in respect of meals and incidental expenses calculated in accordance with the rates
EA NDIA Enterprise Agreement 2020-23 PDF.txt1732travel allowancetravel allowance 7.4. if you are required to be absent on official business overnight from your usual place of work you will be entitled to travel allowance. 7.5. allowances payable for accommodation, meals and incidentals are those rates published by the relevant subscription service. 7.6. if you are on business travel and elect to stay in non-commercial accommodation, you will receive an allowance in addition to any allowances payable for meals and incidentals. the rate of allowance can be found in the allowances and reimbursements table in appendix c of this agreement. review travel allowance 7.7. after you have temporarily resided in the one locality for a period of 21 days, the ceo may approve payment of reasonable expenses and reimbursements related to the travel. further details can be found in the policy on travel. overseas travel 7.8. the ceo will approve your reasonable accommodation costs and an allowance in respect of meals and incidental expenses calculated in accordance with the rates
EA NDIA Enterprise Agreement 2020-23 PDF.txt1736travelof work you will be entitled to travel allowance. 7.5. allowances payable for accommodation, meals and incidentals are those rates published by the relevant subscription service. 7.6. if you are on business travel and elect to stay in non-commercial accommodation, you will receive an allowance in addition to any allowances payable for meals and incidentals. the rate of allowance can be found in the allowances and reimbursements table in appendix c of this agreement. review travel allowance 7.7. after you have temporarily resided in the one locality for a period of 21 days, the ceo may approve payment of reasonable expenses and reimbursements related to the travel. further details can be found in the policy on travel. overseas travel 7.8. the ceo will approve your reasonable accommodation costs and an allowance in respect of meals and incidental expenses calculated in accordance with the rates published by the relevant subscription service if you travel overseas on ndia business. national disability insurance agency enterprise agreement 2020-2023
EA NDIA Enterprise Agreement 2020-23 PDF.txt1736travel allowanceof work you will be entitled to travel allowance. 7.5. allowances payable for accommodation, meals and incidentals are those rates published by the relevant subscription service. 7.6. if you are on business travel and elect to stay in non-commercial accommodation, you will receive an allowance in addition to any allowances payable for meals and incidentals. the rate of allowance can be found in the allowances and reimbursements table in appendix c of this agreement. review travel allowance 7.7. after you have temporarily resided in the one locality for a period of 21 days, the ceo may approve payment of reasonable expenses and reimbursements related to the travel. further details can be found in the policy on travel. overseas travel 7.8. the ceo will approve your reasonable accommodation costs and an allowance in respect of meals and incidental expenses calculated in accordance with the rates published by the relevant subscription service if you travel overseas on ndia business. national disability insurance agency enterprise agreement 2020-2023
EA NDIA Enterprise Agreement 2020-23 PDF.txt1745travelif you are on business travel and elect to stay in non-commercial accommodation, you will receive an allowance in addition to any allowances payable for meals and incidentals. the rate of allowance can be found in the allowances and reimbursements table in appendix c of this agreement. review travel allowance 7.7. after you have temporarily resided in the one locality for a period of 21 days, the ceo may approve payment of reasonable expenses and reimbursements related to the travel. further details can be found in the policy on travel. overseas travel 7.8. the ceo will approve your reasonable accommodation costs and an allowance in respect of meals and incidental expenses calculated in accordance with the rates published by the relevant subscription service if you travel overseas on ndia business. national disability insurance agency enterprise agreement 2020-2023 34 part 7 – travelling on agency business extra family care subsidy 7.9. where the ndia requires you to be away from your home outside your work pattern (including hours outside bandwidth), the ceo may approve payment or
EA NDIA Enterprise Agreement 2020-23 PDF.txt1750travelreview travel allowance 7.7. after you have temporarily resided in the one locality for a period of 21 days, the ceo may approve payment of reasonable expenses and reimbursements related to the travel. further details can be found in the policy on travel. overseas travel 7.8. the ceo will approve your reasonable accommodation costs and an allowance in respect of meals and incidental expenses calculated in accordance with the rates published by the relevant subscription service if you travel overseas on ndia business. national disability insurance agency enterprise agreement 2020-2023 34 part 7 – travelling on agency business extra family care subsidy 7.9. where the ndia requires you to be away from your home outside your work pattern (including hours outside bandwidth), the ceo may approve payment or reimbursement (net of government assistance) of the reasonable cost of additional family care arrangements on receipt of satisfactory evidence. further details can be found in the policy on reimbursements. national disability insurance agency enterprise agreement 2020-2023
EA NDIA Enterprise Agreement 2020-23 PDF.txt1750travel allowancereview travel allowance 7.7. after you have temporarily resided in the one locality for a period of 21 days, the ceo may approve payment of reasonable expenses and reimbursements related to the travel. further details can be found in the policy on travel. overseas travel 7.8. the ceo will approve your reasonable accommodation costs and an allowance in respect of meals and incidental expenses calculated in accordance with the rates published by the relevant subscription service if you travel overseas on ndia business. national disability insurance agency enterprise agreement 2020-2023 34 part 7 – travelling on agency business extra family care subsidy 7.9. where the ndia requires you to be away from your home outside your work pattern (including hours outside bandwidth), the ceo may approve payment or reimbursement (net of government assistance) of the reasonable cost of additional family care arrangements on receipt of satisfactory evidence. further details can be found in the policy on reimbursements. national disability insurance agency enterprise agreement 2020-2023
EA NDIA Enterprise Agreement 2020-23 PDF.txt1755travelthe travel. further details can be found in the policy on travel. overseas travel 7.8. the ceo will approve your reasonable accommodation costs and an allowance in respect of meals and incidental expenses calculated in accordance with the rates published by the relevant subscription service if you travel overseas on ndia business. national disability insurance agency enterprise agreement 2020-2023 34 part 7 – travelling on agency business extra family care subsidy 7.9. where the ndia requires you to be away from your home outside your work pattern (including hours outside bandwidth), the ceo may approve payment or reimbursement (net of government assistance) of the reasonable cost of additional family care arrangements on receipt of satisfactory evidence. further details can be found in the policy on reimbursements. national disability insurance agency enterprise agreement 2020-2023 35 part 8 – hours of work and working arrangements
EA NDIA Enterprise Agreement 2020-23 PDF.txt1757traveloverseas travel 7.8. the ceo will approve your reasonable accommodation costs and an allowance in respect of meals and incidental expenses calculated in accordance with the rates published by the relevant subscription service if you travel overseas on ndia business. national disability insurance agency enterprise agreement 2020-2023 34 part 7 – travelling on agency business extra family care subsidy 7.9. where the ndia requires you to be away from your home outside your work pattern (including hours outside bandwidth), the ceo may approve payment or reimbursement (net of government assistance) of the reasonable cost of additional family care arrangements on receipt of satisfactory evidence. further details can be found in the policy on reimbursements. national disability insurance agency enterprise agreement 2020-2023 35 part 8 – hours of work and working arrangements part 8 – hours of work and working arrangements working hours and work pattern
EA NDIA Enterprise Agreement 2020-23 PDF.txt1762travelpublished by the relevant subscription service if you travel overseas on ndia business. national disability insurance agency enterprise agreement 2020-2023 34 part 7 – travelling on agency business extra family care subsidy 7.9. where the ndia requires you to be away from your home outside your work pattern (including hours outside bandwidth), the ceo may approve payment or reimbursement (net of government assistance) of the reasonable cost of additional family care arrangements on receipt of satisfactory evidence. further details can be found in the policy on reimbursements. national disability insurance agency enterprise agreement 2020-2023 35 part 8 – hours of work and working arrangements part 8 – hours of work and working arrangements working hours and work pattern 8.1. if you are a full-time employee, your total working hours will be 150 hours per four week settlement period, with an average of 37 hours and 30 minutes per week.
EA NDIA Enterprise Agreement 2020-23 PDF.txt1768travelpart 7 – travelling on agency business extra family care subsidy 7.9. where the ndia requires you to be away from your home outside your work pattern (including hours outside bandwidth), the ceo may approve payment or reimbursement (net of government assistance) of the reasonable cost of additional family care arrangements on receipt of satisfactory evidence. further details can be found in the policy on reimbursements. national disability insurance agency enterprise agreement 2020-2023 35 part 8 – hours of work and working arrangements part 8 – hours of work and working arrangements working hours and work pattern 8.1. if you are a full-time employee, your total working hours will be 150 hours per four week settlement period, with an average of 37 hours and 30 minutes per week. 8.2. if you are approved to work less than 150 hours in a settlement period, you are a part-time employee and your total working hours will be those specified in your flexible working arrangement.
EA NDIA Enterprise Agreement 2020-23 PDF.txt1774bandwidth(including hours outside bandwidth), the ceo may approve payment or reimbursement (net of government assistance) of the reasonable cost of additional family care arrangements on receipt of satisfactory evidence. further details can be found in the policy on reimbursements. national disability insurance agency enterprise agreement 2020-2023 35 part 8 – hours of work and working arrangements part 8 – hours of work and working arrangements working hours and work pattern 8.1. if you are a full-time employee, your total working hours will be 150 hours per four week settlement period, with an average of 37 hours and 30 minutes per week. 8.2. if you are approved to work less than 150 hours in a settlement period, you are a part-time employee and your total working hours will be those specified in your flexible working arrangement. 8.3. you and your manager will agree on a work pattern. where agreement cannot be reached, your work pattern will be 8:30am to 12:30pm and 1:30pm to 5:00pm monday to friday.
EA NDIA Enterprise Agreement 2020-23 PDF.txt1806flextimeif you fail to maintain a satisfactory pattern of attendance or misuse flextime provisions, the ceo may direct your work pattern to be 8:30am to 12:30pm and 1:30pm to 5:00pm monday to friday. 8.5. your working hours impact your salary, leave entitlements and duties based allowances in accordance with the provisions of this agreement and relevant legislation. 8.6. unless you are a shift worker, you will not be expected to work more than 10 hours in one day. 8.7. you must not work more than five consecutive hours without an unpaid meal break of at least 30 minutes. 8.8. the standard bandwidth is between the hours 6:30am and 7:30pm monday to friday. the ndia will not compel you to work outside the bandwidth hours, however for personal reasons you may request to do so with manager approval. such arrangements will not attract shift work conditions or payment of overtime. recording hours worked 8.9.
EA NDIA Enterprise Agreement 2020-23 PDF.txt1828bandwidththe standard bandwidth is between the hours 6:30am and 7:30pm monday to friday. the ndia will not compel you to work outside the bandwidth hours, however for personal reasons you may request to do so with manager approval. such arrangements will not attract shift work conditions or payment of overtime. recording hours worked 8.9. you must maintain an accurate record of your working hours in accordance with the ndia approved method. national disability insurance agency enterprise agreement 2020-2023 36 part 8 – hours of work and working arrangements overtime 8.10. work is considered overtime when you are directed by your supervisor/manager to perform work that is: a. in addition to your agreed work pattern, either full-time or part-time hours, monday - friday (within the bandwidth); or 8.11. b.
EA NDIA Enterprise Agreement 2020-23 PDF.txt1829bandwidththe ndia will not compel you to work outside the bandwidth hours, however for personal reasons you may request to do so with manager approval. such arrangements will not attract shift work conditions or payment of overtime. recording hours worked 8.9. you must maintain an accurate record of your working hours in accordance with the ndia approved method. national disability insurance agency enterprise agreement 2020-2023 36 part 8 – hours of work and working arrangements overtime 8.10. work is considered overtime when you are directed by your supervisor/manager to perform work that is: a. in addition to your agreed work pattern, either full-time or part-time hours, monday - friday (within the bandwidth); or 8.11. b.
EA NDIA Enterprise Agreement 2020-23 PDF.txt1831overtimearrangements will not attract shift work conditions or payment of overtime. recording hours worked 8.9. you must maintain an accurate record of your working hours in accordance with the ndia approved method. national disability insurance agency enterprise agreement 2020-2023 36 part 8 – hours of work and working arrangements overtime 8.10. work is considered overtime when you are directed by your supervisor/manager to perform work that is: a. in addition to your agreed work pattern, either full-time or part-time hours, monday - friday (within the bandwidth); or 8.11. b. outside the bandwidth monday - friday; or
EA NDIA Enterprise Agreement 2020-23 PDF.txt1845overtimeovertime 8.10. work is considered overtime when you are directed by your supervisor/manager to perform work that is: a. in addition to your agreed work pattern, either full-time or part-time hours, monday - friday (within the bandwidth); or 8.11. b. outside the bandwidth monday - friday; or c. on a saturday, sunday or public holiday. where necessitated by business requirements, the ceo may direct you to work overtime outside your work pattern. you may refuse to work overtime in circumstances where the working of such overtime would be unreasonable. 8.12. the ceo will approve payment for overtime worked. 8.13.
EA NDIA Enterprise Agreement 2020-23 PDF.txt1848overtimework is considered overtime when you are directed by your supervisor/manager to perform work that is: a. in addition to your agreed work pattern, either full-time or part-time hours, monday - friday (within the bandwidth); or 8.11. b. outside the bandwidth monday - friday; or c. on a saturday, sunday or public holiday. where necessitated by business requirements, the ceo may direct you to work overtime outside your work pattern. you may refuse to work overtime in circumstances where the working of such overtime would be unreasonable. 8.12. the ceo will approve payment for overtime worked. 8.13. if you are eligible to receive overtime payments, overtime hours worked will be paid or, where agreed, time off in lieu will accrue at the following penalty rates: a.
EA NDIA Enterprise Agreement 2020-23 PDF.txt1853bandwidthmonday - friday (within the bandwidth); or 8.11. b. outside the bandwidth monday - friday; or c. on a saturday, sunday or public holiday. where necessitated by business requirements, the ceo may direct you to work overtime outside your work pattern. you may refuse to work overtime in circumstances where the working of such overtime would be unreasonable. 8.12. the ceo will approve payment for overtime worked. 8.13. if you are eligible to receive overtime payments, overtime hours worked will be paid or, where agreed, time off in lieu will accrue at the following penalty rates: a. overtime worked monday to saturday will be paid at time and a half for the first three hours each day and double time thereafter; b.
EA NDIA Enterprise Agreement 2020-23 PDF.txt1859bandwidthoutside the bandwidth monday - friday; or c. on a saturday, sunday or public holiday. where necessitated by business requirements, the ceo may direct you to work overtime outside your work pattern. you may refuse to work overtime in circumstances where the working of such overtime would be unreasonable. 8.12. the ceo will approve payment for overtime worked. 8.13. if you are eligible to receive overtime payments, overtime hours worked will be paid or, where agreed, time off in lieu will accrue at the following penalty rates: a. overtime worked monday to saturday will be paid at time and a half for the first three hours each day and double time thereafter; b. overtime worked on sunday will be paid at the rate of double time; and c. overtime worked on a public holiday will be paid at the rate of double time and
EA NDIA Enterprise Agreement 2020-23 PDF.txt1866overtimeovertime outside your work pattern. you may refuse to work overtime in circumstances where the working of such overtime would be unreasonable. 8.12. the ceo will approve payment for overtime worked. 8.13. if you are eligible to receive overtime payments, overtime hours worked will be paid or, where agreed, time off in lieu will accrue at the following penalty rates: a. overtime worked monday to saturday will be paid at time and a half for the first three hours each day and double time thereafter; b. overtime worked on sunday will be paid at the rate of double time; and c. overtime worked on a public holiday will be paid at the rate of double time and a half, except in south australia if the public holiday is a public holiday solely because it is a sunday.* *note: sundays are a public holiday in south australia due to the operation of the holidays act 1910 (sa). 8.14.
EA NDIA Enterprise Agreement 2020-23 PDF.txt1867overtimecircumstances where the working of such overtime would be unreasonable. 8.12. the ceo will approve payment for overtime worked. 8.13. if you are eligible to receive overtime payments, overtime hours worked will be paid or, where agreed, time off in lieu will accrue at the following penalty rates: a. overtime worked monday to saturday will be paid at time and a half for the first three hours each day and double time thereafter; b. overtime worked on sunday will be paid at the rate of double time; and c. overtime worked on a public holiday will be paid at the rate of double time and a half, except in south australia if the public holiday is a public holiday solely because it is a sunday.* *note: sundays are a public holiday in south australia due to the operation of the holidays act 1910 (sa). 8.14. salary rates for the purposes of calculating overtime will include hda and shift
EA NDIA Enterprise Agreement 2020-23 PDF.txt1871overtimethe ceo will approve payment for overtime worked. 8.13. if you are eligible to receive overtime payments, overtime hours worked will be paid or, where agreed, time off in lieu will accrue at the following penalty rates: a. overtime worked monday to saturday will be paid at time and a half for the first three hours each day and double time thereafter; b. overtime worked on sunday will be paid at the rate of double time; and c. overtime worked on a public holiday will be paid at the rate of double time and a half, except in south australia if the public holiday is a public holiday solely because it is a sunday.* *note: sundays are a public holiday in south australia due to the operation of the holidays act 1910 (sa). 8.14. salary rates for the purposes of calculating overtime will include hda and shift allowance, if applicable. 8.15.
EA NDIA Enterprise Agreement 2020-23 PDF.txt1875overtimeif you are eligible to receive overtime payments, overtime hours worked will be paid or, where agreed, time off in lieu will accrue at the following penalty rates: a. overtime worked monday to saturday will be paid at time and a half for the first three hours each day and double time thereafter; b. overtime worked on sunday will be paid at the rate of double time; and c. overtime worked on a public holiday will be paid at the rate of double time and a half, except in south australia if the public holiday is a public holiday solely because it is a sunday.* *note: sundays are a public holiday in south australia due to the operation of the holidays act 1910 (sa). 8.14. salary rates for the purposes of calculating overtime will include hda and shift allowance, if applicable. 8.15. overtime payments will be made for hours actually worked, there will be no minimum period for which overtime will be paid. where overtime is not continuous, payment may include payment for reasonable travelling time.
EA NDIA Enterprise Agreement 2020-23 PDF.txt1879overtimeovertime worked monday to saturday will be paid at time and a half for the first three hours each day and double time thereafter; b. overtime worked on sunday will be paid at the rate of double time; and c. overtime worked on a public holiday will be paid at the rate of double time and a half, except in south australia if the public holiday is a public holiday solely because it is a sunday.* *note: sundays are a public holiday in south australia due to the operation of the holidays act 1910 (sa). 8.14. salary rates for the purposes of calculating overtime will include hda and shift allowance, if applicable. 8.15. overtime payments will be made for hours actually worked, there will be no minimum period for which overtime will be paid. where overtime is not continuous, payment may include payment for reasonable travelling time. rest period 8.16. where the ceo directs you to work outside your work pattern you will be entitled to a
EA NDIA Enterprise Agreement 2020-23 PDF.txt1884overtimeovertime worked on sunday will be paid at the rate of double time; and c. overtime worked on a public holiday will be paid at the rate of double time and a half, except in south australia if the public holiday is a public holiday solely because it is a sunday.* *note: sundays are a public holiday in south australia due to the operation of the holidays act 1910 (sa). 8.14. salary rates for the purposes of calculating overtime will include hda and shift allowance, if applicable. 8.15. overtime payments will be made for hours actually worked, there will be no minimum period for which overtime will be paid. where overtime is not continuous, payment may include payment for reasonable travelling time. rest period 8.16. where the ceo directs you to work outside your work pattern you will be entitled to a minimum eight hour break plus reasonable travelling time before commencing work national disability insurance agency enterprise agreement 2020-2023 37
EA NDIA Enterprise Agreement 2020-23 PDF.txt1888overtimeovertime worked on a public holiday will be paid at the rate of double time and a half, except in south australia if the public holiday is a public holiday solely because it is a sunday.* *note: sundays are a public holiday in south australia due to the operation of the holidays act 1910 (sa). 8.14. salary rates for the purposes of calculating overtime will include hda and shift allowance, if applicable. 8.15. overtime payments will be made for hours actually worked, there will be no minimum period for which overtime will be paid. where overtime is not continuous, payment may include payment for reasonable travelling time. rest period 8.16. where the ceo directs you to work outside your work pattern you will be entitled to a minimum eight hour break plus reasonable travelling time before commencing work national disability insurance agency enterprise agreement 2020-2023 37 part 8 – hours of work and working arrangements again, without any loss of pay. where this is not possible due to business
EA NDIA Enterprise Agreement 2020-23 PDF.txt1896overtimesalary rates for the purposes of calculating overtime will include hda and shift allowance, if applicable. 8.15. overtime payments will be made for hours actually worked, there will be no minimum period for which overtime will be paid. where overtime is not continuous, payment may include payment for reasonable travelling time. rest period 8.16. where the ceo directs you to work outside your work pattern you will be entitled to a minimum eight hour break plus reasonable travelling time before commencing work national disability insurance agency enterprise agreement 2020-2023 37 part 8 – hours of work and working arrangements again, without any loss of pay. where this is not possible due to business requirements, you will be paid for subsequent periods of work at double time until you have taken an eight hour break. flexible working arrangements (including part-time) 8.17. the ndia understands the need to balance your working life with other commitments, including family and the community. this is supported through the
EA NDIA Enterprise Agreement 2020-23 PDF.txt1901overtimeovertime payments will be made for hours actually worked, there will be no minimum period for which overtime will be paid. where overtime is not continuous, payment may include payment for reasonable travelling time. rest period 8.16. where the ceo directs you to work outside your work pattern you will be entitled to a minimum eight hour break plus reasonable travelling time before commencing work national disability insurance agency enterprise agreement 2020-2023 37 part 8 – hours of work and working arrangements again, without any loss of pay. where this is not possible due to business requirements, you will be paid for subsequent periods of work at double time until you have taken an eight hour break. flexible working arrangements (including part-time) 8.17. the ndia understands the need to balance your working life with other commitments, including family and the community. this is supported through the provision of a range of flexible working arrangements. when applying these arrangements and other employment conditions you and your manager will consider the business needs and any effect on other employees to ensure equitable outcomes. for further information, see the policies on hours of duty and flexible working arrangements.
EA NDIA Enterprise Agreement 2020-23 PDF.txt1902overtimeperiod for which overtime will be paid. where overtime is not continuous, payment may include payment for reasonable travelling time. rest period 8.16. where the ceo directs you to work outside your work pattern you will be entitled to a minimum eight hour break plus reasonable travelling time before commencing work national disability insurance agency enterprise agreement 2020-2023 37 part 8 – hours of work and working arrangements again, without any loss of pay. where this is not possible due to business requirements, you will be paid for subsequent periods of work at double time until you have taken an eight hour break. flexible working arrangements (including part-time) 8.17. the ndia understands the need to balance your working life with other commitments, including family and the community. this is supported through the provision of a range of flexible working arrangements. when applying these arrangements and other employment conditions you and your manager will consider the business needs and any effect on other employees to ensure equitable outcomes. for further information, see the policies on hours of duty and flexible working arrangements.
EA NDIA Enterprise Agreement 2020-23 PDF.txt1903travelmay include payment for reasonable travelling time. rest period 8.16. where the ceo directs you to work outside your work pattern you will be entitled to a minimum eight hour break plus reasonable travelling time before commencing work national disability insurance agency enterprise agreement 2020-2023 37 part 8 – hours of work and working arrangements again, without any loss of pay. where this is not possible due to business requirements, you will be paid for subsequent periods of work at double time until you have taken an eight hour break. flexible working arrangements (including part-time) 8.17. the ndia understands the need to balance your working life with other commitments, including family and the community. this is supported through the provision of a range of flexible working arrangements. when applying these arrangements and other employment conditions you and your manager will consider the business needs and any effect on other employees to ensure equitable outcomes. for further information, see the policies on hours of duty and flexible working arrangements. 8.18.
EA NDIA Enterprise Agreement 2020-23 PDF.txt1909travelminimum eight hour break plus reasonable travelling time before commencing work national disability insurance agency enterprise agreement 2020-2023 37 part 8 – hours of work and working arrangements again, without any loss of pay. where this is not possible due to business requirements, you will be paid for subsequent periods of work at double time until you have taken an eight hour break. flexible working arrangements (including part-time) 8.17. the ndia understands the need to balance your working life with other commitments, including family and the community. this is supported through the provision of a range of flexible working arrangements. when applying these arrangements and other employment conditions you and your manager will consider the business needs and any effect on other employees to ensure equitable outcomes. for further information, see the policies on hours of duty and flexible working arrangements. 8.18. flexible working arrangements for certain circumstances will be provided for in accordance with section 65 of the fwa. flextime 8.19.
EA NDIA Enterprise Agreement 2020-23 PDF.txt1937flextimeflextime 8.19. if you are at the aps 1-6 classification, you have access to flextime provisions which provide flexibility for yourself and the ndia. flextime is about flexibility in relation to hours worked on any particular day and is available within the standard bandwidth. 8.20. a flex balance is the time worked in excess of or less than your working hours. the maximum flex credit which can be carried from one settlement period to another is 37 hours and 30 minutes. the maximum flex debit which can be carried from one settlement period to another is 22 hours and 30 minutes. with prior approval of the ceo, you may carry balances in excess of the standard credit or debit allowed. further details can be found in the policy on flexible working arrangements. 8.21. in exceptional circumstances, the ceo may approve payment to you, of a flex balance in excess of 37 hours and 30 minutes at ordinary time rates. 8.22. where you have a negative flex debit of more than 22 hours and 30 minutes at the end of a settlement period, the ceo can direct you to use approved annual leave or have salary payments reduced (in accordance with section 324 of the fwa) to cancel the excess debit. national disability insurance agency enterprise agreement 2020-2023
EA NDIA Enterprise Agreement 2020-23 PDF.txt1940flextimeif you are at the aps 1-6 classification, you have access to flextime provisions which provide flexibility for yourself and the ndia. flextime is about flexibility in relation to hours worked on any particular day and is available within the standard bandwidth. 8.20. a flex balance is the time worked in excess of or less than your working hours. the maximum flex credit which can be carried from one settlement period to another is 37 hours and 30 minutes. the maximum flex debit which can be carried from one settlement period to another is 22 hours and 30 minutes. with prior approval of the ceo, you may carry balances in excess of the standard credit or debit allowed. further details can be found in the policy on flexible working arrangements. 8.21. in exceptional circumstances, the ceo may approve payment to you, of a flex balance in excess of 37 hours and 30 minutes at ordinary time rates. 8.22. where you have a negative flex debit of more than 22 hours and 30 minutes at the end of a settlement period, the ceo can direct you to use approved annual leave or have salary payments reduced (in accordance with section 324 of the fwa) to cancel the excess debit. national disability insurance agency enterprise agreement 2020-2023 38 part 8 – hours of work and working arrangements
EA NDIA Enterprise Agreement 2020-23 PDF.txt1940flextime provisionsif you are at the aps 1-6 classification, you have access to flextime provisions which provide flexibility for yourself and the ndia. flextime is about flexibility in relation to hours worked on any particular day and is available within the standard bandwidth. 8.20. a flex balance is the time worked in excess of or less than your working hours. the maximum flex credit which can be carried from one settlement period to another is 37 hours and 30 minutes. the maximum flex debit which can be carried from one settlement period to another is 22 hours and 30 minutes. with prior approval of the ceo, you may carry balances in excess of the standard credit or debit allowed. further details can be found in the policy on flexible working arrangements. 8.21. in exceptional circumstances, the ceo may approve payment to you, of a flex balance in excess of 37 hours and 30 minutes at ordinary time rates. 8.22. where you have a negative flex debit of more than 22 hours and 30 minutes at the end of a settlement period, the ceo can direct you to use approved annual leave or have salary payments reduced (in accordance with section 324 of the fwa) to cancel the excess debit. national disability insurance agency enterprise agreement 2020-2023 38 part 8 – hours of work and working arrangements
EA NDIA Enterprise Agreement 2020-23 PDF.txt1941flextimeprovide flexibility for yourself and the ndia. flextime is about flexibility in relation to hours worked on any particular day and is available within the standard bandwidth. 8.20. a flex balance is the time worked in excess of or less than your working hours. the maximum flex credit which can be carried from one settlement period to another is 37 hours and 30 minutes. the maximum flex debit which can be carried from one settlement period to another is 22 hours and 30 minutes. with prior approval of the ceo, you may carry balances in excess of the standard credit or debit allowed. further details can be found in the policy on flexible working arrangements. 8.21. in exceptional circumstances, the ceo may approve payment to you, of a flex balance in excess of 37 hours and 30 minutes at ordinary time rates. 8.22. where you have a negative flex debit of more than 22 hours and 30 minutes at the end of a settlement period, the ceo can direct you to use approved annual leave or have salary payments reduced (in accordance with section 324 of the fwa) to cancel the excess debit. national disability insurance agency enterprise agreement 2020-2023 38 part 8 – hours of work and working arrangements
EA NDIA Enterprise Agreement 2020-23 PDF.txt1942bandwidthhours worked on any particular day and is available within the standard bandwidth. 8.20. a flex balance is the time worked in excess of or less than your working hours. the maximum flex credit which can be carried from one settlement period to another is 37 hours and 30 minutes. the maximum flex debit which can be carried from one settlement period to another is 22 hours and 30 minutes. with prior approval of the ceo, you may carry balances in excess of the standard credit or debit allowed. further details can be found in the policy on flexible working arrangements. 8.21. in exceptional circumstances, the ceo may approve payment to you, of a flex balance in excess of 37 hours and 30 minutes at ordinary time rates. 8.22. where you have a negative flex debit of more than 22 hours and 30 minutes at the end of a settlement period, the ceo can direct you to use approved annual leave or have salary payments reduced (in accordance with section 324 of the fwa) to cancel the excess debit. national disability insurance agency enterprise agreement 2020-2023 38 part 8 – hours of work and working arrangements flex leave
EA NDIA Enterprise Agreement 2020-23 PDF.txt2002overtimeto time off or overtime payment may be considered subject to business requirements following discussion and prior approval with your manager. this would not be on an hour for hour basis. 8.29. additional hours would include extra time worked in the office, at home and business related travel time. part-time 8.30. the ceo may engage you to work on a part-time basis, and/or approve an arrangement for you to work part-time. 8.31. a full-time employee will not be compelled to work part-time. 8.32. if you are returning from maternity, adoption/foster or permanent care leave and are not subject to an approved flexible work arrangement under clause 8.18, you will be able to access part-time arrangements until your youngest child reaches school age. 8.33. a part-time employee’s working hours will be a minimum of three continuous hours per day unless otherwise agreed.
EA NDIA Enterprise Agreement 2020-23 PDF.txt2009travelrelated travel time. part-time 8.30. the ceo may engage you to work on a part-time basis, and/or approve an arrangement for you to work part-time. 8.31. a full-time employee will not be compelled to work part-time. 8.32. if you are returning from maternity, adoption/foster or permanent care leave and are not subject to an approved flexible work arrangement under clause 8.18, you will be able to access part-time arrangements until your youngest child reaches school age. 8.33. a part-time employee’s working hours will be a minimum of three continuous hours per day unless otherwise agreed. national disability insurance agency enterprise agreement 2020-2023 39 part 8 – hours of work and working arrangements 8.34.
EA NDIA Enterprise Agreement 2020-23 PDF.txt2057long service leavepart-time hours worked except during long service leave where salary will be calculated in accordance with the long service leave (commonwealth employees) act 1976 (lsl act). job sharing 8.38. the ceo may approve, subject to business requirements, job sharing arrangements between two or more part-time employees wishing to share one full-time position, each working part-time on a regular ongoing basis. teleworking 8.39. the ceo may approve you working away from your usual work location on a regular, temporary or intermittent basis. further information can be found in the policy on flexible working arrangements. shift work 8.40. the ceo will, unless exceptional circumstances apply, approve shift work arrangements and payments in accordance with this clause. 8.41. you are a shift worker if you are directed by the ceo to perform your work pattern outside the hours of 7:00am to 7:00pm, monday to friday, and/or on a saturday, sunday or public holiday for an ongoing or fixed period.
EA NDIA Enterprise Agreement 2020-23 PDF.txt2058long service leavecalculated in accordance with the long service leave (commonwealth employees) act 1976 (lsl act). job sharing 8.38. the ceo may approve, subject to business requirements, job sharing arrangements between two or more part-time employees wishing to share one full-time position, each working part-time on a regular ongoing basis. teleworking 8.39. the ceo may approve you working away from your usual work location on a regular, temporary or intermittent basis. further information can be found in the policy on flexible working arrangements. shift work 8.40. the ceo will, unless exceptional circumstances apply, approve shift work arrangements and payments in accordance with this clause. 8.41. you are a shift worker if you are directed by the ceo to perform your work pattern outside the hours of 7:00am to 7:00pm, monday to friday, and/or on a saturday, sunday or public holiday for an ongoing or fixed period. 8.42.
EA NDIA Enterprise Agreement 2020-23 PDF.txt2180traveltravelling to and from duty. restriction duty 8.49. where the ceo directs you to be contactable and to be available to perform extra duty outside the bandwidth, you will be paid a restriction allowance. the rate of payment will be 7.5 per cent of your hourly rate of salary for each restricted hour on monday to friday, 10 per cent of your hourly rate of salary for each restricted hour on saturday and sunday, and 15 per cent of your hourly rate of salary for each restricted hour on public holidays as outlined in appendix c. 8.50. where you are in receipt of a restriction allowance and are recalled to duty at a place of work, a three hour minimum overtime payment will apply and where you are required to perform duty, but are not recalled to a place of work, a one hour minimum overtime payment will apply. 8.51. you will not be entitled to receive the restriction allowance for any period for which overtime is payable. time off in lieu of payment of overtime and restriction duty 8.52. where the ceo agrees, you may elect to take time off in lieu at the appropriate overtime rate instead of the overtime payment.
EA NDIA Enterprise Agreement 2020-23 PDF.txt2186bandwidthduty outside the bandwidth, you will be paid a restriction allowance. the rate of payment will be 7.5 per cent of your hourly rate of salary for each restricted hour on monday to friday, 10 per cent of your hourly rate of salary for each restricted hour on saturday and sunday, and 15 per cent of your hourly rate of salary for each restricted hour on public holidays as outlined in appendix c. 8.50. where you are in receipt of a restriction allowance and are recalled to duty at a place of work, a three hour minimum overtime payment will apply and where you are required to perform duty, but are not recalled to a place of work, a one hour minimum overtime payment will apply. 8.51. you will not be entitled to receive the restriction allowance for any period for which overtime is payable. time off in lieu of payment of overtime and restriction duty 8.52. where the ceo agrees, you may elect to take time off in lieu at the appropriate overtime rate instead of the overtime payment. 8.53. where time off in lieu of payment has been agreed, but you have not been granted that time off within four weeks or another agreed period due to business requirements, you may elect to receive payment of the original overtime or restriction duty entitlement.
EA NDIA Enterprise Agreement 2020-23 PDF.txt2195overtimeof work, a three hour minimum overtime payment will apply and where you are required to perform duty, but are not recalled to a place of work, a one hour minimum overtime payment will apply. 8.51. you will not be entitled to receive the restriction allowance for any period for which overtime is payable. time off in lieu of payment of overtime and restriction duty 8.52. where the ceo agrees, you may elect to take time off in lieu at the appropriate overtime rate instead of the overtime payment. 8.53. where time off in lieu of payment has been agreed, but you have not been granted that time off within four weeks or another agreed period due to business requirements, you may elect to receive payment of the original overtime or restriction duty entitlement. national disability insurance agency enterprise agreement 2020-2023 42 part 9 – leave part 9 – leave general provisions
EA NDIA Enterprise Agreement 2020-23 PDF.txt2197overtimeovertime payment will apply. 8.51. you will not be entitled to receive the restriction allowance for any period for which overtime is payable. time off in lieu of payment of overtime and restriction duty 8.52. where the ceo agrees, you may elect to take time off in lieu at the appropriate overtime rate instead of the overtime payment. 8.53. where time off in lieu of payment has been agreed, but you have not been granted that time off within four weeks or another agreed period due to business requirements, you may elect to receive payment of the original overtime or restriction duty entitlement. national disability insurance agency enterprise agreement 2020-2023 42 part 9 – leave part 9 – leave general provisions 9.1.
EA NDIA Enterprise Agreement 2020-23 PDF.txt2202overtimeovertime is payable. time off in lieu of payment of overtime and restriction duty 8.52. where the ceo agrees, you may elect to take time off in lieu at the appropriate overtime rate instead of the overtime payment. 8.53. where time off in lieu of payment has been agreed, but you have not been granted that time off within four weeks or another agreed period due to business requirements, you may elect to receive payment of the original overtime or restriction duty entitlement. national disability insurance agency enterprise agreement 2020-2023 42 part 9 – leave part 9 – leave general provisions 9.1. when you apply for leave, the ceo will consider the business requirements of the ndia and your personal circumstances prior to granting leave. 9.2.
EA NDIA Enterprise Agreement 2020-23 PDF.txt2204overtimetime off in lieu of payment of overtime and restriction duty 8.52. where the ceo agrees, you may elect to take time off in lieu at the appropriate overtime rate instead of the overtime payment. 8.53. where time off in lieu of payment has been agreed, but you have not been granted that time off within four weeks or another agreed period due to business requirements, you may elect to receive payment of the original overtime or restriction duty entitlement. national disability insurance agency enterprise agreement 2020-2023 42 part 9 – leave part 9 – leave general provisions 9.1. when you apply for leave, the ceo will consider the business requirements of the ndia and your personal circumstances prior to granting leave. 9.2. generally, you must obtain prior approval for annual, purchased, long service or flex leave or give notice of the taking of unplanned leave, as soon as practicable,
EA NDIA Enterprise Agreement 2020-23 PDF.txt2208overtimeovertime rate instead of the overtime payment. 8.53. where time off in lieu of payment has been agreed, but you have not been granted that time off within four weeks or another agreed period due to business requirements, you may elect to receive payment of the original overtime or restriction duty entitlement. national disability insurance agency enterprise agreement 2020-2023 42 part 9 – leave part 9 – leave general provisions 9.1. when you apply for leave, the ceo will consider the business requirements of the ndia and your personal circumstances prior to granting leave. 9.2. generally, you must obtain prior approval for annual, purchased, long service or flex leave or give notice of the taking of unplanned leave, as soon as practicable, including notice of the duration, or expected duration, of the leave. 9.3.
EA NDIA Enterprise Agreement 2020-23 PDF.txt2214overtimerequirements, you may elect to receive payment of the original overtime or restriction duty entitlement. national disability insurance agency enterprise agreement 2020-2023 42 part 9 – leave part 9 – leave general provisions 9.1. when you apply for leave, the ceo will consider the business requirements of the ndia and your personal circumstances prior to granting leave. 9.2. generally, you must obtain prior approval for annual, purchased, long service or flex leave or give notice of the taking of unplanned leave, as soon as practicable, including notice of the duration, or expected duration, of the leave. 9.3. where you will be absent from work and illness, injury or an emergency prevents you from giving advance notice of the need to take leave, you must notify your manager (or if unavailable, an agreed alternative person) as soon as possible of the reason and expected length of the absence. 9.4.
EA NDIA Enterprise Agreement 2020-23 PDF.txt2311long service leavehaving taken a minimum of two weeks annual or long service leave in the past six months; and d. 9.14. having only one cash out application in a calendar year. you will be paid the full amount that would have been paid had you taken the entitlement as leave. personal/carer’s leave accrual of personal/carer’s leave credits 9.15. if you are an ongoing or non-ongoing full-time employee you will accrue 18 days personal/carer’s leave for each full year of service, pro-rata if you are part-time. 9.16. personal/carer’s leave will accrue daily. 9.17. if you are an ongoing full-time employee, you will also receive a one off credit of 10 days personal/carer’s leave on engagement to the ndia, pro-rata if you are parttime. 9.18. if you have exhausted your personal/carer’s leave credits, or you are a casual
EA NDIA Enterprise Agreement 2020-23 PDF.txt2500long service leaveleave. the employee’s annual, purchased or long service leave will be re-credited to the extent of any other eligible leave granted in its place, subject to the provision of evidential documentation supporting eligibility for the leave. 9.33. personal/carer’s leave or compassionate leave for medical/caring purposes cannot be used to re-credit other forms of paid or unpaid leave other than those prescribed in clause 9.32 of this agreement. long service leave 9.34. you are eligible for long service leave in accordance with the lsl act. 9.35. the minimum period for which long service leave can be taken is seven calendar days at full pay or 14 calendar days at half pay. long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. maternity leave 9.36. you are eligible for maternity leave (paid or unpaid) in accordance with the maternity leave (commonwealth employees) act 1973 (ml act). 9.37. if you are entitled to paid maternity leave under the ml act, you will be entitled to
EA NDIA Enterprise Agreement 2020-23 PDF.txt2510long service leavelong service leave 9.34. you are eligible for long service leave in accordance with the lsl act. 9.35. the minimum period for which long service leave can be taken is seven calendar days at full pay or 14 calendar days at half pay. long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. maternity leave 9.36. you are eligible for maternity leave (paid or unpaid) in accordance with the maternity leave (commonwealth employees) act 1973 (ml act). 9.37. if you are entitled to paid maternity leave under the ml act, you will be entitled to access an additional two weeks paid leave immediately following that period of paid maternity leave. these two weeks will count as service for all purposes. 9.38. you may spread the payment for a period of paid maternity leave over a maximum of 28 weeks at half pay, but only the first 14 weeks of leave will count as service. national disability insurance agency enterprise agreement 2020-2023
EA NDIA Enterprise Agreement 2020-23 PDF.txt2513long service leaveyou are eligible for long service leave in accordance with the lsl act. 9.35. the minimum period for which long service leave can be taken is seven calendar days at full pay or 14 calendar days at half pay. long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. maternity leave 9.36. you are eligible for maternity leave (paid or unpaid) in accordance with the maternity leave (commonwealth employees) act 1973 (ml act). 9.37. if you are entitled to paid maternity leave under the ml act, you will be entitled to access an additional two weeks paid leave immediately following that period of paid maternity leave. these two weeks will count as service for all purposes. 9.38. you may spread the payment for a period of paid maternity leave over a maximum of 28 weeks at half pay, but only the first 14 weeks of leave will count as service. national disability insurance agency enterprise agreement 2020-2023 47 part 9 – leave
EA NDIA Enterprise Agreement 2020-23 PDF.txt2517long service leavethe minimum period for which long service leave can be taken is seven calendar days at full pay or 14 calendar days at half pay. long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. maternity leave 9.36. you are eligible for maternity leave (paid or unpaid) in accordance with the maternity leave (commonwealth employees) act 1973 (ml act). 9.37. if you are entitled to paid maternity leave under the ml act, you will be entitled to access an additional two weeks paid leave immediately following that period of paid maternity leave. these two weeks will count as service for all purposes. 9.38. you may spread the payment for a period of paid maternity leave over a maximum of 28 weeks at half pay, but only the first 14 weeks of leave will count as service. national disability insurance agency enterprise agreement 2020-2023 47 part 9 – leave 9.39. maternity leave is inclusive of public holidays and will not be extended because a
EA NDIA Enterprise Agreement 2020-23 PDF.txt2518long service leavedays at full pay or 14 calendar days at half pay. long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. maternity leave 9.36. you are eligible for maternity leave (paid or unpaid) in accordance with the maternity leave (commonwealth employees) act 1973 (ml act). 9.37. if you are entitled to paid maternity leave under the ml act, you will be entitled to access an additional two weeks paid leave immediately following that period of paid maternity leave. these two weeks will count as service for all purposes. 9.38. you may spread the payment for a period of paid maternity leave over a maximum of 28 weeks at half pay, but only the first 14 weeks of leave will count as service. national disability insurance agency enterprise agreement 2020-2023 47 part 9 – leave 9.39. maternity leave is inclusive of public holidays and will not be extended because a public holiday (or christmas reduced activity period) falls during a period of paid or
EA NDIA Enterprise Agreement 2020-23 PDF.txt2521maternity leavematernity leave 9.36. you are eligible for maternity leave (paid or unpaid) in accordance with the maternity leave (commonwealth employees) act 1973 (ml act). 9.37. if you are entitled to paid maternity leave under the ml act, you will be entitled to access an additional two weeks paid leave immediately following that period of paid maternity leave. these two weeks will count as service for all purposes. 9.38. you may spread the payment for a period of paid maternity leave over a maximum of 28 weeks at half pay, but only the first 14 weeks of leave will count as service. national disability insurance agency enterprise agreement 2020-2023 47 part 9 – leave 9.39. maternity leave is inclusive of public holidays and will not be extended because a public holiday (or christmas reduced activity period) falls during a period of paid or unpaid maternity leave. adoption/foster/permanent care leave
EA NDIA Enterprise Agreement 2020-23 PDF.txt2524maternity leaveyou are eligible for maternity leave (paid or unpaid) in accordance with the maternity leave (commonwealth employees) act 1973 (ml act). 9.37. if you are entitled to paid maternity leave under the ml act, you will be entitled to access an additional two weeks paid leave immediately following that period of paid maternity leave. these two weeks will count as service for all purposes. 9.38. you may spread the payment for a period of paid maternity leave over a maximum of 28 weeks at half pay, but only the first 14 weeks of leave will count as service. national disability insurance agency enterprise agreement 2020-2023 47 part 9 – leave 9.39. maternity leave is inclusive of public holidays and will not be extended because a public holiday (or christmas reduced activity period) falls during a period of paid or unpaid maternity leave. adoption/foster/permanent care leave 9.40. if you adopt, foster or are granted permanent care of a child and are the child’s
EA NDIA Enterprise Agreement 2020-23 PDF.txt2529maternity leaveif you are entitled to paid maternity leave under the ml act, you will be entitled to access an additional two weeks paid leave immediately following that period of paid maternity leave. these two weeks will count as service for all purposes. 9.38. you may spread the payment for a period of paid maternity leave over a maximum of 28 weeks at half pay, but only the first 14 weeks of leave will count as service. national disability insurance agency enterprise agreement 2020-2023 47 part 9 – leave 9.39. maternity leave is inclusive of public holidays and will not be extended because a public holiday (or christmas reduced activity period) falls during a period of paid or unpaid maternity leave. adoption/foster/permanent care leave 9.40. if you adopt, foster or are granted permanent care of a child and are the child’s primary carer, the ceo will grant you up to 14 weeks adoption/foster/permanent care leave available from one week prior to the date of placement of the adoptive/fostered/permanent care child. this includes arrangements involving long term kinship care that meet the requirements of clauses 9.42, 9.43 and 9.44.
EA NDIA Enterprise Agreement 2020-23 PDF.txt2531maternity leavematernity leave. these two weeks will count as service for all purposes. 9.38. you may spread the payment for a period of paid maternity leave over a maximum of 28 weeks at half pay, but only the first 14 weeks of leave will count as service. national disability insurance agency enterprise agreement 2020-2023 47 part 9 – leave 9.39. maternity leave is inclusive of public holidays and will not be extended because a public holiday (or christmas reduced activity period) falls during a period of paid or unpaid maternity leave. adoption/foster/permanent care leave 9.40. if you adopt, foster or are granted permanent care of a child and are the child’s primary carer, the ceo will grant you up to 14 weeks adoption/foster/permanent care leave available from one week prior to the date of placement of the adoptive/fostered/permanent care child. this includes arrangements involving long term kinship care that meet the requirements of clauses 9.42, 9.43 and 9.44. 9.41.
EA NDIA Enterprise Agreement 2020-23 PDF.txt2535maternity leaveyou may spread the payment for a period of paid maternity leave over a maximum of 28 weeks at half pay, but only the first 14 weeks of leave will count as service. national disability insurance agency enterprise agreement 2020-2023 47 part 9 – leave 9.39. maternity leave is inclusive of public holidays and will not be extended because a public holiday (or christmas reduced activity period) falls during a period of paid or unpaid maternity leave. adoption/foster/permanent care leave 9.40. if you adopt, foster or are granted permanent care of a child and are the child’s primary carer, the ceo will grant you up to 14 weeks adoption/foster/permanent care leave available from one week prior to the date of placement of the adoptive/fostered/permanent care child. this includes arrangements involving long term kinship care that meet the requirements of clauses 9.42, 9.43 and 9.44. 9.41. you are entitled to access the provision for 14 weeks paid leave after you have had at least 12 months of continuous service defined in the same way as it would be to qualify for paid leave under the ml act.
EA NDIA Enterprise Agreement 2020-23 PDF.txt2546maternity leavematernity leave is inclusive of public holidays and will not be extended because a public holiday (or christmas reduced activity period) falls during a period of paid or unpaid maternity leave. adoption/foster/permanent care leave 9.40. if you adopt, foster or are granted permanent care of a child and are the child’s primary carer, the ceo will grant you up to 14 weeks adoption/foster/permanent care leave available from one week prior to the date of placement of the adoptive/fostered/permanent care child. this includes arrangements involving long term kinship care that meet the requirements of clauses 9.42, 9.43 and 9.44. 9.41. you are entitled to access the provision for 14 weeks paid leave after you have had at least 12 months of continuous service defined in the same way as it would be to qualify for paid leave under the ml act. 9.42. the adopted/foster/permanent care child must not be your child or stepchild, or a child or stepchild of your partner, unless that child had not been in the custody and care of you or your partner for a significant period. 9.43. applications for adoption/foster/permanent care leave must be supported by official documentary evidence from the relevant person/organisation with statutory responsibility for the long-term placement of the child.
EA NDIA Enterprise Agreement 2020-23 PDF.txt2548maternity leaveunpaid maternity leave. adoption/foster/permanent care leave 9.40. if you adopt, foster or are granted permanent care of a child and are the child’s primary carer, the ceo will grant you up to 14 weeks adoption/foster/permanent care leave available from one week prior to the date of placement of the adoptive/fostered/permanent care child. this includes arrangements involving long term kinship care that meet the requirements of clauses 9.42, 9.43 and 9.44. 9.41. you are entitled to access the provision for 14 weeks paid leave after you have had at least 12 months of continuous service defined in the same way as it would be to qualify for paid leave under the ml act. 9.42. the adopted/foster/permanent care child must not be your child or stepchild, or a child or stepchild of your partner, unless that child had not been in the custody and care of you or your partner for a significant period. 9.43. applications for adoption/foster/permanent care leave must be supported by official documentary evidence from the relevant person/organisation with statutory responsibility for the long-term placement of the child. 9.44.
EA NDIA Enterprise Agreement 2020-23 PDF.txt2602parental leaveparental leave 9.47. the ceo will grant you up to 12 months unpaid parental leave after you have completed at least 12 months of continuous service defined in the same way as it would be to qualify for paid leave under the ml act and in accordance with the nes, if: a. the leave is associated with the birth of a child of the employee or the employee’s spouse or defacto partner or the placement of a child with the employee for adoption/foster/permanent care; and b. 9.48. the employee has or will have a responsibility for the care of the child. if you are taking 12 months parental leave you may apply for an extension of unpaid parental leave for a further period of up to 12 months, immediately following the end of the initial 12 month period. 9.49. where your partner is entitled to access parental leave (paid or unpaid) either under this agreement, or in accordance with the terms and conditions of employment provided by another employer, the total period of parental leave that may be taken between the couple cannot exceed 24 months after the date of birth or date of placement of a child.
EA NDIA Enterprise Agreement 2020-23 PDF.txt2605parental leavethe ceo will grant you up to 12 months unpaid parental leave after you have completed at least 12 months of continuous service defined in the same way as it would be to qualify for paid leave under the ml act and in accordance with the nes, if: a. the leave is associated with the birth of a child of the employee or the employee’s spouse or defacto partner or the placement of a child with the employee for adoption/foster/permanent care; and b. 9.48. the employee has or will have a responsibility for the care of the child. if you are taking 12 months parental leave you may apply for an extension of unpaid parental leave for a further period of up to 12 months, immediately following the end of the initial 12 month period. 9.49. where your partner is entitled to access parental leave (paid or unpaid) either under this agreement, or in accordance with the terms and conditions of employment provided by another employer, the total period of parental leave that may be taken between the couple cannot exceed 24 months after the date of birth or date of placement of a child. 9.50. periods of unpaid parental leave will not count as service for any purpose.
EA NDIA Enterprise Agreement 2020-23 PDF.txt2620parental leaveif you are taking 12 months parental leave you may apply for an extension of unpaid parental leave for a further period of up to 12 months, immediately following the end of the initial 12 month period. 9.49. where your partner is entitled to access parental leave (paid or unpaid) either under this agreement, or in accordance with the terms and conditions of employment provided by another employer, the total period of parental leave that may be taken between the couple cannot exceed 24 months after the date of birth or date of placement of a child. 9.50. periods of unpaid parental leave will not count as service for any purpose. return to work 9.51. the return to work guarantee provided by section 84 of the fwa applies in respect of you ending maternity leave, adoption/foster/permanent care leave or parental leave. 9.52. to avoid doubt, this right to return to work guarantee is administered in accordance with the fwa and is distinct from your rights upon returning to work in these circumstances to access part-time employment in accordance with clause 8.32 and/or to have any request for flexible working arrangements considered in accordance with clause 8.18.
EA NDIA Enterprise Agreement 2020-23 PDF.txt2621parental leaveparental leave for a further period of up to 12 months, immediately following the end of the initial 12 month period. 9.49. where your partner is entitled to access parental leave (paid or unpaid) either under this agreement, or in accordance with the terms and conditions of employment provided by another employer, the total period of parental leave that may be taken between the couple cannot exceed 24 months after the date of birth or date of placement of a child. 9.50. periods of unpaid parental leave will not count as service for any purpose. return to work 9.51. the return to work guarantee provided by section 84 of the fwa applies in respect of you ending maternity leave, adoption/foster/permanent care leave or parental leave. 9.52. to avoid doubt, this right to return to work guarantee is administered in accordance with the fwa and is distinct from your rights upon returning to work in these circumstances to access part-time employment in accordance with clause 8.32 and/or to have any request for flexible working arrangements considered in accordance with clause 8.18. national disability insurance agency enterprise agreement 2020-2023
EA NDIA Enterprise Agreement 2020-23 PDF.txt2626parental leavewhere your partner is entitled to access parental leave (paid or unpaid) either under this agreement, or in accordance with the terms and conditions of employment provided by another employer, the total period of parental leave that may be taken between the couple cannot exceed 24 months after the date of birth or date of placement of a child. 9.50. periods of unpaid parental leave will not count as service for any purpose. return to work 9.51. the return to work guarantee provided by section 84 of the fwa applies in respect of you ending maternity leave, adoption/foster/permanent care leave or parental leave. 9.52. to avoid doubt, this right to return to work guarantee is administered in accordance with the fwa and is distinct from your rights upon returning to work in these circumstances to access part-time employment in accordance with clause 8.32 and/or to have any request for flexible working arrangements considered in accordance with clause 8.18. national disability insurance agency enterprise agreement 2020-2023 49 part 9 – leave
EA NDIA Enterprise Agreement 2020-23 PDF.txt2628parental leaveprovided by another employer, the total period of parental leave that may be taken between the couple cannot exceed 24 months after the date of birth or date of placement of a child. 9.50. periods of unpaid parental leave will not count as service for any purpose. return to work 9.51. the return to work guarantee provided by section 84 of the fwa applies in respect of you ending maternity leave, adoption/foster/permanent care leave or parental leave. 9.52. to avoid doubt, this right to return to work guarantee is administered in accordance with the fwa and is distinct from your rights upon returning to work in these circumstances to access part-time employment in accordance with clause 8.32 and/or to have any request for flexible working arrangements considered in accordance with clause 8.18. national disability insurance agency enterprise agreement 2020-2023 49 part 9 – leave supporting partner leave 9.53.
EA NDIA Enterprise Agreement 2020-23 PDF.txt2634parental leaveperiods of unpaid parental leave will not count as service for any purpose. return to work 9.51. the return to work guarantee provided by section 84 of the fwa applies in respect of you ending maternity leave, adoption/foster/permanent care leave or parental leave. 9.52. to avoid doubt, this right to return to work guarantee is administered in accordance with the fwa and is distinct from your rights upon returning to work in these circumstances to access part-time employment in accordance with clause 8.32 and/or to have any request for flexible working arrangements considered in accordance with clause 8.18. national disability insurance agency enterprise agreement 2020-2023 49 part 9 – leave supporting partner leave 9.53. the ceo will grant four weeks paid supporting partner leave to you where your partner, regardless of gender, has given, or is giving birth, to a child/ren or if your partner is the primary caregiver for an adopted, fostered or permanent care child/ren. 9.54.
EA NDIA Enterprise Agreement 2020-23 PDF.txt2640maternity leaveyou ending maternity leave, adoption/foster/permanent care leave or parental leave. 9.52. to avoid doubt, this right to return to work guarantee is administered in accordance with the fwa and is distinct from your rights upon returning to work in these circumstances to access part-time employment in accordance with clause 8.32 and/or to have any request for flexible working arrangements considered in accordance with clause 8.18. national disability insurance agency enterprise agreement 2020-2023 49 part 9 – leave supporting partner leave 9.53. the ceo will grant four weeks paid supporting partner leave to you where your partner, regardless of gender, has given, or is giving birth, to a child/ren or if your partner is the primary caregiver for an adopted, fostered or permanent care child/ren. 9.54. supporting partner leave is available from one week prior to the expected due date or placement of the child/ren and must be taken within 12 months of the date of birth of the child/ren or the date of placement of the child/ren for adoption, fostering, or permanent care.
EA NDIA Enterprise Agreement 2020-23 PDF.txt2640parental leaveyou ending maternity leave, adoption/foster/permanent care leave or parental leave. 9.52. to avoid doubt, this right to return to work guarantee is administered in accordance with the fwa and is distinct from your rights upon returning to work in these circumstances to access part-time employment in accordance with clause 8.32 and/or to have any request for flexible working arrangements considered in accordance with clause 8.18. national disability insurance agency enterprise agreement 2020-2023 49 part 9 – leave supporting partner leave 9.53. the ceo will grant four weeks paid supporting partner leave to you where your partner, regardless of gender, has given, or is giving birth, to a child/ren or if your partner is the primary caregiver for an adopted, fostered or permanent care child/ren. 9.54. supporting partner leave is available from one week prior to the expected due date or placement of the child/ren and must be taken within 12 months of the date of birth of the child/ren or the date of placement of the child/ren for adoption, fostering, or permanent care.
EA NDIA Enterprise Agreement 2020-23 PDF.txt2929long service leaveincluded during periods of annual leave. long service leave will be paid out in accordance with the lsl act. 9.87. clause 9.86 does not apply if you are an ongoing employee and you cease employment with the ndia on one day and commence employment with another national disability insurance agency enterprise agreement 2020-2023 54 part 9 – leave aps agency on the next working day, or if you are a non-ongoing employee who does not have a break in service between periods of engagement with the ndia. public holidays 9.88. you will be entitled to the following public holidays each year: a. new year’s day (1 january); b. australia day (26 january); c.
EA NDIA Enterprise Agreement 2020-23 PDF.txt3040overtimevolunteers will be sought and paid overtime at public holiday rates or provided equivalent time off in lieu (or a combination of both) including if you are at the executive level. if there are insufficient volunteers the ceo may direct certain employees to attend for duty. 9.97. to avoid doubt, public holiday rates means a payment of double time and a half. national disability insurance agency enterprise agreement 2020-2023 56 part 10 – wellbeing and diversity part 10 – wellbeing and diversity 10.1. the ndia will support a healthy workplace that is safe, free of discrimination, bullying, harassment and respectful of individuality. wellbeing 10.2. the ceo will provide you access to physical and mental wellbeing measures including: a. an annual influenza vaccination, available at no cost to you b.
EA NDIA Enterprise Agreement 2020-23 PDF.txt3326long service leaveservice with the commonwealth, which is recognised for long service leave purposes, other than service with a joint commonwealth-state body or body corporate in which the commonwealth does not have a controlling interest; d. service with the adf; e. service in another organisation where: i. you were transferred from the aps to that organisation with a transfer of function; or ii. you were engaged by that organisation on work within a function and subsequently engaged as an aps employee as a result of the transfer of that function to the aps; and iii. such function is recognised for long service leave purposes. 11.23. for periods of service to count there must be no breaks between the periods of service, except where the break in service is less than four weeks and occurs where an offer of employment with the new employer was made and accepted by you before ceasing employment with the preceding employer.
EA NDIA Enterprise Agreement 2020-23 PDF.txt3350long service leavesuch function is recognised for long service leave purposes. 11.23. for periods of service to count there must be no breaks between the periods of service, except where the break in service is less than four weeks and occurs where an offer of employment with the new employer was made and accepted by you before ceasing employment with the preceding employer. 11.24. in calculating a redundancy benefit, service will not count if it ceased: a. on any of the grounds for termination specified in section 29 of the psa (including any additional grounds prescribed in the public service regulations); b. on a ground equivalent to any of these grounds in subclause 11.24.a; c. through voluntary retirement at or above the minimum retiring age applicable to you; or d. with the payment of a redundancy benefit or similar payment or an employerfinanced retirement benefit. 11.25. absences from work that do not count as service for long service leave purposes will not count as service in calculating a redundancy benefit. period of notice 11.26. where an excess employee’s employment is to be terminated under section 29 of the
EA NDIA Enterprise Agreement 2020-23 PDF.txt3375long service leave11.25. absences from work that do not count as service for long service leave purposes will not count as service in calculating a redundancy benefit. period of notice 11.26. where an excess employee’s employment is to be terminated under section 29 of the psa by accepting a voluntary redundancy they will be given four weeks’ notice. national disability insurance agency enterprise agreement 2020-2023 62 part 11 – workforce planning and adjustment employees over 45 years of age with at least five years continuous service will be given five weeks’ notice. 11.27. if you request, and the ceo agrees, that your employment be terminated within this notice period, you will be paid compensation for the unexpired portion of the notice period equal to the hours you would have worked during the notice period had your employment not been terminated. 11.28. the ceo will approve reasonable time off with full pay for you to attend necessary employment interviews from the start of the notice period. where expenses to attend interviews are not met by the prospective employer, the ceo will reimburse agreed reasonable travel and incidental expenses. involuntary redundancy provisions retention period 11.29. an excess employee who does not agree to be retrenched with the payment of a redundancy benefit will be entitled to the following period of retention, commencing from the date one month after the employee received their offer of voluntary redundancy:
EA NDIA Enterprise Agreement 2020-23 PDF.txt3397travelreasonable travel and incidental expenses. involuntary redundancy provisions retention period 11.29. an excess employee who does not agree to be retrenched with the payment of a redundancy benefit will be entitled to the following period of retention, commencing from the date one month after the employee received their offer of voluntary redundancy: a. 13 months where you have 20 or more years of service or are over 45 years of age; or b. seven months for all other employees. 11.30. if you are entitled to a redundancy payment under the nes, the retention period at clause 11.29 will be reduced by the number of weeks redundancy pay that you will be entitled to under the nes on termination, as at the expiration of the retention period (as adjusted by this clause). 11.31. the retention period will not be extended by periods of leave taken by the excess employee unless, after considering the circumstances of the individual case, the ceo deems an extension as a result of a period of leave taken to be reasonable. 11.32. where the ceo is satisfied that there is insufficient productive work available for you during the remainder of the retention period and that there are no reasonable redeployment prospects in the aps: national disability insurance agency enterprise agreement 2020-2023
EA NDIA Enterprise Agreement 2020-23 PDF.txt3472travelmeeting reasonable travel and incidental expenses when seeking alternative employment, where these are not met by the prospective employer. reduction in classification 11.37. where the ceo proposes to reduce an excess employee’s classification as a means of securing alternative employment, the employee will be given four weeks’ notice or, if over 45 years of age with at least five years continuous service, will be given five weeks’ notice. 11.38. if classification reduction occurs before the end of the retention period, you will receive payments to maintain your salary level for the balance of the retention period. the ceo may choose to apply this provision where the reduction is to a lower level classification and salary in another agency where you are employed under the psa. national disability insurance agency enterprise agreement 2020-2023 64 part 11 – workforce planning and adjustment period of notice – termination of the retention period 11.39. an excess employee’s employment will be terminated under section 29 of the psa at the end of their retention period. 11.40. where an excess employee’s employment is to be terminated they will be given four weeks’ notice. employees over 45 years of age with at least five years continuous service will be given five weeks’ notice. this notice period will, as far as practicable, be concurrent with the employee’s retention period. 11.41. if you are terminated within this notice period, you will be paid compensation for the unexpired portion of the notice period equal to the hours you would have worked during the notice period had your employment not been terminated.
EA NDIA Enterprise Agreement 2020-23 PDF.txt3592travelexcess travel time – relates to an allowance where the ndia initiates a change to the employee’s primary place of work and additional time is necessarily spent on travel executive level employee (el) executive level 1 (el1) or executive level 2 (el2) employees and their equivalent employee representative any person whom the employee(s) nominates or elects to represent and/or act on their behalf. this may include providers, support workers of employees with disability, workplace delegates and other employees family or immediate family the definition of immediate family under the fwa and traditional kinship relationships flextime the provision to work shorter or longer hours than your normal work pattern fwa fair work act 2009 – the legislative framework that provides a workplace relations system and laws for all australian workplaces fwc
EA NDIA Enterprise Agreement 2020-23 PDF.txt3594travelof work and additional time is necessarily spent on travel executive level employee (el) executive level 1 (el1) or executive level 2 (el2) employees and their equivalent employee representative any person whom the employee(s) nominates or elects to represent and/or act on their behalf. this may include providers, support workers of employees with disability, workplace delegates and other employees family or immediate family the definition of immediate family under the fwa and traditional kinship relationships flextime the provision to work shorter or longer hours than your normal work pattern fwa fair work act 2009 – the legislative framework that provides a workplace relations system and laws for all australian workplaces fwc fair work commission - australia's national workplace
EA NDIA Enterprise Agreement 2020-23 PDF.txt3610flextimeflextime the provision to work shorter or longer hours than your normal work pattern fwa fair work act 2009 – the legislative framework that provides a workplace relations system and laws for all australian workplaces fwc fair work commission - australia's national workplace relations tribunal gst goods and services tax - a broad-based tax of 10 per cent on most goods, services and other items sold or consumed in australia national disability insurance agency enterprise agreement 2020-2023 67 definitions hda
EA NDIA Enterprise Agreement 2020-23 PDF.txt3657long service leavelong service leave (commonwealth employees) act 1976 manager the person to whom you generally report on a day to day basis for work related matters, and may include a person referred to as a supervisor mature age refers to anyone over the age of 45, as defined by the australian bureau of statistics ml act maternity leave (commonwealth employees) act 1973 naidoc national aborigines and islanders day observance committee – responsible for increasing awareness in the wider community of aboriginal and torres strait islander cultures ndia national disability insurance agency (also known as the agency)
EA NDIA Enterprise Agreement 2020-23 PDF.txt3673maternity leavematernity leave (commonwealth employees) act 1973 naidoc national aborigines and islanders day observance committee – responsible for increasing awareness in the wider community of aboriginal and torres strait islander cultures ndia national disability insurance agency (also known as the agency) nearest capital city means:  where the employee is stationed in the northern territory - adelaide; or  in any other case - the capital city of the state which is the closest in distance to the employee’s usual place of work nes
EA NDIA Enterprise Agreement 2020-23 PDF.txt3758overtimesuperannuation scheme rules), overtime, payment of excess flextime, severance and termination, and excludes loadings and allowances. neither participation in salary packaging arrangements nor purchased leave affect salary as defined salary advancement the movement through the salary band within the salary range for a classification. these increases are counted as salary for the purposes of determining salary for superannuation purposes, in accordance with the relevant superannuation fund rules national disability insurance agency enterprise agreement 2020-2023 69 definitions ses senior executive service employee, as defined under section 34 of the ps act substantive your permanent classification level transferring employee
EA NDIA Enterprise Agreement 2020-23 PDF.txt3759flextimeexcess flextime, severance and termination, and excludes loadings and allowances. neither participation in salary packaging arrangements nor purchased leave affect salary as defined salary advancement the movement through the salary band within the salary range for a classification. these increases are counted as salary for the purposes of determining salary for superannuation purposes, in accordance with the relevant superannuation fund rules national disability insurance agency enterprise agreement 2020-2023 69 definitions ses senior executive service employee, as defined under section 34 of the ps act substantive your permanent classification level transferring employee
EA NDIA Enterprise Agreement 2020-23 PDF.txt3761salary packagingin salary packaging arrangements nor purchased leave affect salary as defined salary advancement the movement through the salary band within the salary range for a classification. these increases are counted as salary for the purposes of determining salary for superannuation purposes, in accordance with the relevant superannuation fund rules national disability insurance agency enterprise agreement 2020-2023 69 definitions ses senior executive service employee, as defined under section 34 of the ps act substantive your permanent classification level transferring employee any employee covered by this agreement whose employment at the ndia was previously covered by a
EA NDIA Enterprise Agreement 2020-23 PDF.txt3764salary advancementsalary advancement the movement through the salary band within the salary range for a classification. these increases are counted as salary for the purposes of determining salary for superannuation purposes, in accordance with the relevant superannuation fund rules national disability insurance agency enterprise agreement 2020-2023 69 definitions ses senior executive service employee, as defined under section 34 of the ps act substantive your permanent classification level transferring employee any employee covered by this agreement whose employment at the ndia was previously covered by a transferable instrument or a copied state instrument under the fwa
EA NDIA Enterprise Agreement 2020-23 PDF.txt4546salary advancementprogramme. to avoid doubt, if you meet the eligibility criteria for salary advancement during the programme, you may still advance through the salary band subject to the clauses in relation to salary advancement. indigenous australian government development program (iagdp) a.14 if you are employed under the iagdp you will be placed in the general employment job stream at the aps 3 classification and on successful completion of the programme will advance in the general employment job stream to the aps 4 classification. national disability insurance agency enterprise agreement 2020-2023 75 appendix a broadbands a.15 the ceo may establish broadbands in accordance with the public service classification rules 2000 during the life of this agreement. a.16 advancement through a broadband may only occur where: a. there is sufficient ongoing work at the higher classification;
EA NDIA Enterprise Agreement 2020-23 PDF.txt4548salary advancementclauses in relation to salary advancement. indigenous australian government development program (iagdp) a.14 if you are employed under the iagdp you will be placed in the general employment job stream at the aps 3 classification and on successful completion of the programme will advance in the general employment job stream to the aps 4 classification. national disability insurance agency enterprise agreement 2020-2023 75 appendix a broadbands a.15 the ceo may establish broadbands in accordance with the public service classification rules 2000 during the life of this agreement. a.16 advancement through a broadband may only occur where: a. there is sufficient ongoing work at the higher classification; b.
EA NDIA Enterprise Agreement 2020-23 PDF.txt5038travelexcess travel time payment single time – mondays to saturdays as applicable no no no (refer to clause 6.30) time and a half on sundays and public holidays from $20 up to $250 (comcover excess) as applicable (reimbursement) no no no as per commonwealth allowance subscription service as applicable
EA NDIA Enterprise Agreement 2020-23 PDF.txt5132overtimeovertime meal allowance (refer to clause 6.10) as per commonwealth allowance subscription service as applicable no no no professional association reimbursement $51 – on commencement of this agreement per annum no no no annual increase in line with cpi – 12 months after commencement of this agreement (reimbursement)
EA NDIA Enterprise Agreement 2020-23 PDF.txt5259traveltravel allowance (refer to clauses 7.4 – 7.6, 7.8) national disability insurance agency enterprise agreement 2020-2023 86 appendix d appendix d remote locality assistance d.1 if you live in an ndia designated remote locality you may be eligible for remote locality assistance as outlined in the table below. grade remote locality assistance with dependants remote locality assistance without dependants leave fare entitlement a on commencement of this agreement: $4,084
EA NDIA Enterprise Agreement 2020-23 PDF.txt5259travel allowancetravel allowance (refer to clauses 7.4 – 7.6, 7.8) national disability insurance agency enterprise agreement 2020-2023 86 appendix d appendix d remote locality assistance d.1 if you live in an ndia designated remote locality you may be eligible for remote locality assistance as outlined in the table below. grade remote locality assistance with dependants remote locality assistance without dependants leave fare entitlement a on commencement of this agreement: $4,084
ACCC Enterprise Agreement (EA) 2016-2019.txt140salary packagingflexible remuneration packaging (salary packaging) 50–51 13 resignation, permanent transfer to another aps agency 52–54 13–14 death of employee 55 14 supported wage system 56 14 part 1: scope of agreement coverage definitions part 2: classification and remuneration
ACCC Enterprise Agreement (EA) 2016-2019.txt235flextimeflextime scheme 104–110 20 executive level employees: flexible hours and time off 111–114 21 part-time work 115–123 20–22 124–202 23–30 annual leave 124–138 23–24 personal leave
ACCC Enterprise Agreement (EA) 2016-2019.txt269long service leavelong service leave 154–156 26 parental leave 157–168 26–27 supporting partner’s leave 169–176 27–28 defence reservists leave 177–181 28 other leave 186–185 28
ACCC Enterprise Agreement (EA) 2016-2019.txt275parental leaveparental leave 157–168 26–27 supporting partner’s leave 169–176 27–28 defence reservists leave 177–181 28 other leave 186–185 28 public holidays 186–192 28–29
ACCC Enterprise Agreement (EA) 2016-2019.txt327overtimeovertime 203–214 31–32 temporary performance at a higher work value 215–223 32 on-call duty 224–228 32–33 part 4: flexible working conditions unreasonable additional hours part 5: leave part 6: other working conditions and allowances enterprise agreement 2
ACCC Enterprise Agreement (EA) 2016-2019.txt693overtimeovertime rates iii. allowances iv. remuneration v. leave vi. penalty rates. (b) the arrangement meets the genuine needs of the delegate and employee in relation to one or more of the matters mentioned in subclause (a) (c) the arrangement is genuinely agreed to by the delegate and the employee. 12. the delegate must ensure that the terms of the ifa: (a) are about permitted matters under section 172 of the fair work act (b) are not unlawful terms under section 194 of the fair work act (c) result in the employee being better off overall than the employee would be if no arrangement was made. 13.
ACCC Enterprise Agreement (EA) 2016-2019.txt1192long service leaveexcluding long service leave. junior rates 38. an employee under 18 years of age who is engaged with the classification of aps 1 is a junior employee. the salaries of junior employees are set out in attachment e. salary increase 39. the following percentage increases will apply to employees’ salaries from the first day of the first full pay period commencing on or after: date 7 days after approval of this agreement from the fwc percentage increase 40. 3% 12 months after commencement 24 months after commencement
ACCC Enterprise Agreement (EA) 2016-2019.txt1299salary packagingflexible remuneration packaging (salary packaging) 50. all employees will have access to flexible remuneration packaging. an employee who participates in flexible remuneration packaging will have their salary for all other purposes calculated as if the flexible remuneration packaging arrangement had not been entered into. further information about flexible remuneration can be found in accc policy. 51. the accc will meet reasonable internal administrative costs. any costs and taxes directly associated with the employee’s salary packaging must be met by the employee. resignation, permanent transfer to another aps agency 52. an employee must give 14 days’ written notice of their decision to resign from the accc, and 1 month’s notice for a voluntary transfer to another aps agency on permanent transfer or promotion. the delegate may reduce either notice period in exceptional circumstances. enterprise agreement—part 2: classification and remuneration 13 53. a resigning or transferring employee must complete the separation requirements prior
ACCC Enterprise Agreement (EA) 2016-2019.txt1311salary packagingdirectly associated with the employee’s salary packaging must be met by the employee. resignation, permanent transfer to another aps agency 52. an employee must give 14 days’ written notice of their decision to resign from the accc, and 1 month’s notice for a voluntary transfer to another aps agency on permanent transfer or promotion. the delegate may reduce either notice period in exceptional circumstances. enterprise agreement—part 2: classification and remuneration 13 53. a resigning or transferring employee must complete the separation requirements prior to their last working day. the separation requirements are available in accc policy. 54. where the employee’s date of resignation would fall on a non-business day, the effective date of the resignation will be the last business day prior to that nonbusiness day. death of employee 55. where an employee dies, or the delegate directs that an employee will be presumed to have died on a particular date, the delegate may authorise the payment of the
ACCC Enterprise Agreement (EA) 2016-2019.txt1341long service leaveamount of salary, annual leave, long service leave and allowances to which the employee would have been entitled had they otherwise ceased employment on resignation or retirement. supported wage system 56. the accc will contribute to the supported wage system as outlined in attachment f. enterprise agreement—part 2: classification and remuneration 14 part 3: performance probation 57. an offer of engagement for an employee other than a graduate aps employee (see clause 27) is conditional on satisfactory completion of a probationary period of 6 months unless the delegate determines otherwise. the delegate has the discretion to extend the period of probation by up to an additional period of six months (12 months in total) where the delegate considers it appropriate and has provided the employee at least one month’s written notice of the extension. 58. during the probationary period, an employee is not subject to either of the following sections of this agreement: •
ACCC Enterprise Agreement (EA) 2016-2019.txt1637long service leaverequests for annual leave, purchased leave or long service leave may be approved, but will not extend the assessment period unless this is agreed with the delegate or unless the leave had been approved before the written warning. 89. the delegate may extend the assessment period for time taken on personal leave if satisfactory evidence is provided and the leave period was a continuous absence of five days or more. the total aggregated period of extension cannot exceed two weeks unless the delegate determines otherwise. a medical certificate or other evidence will be required for absences due to personal leave of more than three days. enterprise agreement—part 3: performance 18 part 4: flexible working conditions access 90. an employee is entitled to apply for a flexible working arrangement which includes, but is not limited to: • flexible hours of attendance • flextime scheme (for aps 1 to aps 6 employees)
ACCC Enterprise Agreement (EA) 2016-2019.txt1665flextimeflextime scheme (for aps 1 to aps 6 employees) • time off in lieu (for el1 and el2 employees) • part-time work • job-share arrangements • home-based work. 91. an application for a flexible working arrangement (other than the flextime scheme, time off in lieu or part-time work which are detailed below) will be determined by the employee’s manager subject to operational requirements and will not be unreasonably refused by the delegate. further information about flexible working arrangements can be found in accc policy. 92. the flexible working conditions described in this part of the agreement are in addition to, and not conditional on, access to flexible working arrangements in the fair work
ACCC Enterprise Agreement (EA) 2016-2019.txt1685flextimean application for a flexible working arrangement (other than the flextime scheme, time off in lieu or part-time work which are detailed below) will be determined by the employee’s manager subject to operational requirements and will not be unreasonably refused by the delegate. further information about flexible working arrangements can be found in accc policy. 92. the flexible working conditions described in this part of the agreement are in addition to, and not conditional on, access to flexible working arrangements in the fair work act. hours of work and attendance 93. the business hours of the accc’s canberra, melbourne and sydney offices are 0830 to 1730 each business day and the accc’s adelaide, brisbane, darwin, hobart, perth, and townsville offices are 0900 to 1700 each business day. 94. standard working hours are monday to friday, 7:25 hours per day, 37:05 hours per week, 74:10 hours per fortnight (known as the settlement period). 95. standard hours of attendance are monday to friday 0830–1230 and 1330–1655, public holidays excepted. 96.
ACCC Enterprise Agreement (EA) 2016-2019.txt1770flextimeflextime scheme 104. an employee with a classification of aps 1 to aps 6 or a training classification, including part-time employees, may access the flextime scheme. the delegate may direct that an employee not participate in the flextime scheme. in this case the employee will work standard or agreed part-time hours unless the delegate agrees otherwise. 105. flex credits will accrue on an hour for hour basis for time worked during the flexible hours of attendance in excess of 7:25 hours per day. flex credits will also accrue on an hour for hour basis for time spent travelling on official business in australia regardless of the time of that travel. 106. attendance beyond standard working hours that is not required in the view of the employee’s manager will not accrue flex credits. attendance beyond the flexible hours of attendance will only accrue flex credits with the approval of the employee’s manager. 107. an employee may carry over a maximum of 37:05 hours of flex credit to the next settlement period. 108.
ACCC Enterprise Agreement (EA) 2016-2019.txt1774flextimeincluding part-time employees, may access the flextime scheme. the delegate may direct that an employee not participate in the flextime scheme. in this case the employee will work standard or agreed part-time hours unless the delegate agrees otherwise. 105. flex credits will accrue on an hour for hour basis for time worked during the flexible hours of attendance in excess of 7:25 hours per day. flex credits will also accrue on an hour for hour basis for time spent travelling on official business in australia regardless of the time of that travel. 106. attendance beyond standard working hours that is not required in the view of the employee’s manager will not accrue flex credits. attendance beyond the flexible hours of attendance will only accrue flex credits with the approval of the employee’s manager. 107. an employee may carry over a maximum of 37:05 hours of flex credit to the next settlement period. 108. an employee may carry over more than 37:05 hours flex credit to the next settlement period with the agreement of their manager. when this occurs, the employee must reduce their flex credit to less than 37:05 hours by the end of the next settlement period. if the reduction is not possible because of operational requirements, the
ACCC Enterprise Agreement (EA) 2016-2019.txt1775flextimedirect that an employee not participate in the flextime scheme. in this case the employee will work standard or agreed part-time hours unless the delegate agrees otherwise. 105. flex credits will accrue on an hour for hour basis for time worked during the flexible hours of attendance in excess of 7:25 hours per day. flex credits will also accrue on an hour for hour basis for time spent travelling on official business in australia regardless of the time of that travel. 106. attendance beyond standard working hours that is not required in the view of the employee’s manager will not accrue flex credits. attendance beyond the flexible hours of attendance will only accrue flex credits with the approval of the employee’s manager. 107. an employee may carry over a maximum of 37:05 hours of flex credit to the next settlement period. 108. an employee may carry over more than 37:05 hours flex credit to the next settlement period with the agreement of their manager. when this occurs, the employee must reduce their flex credit to less than 37:05 hours by the end of the next settlement period. if the reduction is not possible because of operational requirements, the employee may elect to be paid overtime at a rate of one and one half for the hours
ACCC Enterprise Agreement (EA) 2016-2019.txt1783travelan hour for hour basis for time spent travelling on official business in australia regardless of the time of that travel. 106. attendance beyond standard working hours that is not required in the view of the employee’s manager will not accrue flex credits. attendance beyond the flexible hours of attendance will only accrue flex credits with the approval of the employee’s manager. 107. an employee may carry over a maximum of 37:05 hours of flex credit to the next settlement period. 108. an employee may carry over more than 37:05 hours flex credit to the next settlement period with the agreement of their manager. when this occurs, the employee must reduce their flex credit to less than 37:05 hours by the end of the next settlement period. if the reduction is not possible because of operational requirements, the employee may elect to be paid overtime at a rate of one and one half for the hours worked in excess of 37:05 hours. an employee may take up to a maximum of 5 days of flex leave over 2 consecutive settlement periods, subject to their manager’s approval. 109. an employee may carry over a maximum of 10 hours of flex debit to the next settlement period. any flex debit in excess of 10 hours at the end of the settlement
ACCC Enterprise Agreement (EA) 2016-2019.txt1784travelregardless of the time of that travel. 106. attendance beyond standard working hours that is not required in the view of the employee’s manager will not accrue flex credits. attendance beyond the flexible hours of attendance will only accrue flex credits with the approval of the employee’s manager. 107. an employee may carry over a maximum of 37:05 hours of flex credit to the next settlement period. 108. an employee may carry over more than 37:05 hours flex credit to the next settlement period with the agreement of their manager. when this occurs, the employee must reduce their flex credit to less than 37:05 hours by the end of the next settlement period. if the reduction is not possible because of operational requirements, the employee may elect to be paid overtime at a rate of one and one half for the hours worked in excess of 37:05 hours. an employee may take up to a maximum of 5 days of flex leave over 2 consecutive settlement periods, subject to their manager’s approval. 109. an employee may carry over a maximum of 10 hours of flex debit to the next settlement period. any flex debit in excess of 10 hours at the end of the settlement period will be treated as leave without pay and the employee’s salary will be adjusted
ACCC Enterprise Agreement (EA) 2016-2019.txt1804overtimeemployee may elect to be paid overtime at a rate of one and one half for the hours worked in excess of 37:05 hours. an employee may take up to a maximum of 5 days of flex leave over 2 consecutive settlement periods, subject to their manager’s approval. 109. an employee may carry over a maximum of 10 hours of flex debit to the next settlement period. any flex debit in excess of 10 hours at the end of the settlement period will be treated as leave without pay and the employee’s salary will be adjusted accordingly. 110. further information about the flextime scheme can be found in accc policy. enterprise agreement—part 4: flexible working conditions 20 executive level employees: flexible hours and time off 111. subject to operational requirements, an employee with a classification of el1 or el2 (executive level employees) may choose their start, finish and break times within the flexible hours of attendance. an executive level employee may make a request to their manager for variations to their attendance times and for short-term absences, including full day absences, without the need for a leave application. 112.
ACCC Enterprise Agreement (EA) 2016-2019.txt1818flextimefurther information about the flextime scheme can be found in accc policy. enterprise agreement—part 4: flexible working conditions 20 executive level employees: flexible hours and time off 111. subject to operational requirements, an employee with a classification of el1 or el2 (executive level employees) may choose their start, finish and break times within the flexible hours of attendance. an executive level employee may make a request to their manager for variations to their attendance times and for short-term absences, including full day absences, without the need for a leave application. 112. subject to operational requirements, executive level employees should have a break of at least 8 hours plus reasonable travelling time, between ceasing work on one day and commencing work the next day. 113. an executive level employee will have reasonable access to time off. time off is not intended to compensate for additional hours worked on a one for one basis. 114. further information about time off for executive level employees can be found in accc policy.
ACCC Enterprise Agreement (EA) 2016-2019.txt1836travelof at least 8 hours plus reasonable travelling time, between ceasing work on one day and commencing work the next day. 113. an executive level employee will have reasonable access to time off. time off is not intended to compensate for additional hours worked on a one for one basis. 114. further information about time off for executive level employees can be found in accc policy. part-time work 115. an employee who enters into an agreement with the delegate to work fewer hours than the standard working hours (known as a part-time working arrangement) is a part-time employee. 116. the remuneration and other benefits of a part-time employee will be calculated on a pro rata basis except for the entitlements in the allowances section of part 6 of this agreement, where a part-time employee will receive the same amount as a full-time employee. 117. an employee may:
ACCC Enterprise Agreement (EA) 2016-2019.txt1886flextimepart-time aps 1-6 employees may participate in the flextime scheme by arrangement with their manager. flextime cannot be used to vary a part-time employee’s hours without the employee’s consent. 121. further information about part-time working arrangements can be found in accc policy. parental leave 122. an employee will have access to a flexible working arrangement consistent with clause 90 of this agreement at any time in the 6 week period prior to the birth of the employee’s child, provided the employee has a medical certificate indicating fitness enterprise agreement—part 4: flexible working conditions 21 for duty. if an employee chooses to work part-time hours (as opposed to using one of the other flexibility options that are available to the employee) in the period immediately prior to commencing parental leave, it will impact the rate of parental leave paid to the employee. 123. an employee returning from parental leave or supporting partner’s leave: (a) will have access to part-time work (b) may request a reversion to full time hours within the period of their part-time agreement
ACCC Enterprise Agreement (EA) 2016-2019.txt1887flextimewith their manager. flextime cannot be used to vary a part-time employee’s hours without the employee’s consent. 121. further information about part-time working arrangements can be found in accc policy. parental leave 122. an employee will have access to a flexible working arrangement consistent with clause 90 of this agreement at any time in the 6 week period prior to the birth of the employee’s child, provided the employee has a medical certificate indicating fitness enterprise agreement—part 4: flexible working conditions 21 for duty. if an employee chooses to work part-time hours (as opposed to using one of the other flexibility options that are available to the employee) in the period immediately prior to commencing parental leave, it will impact the rate of parental leave paid to the employee. 123. an employee returning from parental leave or supporting partner’s leave: (a) will have access to part-time work (b) may request a reversion to full time hours within the period of their part-time agreement (c) may request variation of part-time hours.
ACCC Enterprise Agreement (EA) 2016-2019.txt1895parental leaveparental leave 122. an employee will have access to a flexible working arrangement consistent with clause 90 of this agreement at any time in the 6 week period prior to the birth of the employee’s child, provided the employee has a medical certificate indicating fitness enterprise agreement—part 4: flexible working conditions 21 for duty. if an employee chooses to work part-time hours (as opposed to using one of the other flexibility options that are available to the employee) in the period immediately prior to commencing parental leave, it will impact the rate of parental leave paid to the employee. 123. an employee returning from parental leave or supporting partner’s leave: (a) will have access to part-time work (b) may request a reversion to full time hours within the period of their part-time agreement (c) may request variation of part-time hours. see clauses 117-119 for further information. enterprise agreement—part 4: flexible working conditions 22 part 5: leave annual leave
ACCC Enterprise Agreement (EA) 2016-2019.txt1908parental leaveimmediately prior to commencing parental leave, it will impact the rate of parental leave paid to the employee. 123. an employee returning from parental leave or supporting partner’s leave: (a) will have access to part-time work (b) may request a reversion to full time hours within the period of their part-time agreement (c) may request variation of part-time hours. see clauses 117-119 for further information. enterprise agreement—part 4: flexible working conditions 22 part 5: leave annual leave accrual 124. annual leave will accrue progressively at a rate of 148:20 hours per year of service for a full time employee and on a pro rata basis for a part-time employee. 125. an employee who has received compensation for a total of 45 weeks will accrue annual leave credits on a pro rata basis for hours actually worked. approval 126.
ACCC Enterprise Agreement (EA) 2016-2019.txt1912parental leavean employee returning from parental leave or supporting partner’s leave: (a) will have access to part-time work (b) may request a reversion to full time hours within the period of their part-time agreement (c) may request variation of part-time hours. see clauses 117-119 for further information. enterprise agreement—part 4: flexible working conditions 22 part 5: leave annual leave accrual 124. annual leave will accrue progressively at a rate of 148:20 hours per year of service for a full time employee and on a pro rata basis for a part-time employee. 125. an employee who has received compensation for a total of 45 weeks will accrue annual leave credits on a pro rata basis for hours actually worked. approval 126. annual leave can be taken as it accrues, subject to the approval of an employee’s manager. such approval will not be unreasonably withheld.
ACCC Enterprise Agreement (EA) 2016-2019.txt1954long service leavecombination of annual leave, purchased leave or long service leave (b) the employee’s annual leave balance will be no less than 20 days following the cash out and (c) the employee has not cashed out annual leave in the 12 months prior to the cash out date. 129. the amount payable on cash out will be the full amount that the employee would have been paid had they taken the annual leave. 130. an employee must enter into a new agreement and meet the same conditions outlined in clause 128 each time they wish to cash out annual leave. annual leave at half pay 131. subject to the agreement of the employee’s manager, an employee may elect to take annual leave at half pay provided the leave request is for 5 days (equivalent of 2.5 annual leave credits, pro-rated for part-time employees) or longer. if approved, annual leave credits will only be deducted for half of the leave duration. 132. annual leave taken at half pay counts as service. excess annual leave 133.
ACCC Enterprise Agreement (EA) 2016-2019.txt2007parental leavecombining annual leave with parental leave or • using annual leave for study purposes. 135. if an employee fails to reach an agreement or comply with an agreement as required by clause 133 or 134, the employee may be directed to take leave until their annual leave balance is less than 55 days. 136. further information can be found in accc policy. purchased leave 137. an ongoing employee may apply to their manager for up to 4 weeks of purchased leave. a manager may permit an employee to purchase more than 4 weeks of leave in exceptional circumstances. further information on purchased leave can be found in accc policy. 138. purchased leave must be taken within 26 pays of the date on which it was purchased. personal leave definition of personal leave
ACCC Enterprise Agreement (EA) 2016-2019.txt2154long service leavean employee on annual leave or long service leave who: (a) satisfies the definition of sick/carer’s leave in clause 139 produces satisfactory medical evidence (b) satisfies the definition of compassionate leave in clause 139 or enterprise agreement—part 5: leave 25 (c) is on another form of leave provided for by the national employment standards in the fair work act (including an absence for a community service activity under section 108) but is not on unpaid parental leave may apply for personal leave to be approved for that period instead of the annual or long service leave previously approved. annual leave or long service leave will be recredited for the period of personal leave granted. 153. an employee is not entitled to paid personal leave while taking parental leave or supporting partner’s leave, unless otherwise permitted by legislation. long service leave 154. an employee is eligible for long service leave in accordance with the long service leave (commonwealth employees) act 1976. 155. the minimum period of long service leave which will be granted is 7 calendar days at full pay or 14 days at half-pay, per occasion.
ACCC Enterprise Agreement (EA) 2016-2019.txt2165parental leavesection 108) but is not on unpaid parental leave may apply for personal leave to be approved for that period instead of the annual or long service leave previously approved. annual leave or long service leave will be recredited for the period of personal leave granted. 153. an employee is not entitled to paid personal leave while taking parental leave or supporting partner’s leave, unless otherwise permitted by legislation. long service leave 154. an employee is eligible for long service leave in accordance with the long service leave (commonwealth employees) act 1976. 155. the minimum period of long service leave which will be granted is 7 calendar days at full pay or 14 days at half-pay, per occasion. 156. long service leave cannot be broken by other forms of leave unless required by legislation. parental leave 157. employees (other than casual employees) who are pregnant, or who have given birth are covered by the provisions of the maternity leave (commonwealth employees) act 1973 (the maternity leave act).
ACCC Enterprise Agreement (EA) 2016-2019.txt2167long service leavelong service leave previously approved. annual leave or long service leave will be recredited for the period of personal leave granted. 153. an employee is not entitled to paid personal leave while taking parental leave or supporting partner’s leave, unless otherwise permitted by legislation. long service leave 154. an employee is eligible for long service leave in accordance with the long service leave (commonwealth employees) act 1976. 155. the minimum period of long service leave which will be granted is 7 calendar days at full pay or 14 days at half-pay, per occasion. 156. long service leave cannot be broken by other forms of leave unless required by legislation. parental leave 157. employees (other than casual employees) who are pregnant, or who have given birth are covered by the provisions of the maternity leave (commonwealth employees) act 1973 (the maternity leave act). 158.
ACCC Enterprise Agreement (EA) 2016-2019.txt2170parental leavean employee is not entitled to paid personal leave while taking parental leave or supporting partner’s leave, unless otherwise permitted by legislation. long service leave 154. an employee is eligible for long service leave in accordance with the long service leave (commonwealth employees) act 1976. 155. the minimum period of long service leave which will be granted is 7 calendar days at full pay or 14 days at half-pay, per occasion. 156. long service leave cannot be broken by other forms of leave unless required by legislation. parental leave 157. employees (other than casual employees) who are pregnant, or who have given birth are covered by the provisions of the maternity leave (commonwealth employees) act 1973 (the maternity leave act). 158. employees with an entitlement to paid leave under the maternity leave act are provided with an additional 4 weeks of paid parental leave, to be taken continuous
ACCC Enterprise Agreement (EA) 2016-2019.txt2173long service leavelong service leave 154. an employee is eligible for long service leave in accordance with the long service leave (commonwealth employees) act 1976. 155. the minimum period of long service leave which will be granted is 7 calendar days at full pay or 14 days at half-pay, per occasion. 156. long service leave cannot be broken by other forms of leave unless required by legislation. parental leave 157. employees (other than casual employees) who are pregnant, or who have given birth are covered by the provisions of the maternity leave (commonwealth employees) act 1973 (the maternity leave act). 158. employees with an entitlement to paid leave under the maternity leave act are provided with an additional 4 weeks of paid parental leave, to be taken continuous with the entitlement to paid maternity leave provided by the maternity leave act. 159.
ACCC Enterprise Agreement (EA) 2016-2019.txt2176long service leavean employee is eligible for long service leave in accordance with the long service leave (commonwealth employees) act 1976. 155. the minimum period of long service leave which will be granted is 7 calendar days at full pay or 14 days at half-pay, per occasion. 156. long service leave cannot be broken by other forms of leave unless required by legislation. parental leave 157. employees (other than casual employees) who are pregnant, or who have given birth are covered by the provisions of the maternity leave (commonwealth employees) act 1973 (the maternity leave act). 158. employees with an entitlement to paid leave under the maternity leave act are provided with an additional 4 weeks of paid parental leave, to be taken continuous with the entitlement to paid maternity leave provided by the maternity leave act. 159. employees who adopt or are the primary caregiver for a permanently fostered child are entitled to up to 52 weeks of parental leave. for primary caregivers, up to 16
ACCC Enterprise Agreement (EA) 2016-2019.txt2181long service leavethe minimum period of long service leave which will be granted is 7 calendar days at full pay or 14 days at half-pay, per occasion. 156. long service leave cannot be broken by other forms of leave unless required by legislation. parental leave 157. employees (other than casual employees) who are pregnant, or who have given birth are covered by the provisions of the maternity leave (commonwealth employees) act 1973 (the maternity leave act). 158. employees with an entitlement to paid leave under the maternity leave act are provided with an additional 4 weeks of paid parental leave, to be taken continuous with the entitlement to paid maternity leave provided by the maternity leave act. 159. employees who adopt or are the primary caregiver for a permanently fostered child are entitled to up to 52 weeks of parental leave. for primary caregivers, up to 16 weeks of that leave will be paid leave, commencing from the time of placement of the child, provided the employee satisfies the same qualifying requirements as those required to receive paid leave in accordance with the maternity leave act. 160.
ACCC Enterprise Agreement (EA) 2016-2019.txt2186long service leavelong service leave cannot be broken by other forms of leave unless required by legislation. parental leave 157. employees (other than casual employees) who are pregnant, or who have given birth are covered by the provisions of the maternity leave (commonwealth employees) act 1973 (the maternity leave act). 158. employees with an entitlement to paid leave under the maternity leave act are provided with an additional 4 weeks of paid parental leave, to be taken continuous with the entitlement to paid maternity leave provided by the maternity leave act. 159. employees who adopt or are the primary caregiver for a permanently fostered child are entitled to up to 52 weeks of parental leave. for primary caregivers, up to 16 weeks of that leave will be paid leave, commencing from the time of placement of the child, provided the employee satisfies the same qualifying requirements as those required to receive paid leave in accordance with the maternity leave act. 160. employees are entitled to parental leave for adoption or permanent foster care when that child: (a) is under 16 years of age (b) has not, or will not have, lived continuously with the employee for a period of 6
ACCC Enterprise Agreement (EA) 2016-2019.txt2189parental leaveparental leave 157. employees (other than casual employees) who are pregnant, or who have given birth are covered by the provisions of the maternity leave (commonwealth employees) act 1973 (the maternity leave act). 158. employees with an entitlement to paid leave under the maternity leave act are provided with an additional 4 weeks of paid parental leave, to be taken continuous with the entitlement to paid maternity leave provided by the maternity leave act. 159. employees who adopt or are the primary caregiver for a permanently fostered child are entitled to up to 52 weeks of parental leave. for primary caregivers, up to 16 weeks of that leave will be paid leave, commencing from the time of placement of the child, provided the employee satisfies the same qualifying requirements as those required to receive paid leave in accordance with the maternity leave act. 160. employees are entitled to parental leave for adoption or permanent foster care when that child: (a) is under 16 years of age (b) has not, or will not have, lived continuously with the employee for a period of 6 months or more as at the day (or expected day) of placement and (c) is not (otherwise than because of the adoption) a child of the employee or the employee’s spouse/partner.
ACCC Enterprise Agreement (EA) 2016-2019.txt2193maternity leaveare covered by the provisions of the maternity leave (commonwealth employees) act 1973 (the maternity leave act). 158. employees with an entitlement to paid leave under the maternity leave act are provided with an additional 4 weeks of paid parental leave, to be taken continuous with the entitlement to paid maternity leave provided by the maternity leave act. 159. employees who adopt or are the primary caregiver for a permanently fostered child are entitled to up to 52 weeks of parental leave. for primary caregivers, up to 16 weeks of that leave will be paid leave, commencing from the time of placement of the child, provided the employee satisfies the same qualifying requirements as those required to receive paid leave in accordance with the maternity leave act. 160. employees are entitled to parental leave for adoption or permanent foster care when that child: (a) is under 16 years of age (b) has not, or will not have, lived continuously with the employee for a period of 6 months or more as at the day (or expected day) of placement and (c) is not (otherwise than because of the adoption) a child of the employee or the employee’s spouse/partner. 161. documentary evidence of approval for adoption or enduring parental responsibilities
ACCC Enterprise Agreement (EA) 2016-2019.txt2194maternity leaveact 1973 (the maternity leave act). 158. employees with an entitlement to paid leave under the maternity leave act are provided with an additional 4 weeks of paid parental leave, to be taken continuous with the entitlement to paid maternity leave provided by the maternity leave act. 159. employees who adopt or are the primary caregiver for a permanently fostered child are entitled to up to 52 weeks of parental leave. for primary caregivers, up to 16 weeks of that leave will be paid leave, commencing from the time of placement of the child, provided the employee satisfies the same qualifying requirements as those required to receive paid leave in accordance with the maternity leave act. 160. employees are entitled to parental leave for adoption or permanent foster care when that child: (a) is under 16 years of age (b) has not, or will not have, lived continuously with the employee for a period of 6 months or more as at the day (or expected day) of placement and (c) is not (otherwise than because of the adoption) a child of the employee or the employee’s spouse/partner. 161. documentary evidence of approval for adoption or enduring parental responsibilities under formal fostering arrangements must be submitted when applying for parental
ACCC Enterprise Agreement (EA) 2016-2019.txt2198maternity leaveemployees with an entitlement to paid leave under the maternity leave act are provided with an additional 4 weeks of paid parental leave, to be taken continuous with the entitlement to paid maternity leave provided by the maternity leave act. 159. employees who adopt or are the primary caregiver for a permanently fostered child are entitled to up to 52 weeks of parental leave. for primary caregivers, up to 16 weeks of that leave will be paid leave, commencing from the time of placement of the child, provided the employee satisfies the same qualifying requirements as those required to receive paid leave in accordance with the maternity leave act. 160. employees are entitled to parental leave for adoption or permanent foster care when that child: (a) is under 16 years of age (b) has not, or will not have, lived continuously with the employee for a period of 6 months or more as at the day (or expected day) of placement and (c) is not (otherwise than because of the adoption) a child of the employee or the employee’s spouse/partner. 161. documentary evidence of approval for adoption or enduring parental responsibilities under formal fostering arrangements must be submitted when applying for parental leave for adoption or permanent foster carer purposes. 162.
ACCC Enterprise Agreement (EA) 2016-2019.txt2199parental leaveprovided with an additional 4 weeks of paid parental leave, to be taken continuous with the entitlement to paid maternity leave provided by the maternity leave act. 159. employees who adopt or are the primary caregiver for a permanently fostered child are entitled to up to 52 weeks of parental leave. for primary caregivers, up to 16 weeks of that leave will be paid leave, commencing from the time of placement of the child, provided the employee satisfies the same qualifying requirements as those required to receive paid leave in accordance with the maternity leave act. 160. employees are entitled to parental leave for adoption or permanent foster care when that child: (a) is under 16 years of age (b) has not, or will not have, lived continuously with the employee for a period of 6 months or more as at the day (or expected day) of placement and (c) is not (otherwise than because of the adoption) a child of the employee or the employee’s spouse/partner. 161. documentary evidence of approval for adoption or enduring parental responsibilities under formal fostering arrangements must be submitted when applying for parental leave for adoption or permanent foster carer purposes. 162. an employee who has insufficient annual leave credits may take 2 days unpaid preadoption leave or pre-foster carer’s leave to attend interviews or examinations
ACCC Enterprise Agreement (EA) 2016-2019.txt2200maternity leavewith the entitlement to paid maternity leave provided by the maternity leave act. 159. employees who adopt or are the primary caregiver for a permanently fostered child are entitled to up to 52 weeks of parental leave. for primary caregivers, up to 16 weeks of that leave will be paid leave, commencing from the time of placement of the child, provided the employee satisfies the same qualifying requirements as those required to receive paid leave in accordance with the maternity leave act. 160. employees are entitled to parental leave for adoption or permanent foster care when that child: (a) is under 16 years of age (b) has not, or will not have, lived continuously with the employee for a period of 6 months or more as at the day (or expected day) of placement and (c) is not (otherwise than because of the adoption) a child of the employee or the employee’s spouse/partner. 161. documentary evidence of approval for adoption or enduring parental responsibilities under formal fostering arrangements must be submitted when applying for parental leave for adoption or permanent foster carer purposes. 162. an employee who has insufficient annual leave credits may take 2 days unpaid preadoption leave or pre-foster carer’s leave to attend interviews or examinations required to obtain approval to adopt or foster a child.
ACCC Enterprise Agreement (EA) 2016-2019.txt2205parental leaveare entitled to up to 52 weeks of parental leave. for primary caregivers, up to 16 weeks of that leave will be paid leave, commencing from the time of placement of the child, provided the employee satisfies the same qualifying requirements as those required to receive paid leave in accordance with the maternity leave act. 160. employees are entitled to parental leave for adoption or permanent foster care when that child: (a) is under 16 years of age (b) has not, or will not have, lived continuously with the employee for a period of 6 months or more as at the day (or expected day) of placement and (c) is not (otherwise than because of the adoption) a child of the employee or the employee’s spouse/partner. 161. documentary evidence of approval for adoption or enduring parental responsibilities under formal fostering arrangements must be submitted when applying for parental leave for adoption or permanent foster carer purposes. 162. an employee who has insufficient annual leave credits may take 2 days unpaid preadoption leave or pre-foster carer’s leave to attend interviews or examinations required to obtain approval to adopt or foster a child. 163. employees who are eligible for paid parental leave may elect to have the payment for that leave spread over a maximum of 32 weeks at a rate no less than half their
ACCC Enterprise Agreement (EA) 2016-2019.txt2208maternity leaverequired to receive paid leave in accordance with the maternity leave act. 160. employees are entitled to parental leave for adoption or permanent foster care when that child: (a) is under 16 years of age (b) has not, or will not have, lived continuously with the employee for a period of 6 months or more as at the day (or expected day) of placement and (c) is not (otherwise than because of the adoption) a child of the employee or the employee’s spouse/partner. 161. documentary evidence of approval for adoption or enduring parental responsibilities under formal fostering arrangements must be submitted when applying for parental leave for adoption or permanent foster carer purposes. 162. an employee who has insufficient annual leave credits may take 2 days unpaid preadoption leave or pre-foster carer’s leave to attend interviews or examinations required to obtain approval to adopt or foster a child. 163. employees who are eligible for paid parental leave may elect to have the payment for that leave spread over a maximum of 32 weeks at a rate no less than half their enterprise agreement—part 5: leave
ACCC Enterprise Agreement (EA) 2016-2019.txt2212parental leaveemployees are entitled to parental leave for adoption or permanent foster care when that child: (a) is under 16 years of age (b) has not, or will not have, lived continuously with the employee for a period of 6 months or more as at the day (or expected day) of placement and (c) is not (otherwise than because of the adoption) a child of the employee or the employee’s spouse/partner. 161. documentary evidence of approval for adoption or enduring parental responsibilities under formal fostering arrangements must be submitted when applying for parental leave for adoption or permanent foster carer purposes. 162. an employee who has insufficient annual leave credits may take 2 days unpaid preadoption leave or pre-foster carer’s leave to attend interviews or examinations required to obtain approval to adopt or foster a child. 163. employees who are eligible for paid parental leave may elect to have the payment for that leave spread over a maximum of 32 weeks at a rate no less than half their enterprise agreement—part 5: leave 26 normal salary. where payment is spread over a longer period, a maximum of 16 weeks of the leave period will count as service.
ACCC Enterprise Agreement (EA) 2016-2019.txt2233parental leaveemployees who are eligible for paid parental leave may elect to have the payment for that leave spread over a maximum of 32 weeks at a rate no less than half their enterprise agreement—part 5: leave 26 normal salary. where payment is spread over a longer period, a maximum of 16 weeks of the leave period will count as service. 164. on ending the initial 52 weeks of maternity or parental leave, employees may request an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial 52 week leave period. 165. unpaid parental leave will not count as service, except for any unpaid leave taken during the first 16 weeks of maternity or parental leave. 166. an employee who is a member of an accumulation superannuation fund will be paid the employer superannuation contribution they were entitled to on their last day of work before commencing maternity or parental leave until the final day of the second period of unpaid parental leave provided for in clause 164. 167.
ACCC Enterprise Agreement (EA) 2016-2019.txt2244parental leaveon ending the initial 52 weeks of maternity or parental leave, employees may request an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial 52 week leave period. 165. unpaid parental leave will not count as service, except for any unpaid leave taken during the first 16 weeks of maternity or parental leave. 166. an employee who is a member of an accumulation superannuation fund will be paid the employer superannuation contribution they were entitled to on their last day of work before commencing maternity or parental leave until the final day of the second period of unpaid parental leave provided for in clause 164. 167. this leave is inclusive of public holidays and will not be extended because a public holiday falls during a period of paid or unpaid parental leave. 168. on ending parental leave, employees: (a) will have access to part-time work (b) may request a reversion to full time hours within the period of their part-time agreement (c) may request variation of part-time hours. see clauses 117-119 for further information.
ACCC Enterprise Agreement (EA) 2016-2019.txt2245parental leavean extension of unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial 52 week leave period. 165. unpaid parental leave will not count as service, except for any unpaid leave taken during the first 16 weeks of maternity or parental leave. 166. an employee who is a member of an accumulation superannuation fund will be paid the employer superannuation contribution they were entitled to on their last day of work before commencing maternity or parental leave until the final day of the second period of unpaid parental leave provided for in clause 164. 167. this leave is inclusive of public holidays and will not be extended because a public holiday falls during a period of paid or unpaid parental leave. 168. on ending parental leave, employees: (a) will have access to part-time work (b) may request a reversion to full time hours within the period of their part-time agreement (c) may request variation of part-time hours. see clauses 117-119 for further information.
ACCC Enterprise Agreement (EA) 2016-2019.txt2251parental leaveunpaid parental leave will not count as service, except for any unpaid leave taken during the first 16 weeks of maternity or parental leave. 166. an employee who is a member of an accumulation superannuation fund will be paid the employer superannuation contribution they were entitled to on their last day of work before commencing maternity or parental leave until the final day of the second period of unpaid parental leave provided for in clause 164. 167. this leave is inclusive of public holidays and will not be extended because a public holiday falls during a period of paid or unpaid parental leave. 168. on ending parental leave, employees: (a) will have access to part-time work (b) may request a reversion to full time hours within the period of their part-time agreement (c) may request variation of part-time hours. see clauses 117-119 for further information. supporting partner’s leave 169. an employee with 12 months continuous service in the aps who is not the primary care giver to a dependent child may take up to 15 days paid supporting partner’s leave. if an employee wishes to extend their supporting partner’s leave, they may
ACCC Enterprise Agreement (EA) 2016-2019.txt2252parental leaveduring the first 16 weeks of maternity or parental leave. 166. an employee who is a member of an accumulation superannuation fund will be paid the employer superannuation contribution they were entitled to on their last day of work before commencing maternity or parental leave until the final day of the second period of unpaid parental leave provided for in clause 164. 167. this leave is inclusive of public holidays and will not be extended because a public holiday falls during a period of paid or unpaid parental leave. 168. on ending parental leave, employees: (a) will have access to part-time work (b) may request a reversion to full time hours within the period of their part-time agreement (c) may request variation of part-time hours. see clauses 117-119 for further information. supporting partner’s leave 169. an employee with 12 months continuous service in the aps who is not the primary care giver to a dependent child may take up to 15 days paid supporting partner’s leave. if an employee wishes to extend their supporting partner’s leave, they may take up to 5 days of personal leave.
ACCC Enterprise Agreement (EA) 2016-2019.txt2258parental leavework before commencing maternity or parental leave until the final day of the second period of unpaid parental leave provided for in clause 164. 167. this leave is inclusive of public holidays and will not be extended because a public holiday falls during a period of paid or unpaid parental leave. 168. on ending parental leave, employees: (a) will have access to part-time work (b) may request a reversion to full time hours within the period of their part-time agreement (c) may request variation of part-time hours. see clauses 117-119 for further information. supporting partner’s leave 169. an employee with 12 months continuous service in the aps who is not the primary care giver to a dependent child may take up to 15 days paid supporting partner’s leave. if an employee wishes to extend their supporting partner’s leave, they may take up to 5 days of personal leave. 170. an employee without 12 months continuous service in the aps who is not the primary care giver to a dependent child may take up to 5 days of personal leave.
ACCC Enterprise Agreement (EA) 2016-2019.txt2259parental leaveperiod of unpaid parental leave provided for in clause 164. 167. this leave is inclusive of public holidays and will not be extended because a public holiday falls during a period of paid or unpaid parental leave. 168. on ending parental leave, employees: (a) will have access to part-time work (b) may request a reversion to full time hours within the period of their part-time agreement (c) may request variation of part-time hours. see clauses 117-119 for further information. supporting partner’s leave 169. an employee with 12 months continuous service in the aps who is not the primary care giver to a dependent child may take up to 15 days paid supporting partner’s leave. if an employee wishes to extend their supporting partner’s leave, they may take up to 5 days of personal leave. 170. an employee without 12 months continuous service in the aps who is not the primary care giver to a dependent child may take up to 5 days of personal leave. 171.
ACCC Enterprise Agreement (EA) 2016-2019.txt2264parental leaveholiday falls during a period of paid or unpaid parental leave. 168. on ending parental leave, employees: (a) will have access to part-time work (b) may request a reversion to full time hours within the period of their part-time agreement (c) may request variation of part-time hours. see clauses 117-119 for further information. supporting partner’s leave 169. an employee with 12 months continuous service in the aps who is not the primary care giver to a dependent child may take up to 15 days paid supporting partner’s leave. if an employee wishes to extend their supporting partner’s leave, they may take up to 5 days of personal leave. 170. an employee without 12 months continuous service in the aps who is not the primary care giver to a dependent child may take up to 5 days of personal leave. 171. supporting partner’s leave is to be taken within 6 weeks of: • the date of the birth
ACCC Enterprise Agreement (EA) 2016-2019.txt2268parental leaveon ending parental leave, employees: (a) will have access to part-time work (b) may request a reversion to full time hours within the period of their part-time agreement (c) may request variation of part-time hours. see clauses 117-119 for further information. supporting partner’s leave 169. an employee with 12 months continuous service in the aps who is not the primary care giver to a dependent child may take up to 15 days paid supporting partner’s leave. if an employee wishes to extend their supporting partner’s leave, they may take up to 5 days of personal leave. 170. an employee without 12 months continuous service in the aps who is not the primary care giver to a dependent child may take up to 5 days of personal leave. 171. supporting partner’s leave is to be taken within 6 weeks of: • the date of the birth • the adoption of the dependent child or
ACCC Enterprise Agreement (EA) 2016-2019.txt2478long service leavethe employee is absent on long service leave at half pay, the payment for the day will also be at half pay). christmas shutdown 193. accc will shut down at noon on the last working day before christmas day and reopen on the first working day after new year’s day. 194. payment for absences on working days during christmas shutdown will be made in accordance with an employee’s usual ordinary hours of work for that day. however, where an employee would otherwise be absent on leave on that day, the rate of payment will be in accordance with the payment for that leave entitlement. 195. an employee required to work during the christmas shutdown will be paid at overtime rates at a rate of one and one half. enterprise agreement—part 5: leave 29 196. where a part-time employee is not rostered to work during any portion of the shutdown period, the employee may elect to take the equivalent time off by agreement with their manager.
ACCC Enterprise Agreement (EA) 2016-2019.txt2495overtimean employee required to work during the christmas shutdown will be paid at overtime rates at a rate of one and one half. enterprise agreement—part 5: leave 29 196. where a part-time employee is not rostered to work during any portion of the shutdown period, the employee may elect to take the equivalent time off by agreement with their manager. portability of leave 197. where an employee moves into the accc (including on promotion or for an agreed period) from another agency where they were an ongoing aps employee, the employee’s unused accrued annual leave and personal leave (however described) will be transferred, provided there is no break in continuity of service. 198. where an employee is engaged by the accc immediately following a period of ongoing employment in the parliamentary service or the act government service, the employee’s unused accrued annual leave and personal leave (however described) will be recognised unless the employee received payment in lieu of those entitlements on termination of employment. 199.
ACCC Enterprise Agreement (EA) 2016-2019.txt2555overtimeovertime 203. a full-time employee with a classification of aps 6 or below will be paid overtime when directed by their manager to work outside standard working hours. international travel does not attract overtime. where operational requirements do not permit prior direction, overtime can be subsequently approved by the employee’s manager. further information about overtime can be found in accc policy. 204. a part-time employee with a classification of aps 6 or below will be paid overtime when directed by their manager to work: (a) outside the employee’s agreed hours or (b) more than the total number of agreed hours in the employee’s settlement period. 205. where overtime is continuous with ordinary duty, overtime will be paid for actual time worked. if overtime is not continuous with ordinary duty, an employee will paid a minimum of 2 hours of overtime. 206. subject to clauses 210-212, overtime is calculated at the multiplier of time and one half of the employee’s salary. 207. where an employee works any period of overtime, the employee is entitled to an 8
ACCC Enterprise Agreement (EA) 2016-2019.txt2558overtimea full-time employee with a classification of aps 6 or below will be paid overtime when directed by their manager to work outside standard working hours. international travel does not attract overtime. where operational requirements do not permit prior direction, overtime can be subsequently approved by the employee’s manager. further information about overtime can be found in accc policy. 204. a part-time employee with a classification of aps 6 or below will be paid overtime when directed by their manager to work: (a) outside the employee’s agreed hours or (b) more than the total number of agreed hours in the employee’s settlement period. 205. where overtime is continuous with ordinary duty, overtime will be paid for actual time worked. if overtime is not continuous with ordinary duty, an employee will paid a minimum of 2 hours of overtime. 206. subject to clauses 210-212, overtime is calculated at the multiplier of time and one half of the employee’s salary. 207. where an employee works any period of overtime, the employee is entitled to an 8 hour break plus actual travelling time (break following overtime) before recommencing work without any loss of pay. where a break following overtime is not possible due to operational requirements, the employee will be paid at the multiplier
ACCC Enterprise Agreement (EA) 2016-2019.txt2560traveltravel does not attract overtime. where operational requirements do not permit prior direction, overtime can be subsequently approved by the employee’s manager. further information about overtime can be found in accc policy. 204. a part-time employee with a classification of aps 6 or below will be paid overtime when directed by their manager to work: (a) outside the employee’s agreed hours or (b) more than the total number of agreed hours in the employee’s settlement period. 205. where overtime is continuous with ordinary duty, overtime will be paid for actual time worked. if overtime is not continuous with ordinary duty, an employee will paid a minimum of 2 hours of overtime. 206. subject to clauses 210-212, overtime is calculated at the multiplier of time and one half of the employee’s salary. 207. where an employee works any period of overtime, the employee is entitled to an 8 hour break plus actual travelling time (break following overtime) before recommencing work without any loss of pay. where a break following overtime is not possible due to operational requirements, the employee will be paid at the multiplier of time and one half for work at any time until the employee is able to take their break following overtime.
ACCC Enterprise Agreement (EA) 2016-2019.txt2560overtimetravel does not attract overtime. where operational requirements do not permit prior direction, overtime can be subsequently approved by the employee’s manager. further information about overtime can be found in accc policy. 204. a part-time employee with a classification of aps 6 or below will be paid overtime when directed by their manager to work: (a) outside the employee’s agreed hours or (b) more than the total number of agreed hours in the employee’s settlement period. 205. where overtime is continuous with ordinary duty, overtime will be paid for actual time worked. if overtime is not continuous with ordinary duty, an employee will paid a minimum of 2 hours of overtime. 206. subject to clauses 210-212, overtime is calculated at the multiplier of time and one half of the employee’s salary. 207. where an employee works any period of overtime, the employee is entitled to an 8 hour break plus actual travelling time (break following overtime) before recommencing work without any loss of pay. where a break following overtime is not possible due to operational requirements, the employee will be paid at the multiplier of time and one half for work at any time until the employee is able to take their break following overtime.
ACCC Enterprise Agreement (EA) 2016-2019.txt2561overtimedirection, overtime can be subsequently approved by the employee’s manager. further information about overtime can be found in accc policy. 204. a part-time employee with a classification of aps 6 or below will be paid overtime when directed by their manager to work: (a) outside the employee’s agreed hours or (b) more than the total number of agreed hours in the employee’s settlement period. 205. where overtime is continuous with ordinary duty, overtime will be paid for actual time worked. if overtime is not continuous with ordinary duty, an employee will paid a minimum of 2 hours of overtime. 206. subject to clauses 210-212, overtime is calculated at the multiplier of time and one half of the employee’s salary. 207. where an employee works any period of overtime, the employee is entitled to an 8 hour break plus actual travelling time (break following overtime) before recommencing work without any loss of pay. where a break following overtime is not possible due to operational requirements, the employee will be paid at the multiplier of time and one half for work at any time until the employee is able to take their break following overtime.
ACCC Enterprise Agreement (EA) 2016-2019.txt2562overtimefurther information about overtime can be found in accc policy. 204. a part-time employee with a classification of aps 6 or below will be paid overtime when directed by their manager to work: (a) outside the employee’s agreed hours or (b) more than the total number of agreed hours in the employee’s settlement period. 205. where overtime is continuous with ordinary duty, overtime will be paid for actual time worked. if overtime is not continuous with ordinary duty, an employee will paid a minimum of 2 hours of overtime. 206. subject to clauses 210-212, overtime is calculated at the multiplier of time and one half of the employee’s salary. 207. where an employee works any period of overtime, the employee is entitled to an 8 hour break plus actual travelling time (break following overtime) before recommencing work without any loss of pay. where a break following overtime is not possible due to operational requirements, the employee will be paid at the multiplier of time and one half for work at any time until the employee is able to take their break following overtime. 208.
ACCC Enterprise Agreement (EA) 2016-2019.txt2566overtimea part-time employee with a classification of aps 6 or below will be paid overtime when directed by their manager to work: (a) outside the employee’s agreed hours or (b) more than the total number of agreed hours in the employee’s settlement period. 205. where overtime is continuous with ordinary duty, overtime will be paid for actual time worked. if overtime is not continuous with ordinary duty, an employee will paid a minimum of 2 hours of overtime. 206. subject to clauses 210-212, overtime is calculated at the multiplier of time and one half of the employee’s salary. 207. where an employee works any period of overtime, the employee is entitled to an 8 hour break plus actual travelling time (break following overtime) before recommencing work without any loss of pay. where a break following overtime is not possible due to operational requirements, the employee will be paid at the multiplier of time and one half for work at any time until the employee is able to take their break following overtime. 208. an employee will be provided with a taxi voucher or other reimbursement for taxi travel to and from their home where necessary.
ACCC Enterprise Agreement (EA) 2016-2019.txt2573overtimewhere overtime is continuous with ordinary duty, overtime will be paid for actual time worked. if overtime is not continuous with ordinary duty, an employee will paid a minimum of 2 hours of overtime. 206. subject to clauses 210-212, overtime is calculated at the multiplier of time and one half of the employee’s salary. 207. where an employee works any period of overtime, the employee is entitled to an 8 hour break plus actual travelling time (break following overtime) before recommencing work without any loss of pay. where a break following overtime is not possible due to operational requirements, the employee will be paid at the multiplier of time and one half for work at any time until the employee is able to take their break following overtime. 208. an employee will be provided with a taxi voucher or other reimbursement for taxi travel to and from their home where necessary. 209. an employee should have a break after each five hours of work. 210. where an employee has been directed by their manager to work more than 15 hours
ACCC Enterprise Agreement (EA) 2016-2019.txt2574overtimeworked. if overtime is not continuous with ordinary duty, an employee will paid a minimum of 2 hours of overtime. 206. subject to clauses 210-212, overtime is calculated at the multiplier of time and one half of the employee’s salary. 207. where an employee works any period of overtime, the employee is entitled to an 8 hour break plus actual travelling time (break following overtime) before recommencing work without any loss of pay. where a break following overtime is not possible due to operational requirements, the employee will be paid at the multiplier of time and one half for work at any time until the employee is able to take their break following overtime. 208. an employee will be provided with a taxi voucher or other reimbursement for taxi travel to and from their home where necessary. 209. an employee should have a break after each five hours of work. 210. where an employee has been directed by their manager to work more than 15 hours of overtime in any 7 day period, the full period of overtime will be paid at the multiplier
ACCC Enterprise Agreement (EA) 2016-2019.txt2575overtimeminimum of 2 hours of overtime. 206. subject to clauses 210-212, overtime is calculated at the multiplier of time and one half of the employee’s salary. 207. where an employee works any period of overtime, the employee is entitled to an 8 hour break plus actual travelling time (break following overtime) before recommencing work without any loss of pay. where a break following overtime is not possible due to operational requirements, the employee will be paid at the multiplier of time and one half for work at any time until the employee is able to take their break following overtime. 208. an employee will be provided with a taxi voucher or other reimbursement for taxi travel to and from their home where necessary. 209. an employee should have a break after each five hours of work. 210. where an employee has been directed by their manager to work more than 15 hours of overtime in any 7 day period, the full period of overtime will be paid at the multiplier of double time until the employee has a one day break from work. the one day break
ACCC Enterprise Agreement (EA) 2016-2019.txt2579overtimesubject to clauses 210-212, overtime is calculated at the multiplier of time and one half of the employee’s salary. 207. where an employee works any period of overtime, the employee is entitled to an 8 hour break plus actual travelling time (break following overtime) before recommencing work without any loss of pay. where a break following overtime is not possible due to operational requirements, the employee will be paid at the multiplier of time and one half for work at any time until the employee is able to take their break following overtime. 208. an employee will be provided with a taxi voucher or other reimbursement for taxi travel to and from their home where necessary. 209. an employee should have a break after each five hours of work. 210. where an employee has been directed by their manager to work more than 15 hours of overtime in any 7 day period, the full period of overtime will be paid at the multiplier of double time until the employee has a one day break from work. the one day break may be a saturday, sunday or public holiday. 211.
ACCC Enterprise Agreement (EA) 2016-2019.txt2584overtimewhere an employee works any period of overtime, the employee is entitled to an 8 hour break plus actual travelling time (break following overtime) before recommencing work without any loss of pay. where a break following overtime is not possible due to operational requirements, the employee will be paid at the multiplier of time and one half for work at any time until the employee is able to take their break following overtime. 208. an employee will be provided with a taxi voucher or other reimbursement for taxi travel to and from their home where necessary. 209. an employee should have a break after each five hours of work. 210. where an employee has been directed by their manager to work more than 15 hours of overtime in any 7 day period, the full period of overtime will be paid at the multiplier of double time until the employee has a one day break from work. the one day break may be a saturday, sunday or public holiday. 211. where an employee has been directed by their manager to work more than 10 hours of overtime on one weekend or on one weekend and one adjoining public holiday, the full period of overtime worked on the same weekend or the same weekend and adjoining public holiday will be paid at the multiplier of double time.
ACCC Enterprise Agreement (EA) 2016-2019.txt2585travelhour break plus actual travelling time (break following overtime) before recommencing work without any loss of pay. where a break following overtime is not possible due to operational requirements, the employee will be paid at the multiplier of time and one half for work at any time until the employee is able to take their break following overtime. 208. an employee will be provided with a taxi voucher or other reimbursement for taxi travel to and from their home where necessary. 209. an employee should have a break after each five hours of work. 210. where an employee has been directed by their manager to work more than 15 hours of overtime in any 7 day period, the full period of overtime will be paid at the multiplier of double time until the employee has a one day break from work. the one day break may be a saturday, sunday or public holiday. 211. where an employee has been directed by their manager to work more than 10 hours of overtime on one weekend or on one weekend and one adjoining public holiday, the full period of overtime worked on the same weekend or the same weekend and adjoining public holiday will be paid at the multiplier of double time. 212.
ACCC Enterprise Agreement (EA) 2016-2019.txt2585overtimehour break plus actual travelling time (break following overtime) before recommencing work without any loss of pay. where a break following overtime is not possible due to operational requirements, the employee will be paid at the multiplier of time and one half for work at any time until the employee is able to take their break following overtime. 208. an employee will be provided with a taxi voucher or other reimbursement for taxi travel to and from their home where necessary. 209. an employee should have a break after each five hours of work. 210. where an employee has been directed by their manager to work more than 15 hours of overtime in any 7 day period, the full period of overtime will be paid at the multiplier of double time until the employee has a one day break from work. the one day break may be a saturday, sunday or public holiday. 211. where an employee has been directed by their manager to work more than 10 hours of overtime on one weekend or on one weekend and one adjoining public holiday, the full period of overtime worked on the same weekend or the same weekend and adjoining public holiday will be paid at the multiplier of double time. 212.
ACCC Enterprise Agreement (EA) 2016-2019.txt2586overtimerecommencing work without any loss of pay. where a break following overtime is not possible due to operational requirements, the employee will be paid at the multiplier of time and one half for work at any time until the employee is able to take their break following overtime. 208. an employee will be provided with a taxi voucher or other reimbursement for taxi travel to and from their home where necessary. 209. an employee should have a break after each five hours of work. 210. where an employee has been directed by their manager to work more than 15 hours of overtime in any 7 day period, the full period of overtime will be paid at the multiplier of double time until the employee has a one day break from work. the one day break may be a saturday, sunday or public holiday. 211. where an employee has been directed by their manager to work more than 10 hours of overtime on one weekend or on one weekend and one adjoining public holiday, the full period of overtime worked on the same weekend or the same weekend and adjoining public holiday will be paid at the multiplier of double time. 212.
ACCC Enterprise Agreement (EA) 2016-2019.txt2589overtimefollowing overtime. 208. an employee will be provided with a taxi voucher or other reimbursement for taxi travel to and from their home where necessary. 209. an employee should have a break after each five hours of work. 210. where an employee has been directed by their manager to work more than 15 hours of overtime in any 7 day period, the full period of overtime will be paid at the multiplier of double time until the employee has a one day break from work. the one day break may be a saturday, sunday or public holiday. 211. where an employee has been directed by their manager to work more than 10 hours of overtime on one weekend or on one weekend and one adjoining public holiday, the full period of overtime worked on the same weekend or the same weekend and adjoining public holiday will be paid at the multiplier of double time. 212. where an employee is not on-call (see clause 224) and is called into work to meet an emergency outside flexible hours of attendance, the employee will be paid at a multiplier of double time for:
ACCC Enterprise Agreement (EA) 2016-2019.txt2594traveltravel to and from their home where necessary. 209. an employee should have a break after each five hours of work. 210. where an employee has been directed by their manager to work more than 15 hours of overtime in any 7 day period, the full period of overtime will be paid at the multiplier of double time until the employee has a one day break from work. the one day break may be a saturday, sunday or public holiday. 211. where an employee has been directed by their manager to work more than 10 hours of overtime on one weekend or on one weekend and one adjoining public holiday, the full period of overtime worked on the same weekend or the same weekend and adjoining public holiday will be paid at the multiplier of double time. 212. where an employee is not on-call (see clause 224) and is called into work to meet an emergency outside flexible hours of attendance, the employee will be paid at a multiplier of double time for: (a) any reasonable time spent travelling to work and (b) the overtime worked outside the flexible hours of attendance. time off in lieu 213.
ACCC Enterprise Agreement (EA) 2016-2019.txt2603overtimeof overtime in any 7 day period, the full period of overtime will be paid at the multiplier of double time until the employee has a one day break from work. the one day break may be a saturday, sunday or public holiday. 211. where an employee has been directed by their manager to work more than 10 hours of overtime on one weekend or on one weekend and one adjoining public holiday, the full period of overtime worked on the same weekend or the same weekend and adjoining public holiday will be paid at the multiplier of double time. 212. where an employee is not on-call (see clause 224) and is called into work to meet an emergency outside flexible hours of attendance, the employee will be paid at a multiplier of double time for: (a) any reasonable time spent travelling to work and (b) the overtime worked outside the flexible hours of attendance. time off in lieu 213. an employee entitled to be paid overtime may elect to take time off in lieu of overtime, except where the employee has reached the maximum carryover of flex credit, in enterprise agreement—part 6: other working conditions and allowances 31 which case an overtime payment must be made. the time off will be calculated
ACCC Enterprise Agreement (EA) 2016-2019.txt2610overtimeof overtime on one weekend or on one weekend and one adjoining public holiday, the full period of overtime worked on the same weekend or the same weekend and adjoining public holiday will be paid at the multiplier of double time. 212. where an employee is not on-call (see clause 224) and is called into work to meet an emergency outside flexible hours of attendance, the employee will be paid at a multiplier of double time for: (a) any reasonable time spent travelling to work and (b) the overtime worked outside the flexible hours of attendance. time off in lieu 213. an employee entitled to be paid overtime may elect to take time off in lieu of overtime, except where the employee has reached the maximum carryover of flex credit, in enterprise agreement—part 6: other working conditions and allowances 31 which case an overtime payment must be made. the time off will be calculated according to the multiplier which would be applicable if the employee elected to be paid overtime. executive level employees 214. the delegate may direct that an executive level employee be paid overtime in
ACCC Enterprise Agreement (EA) 2016-2019.txt2611overtimefull period of overtime worked on the same weekend or the same weekend and adjoining public holiday will be paid at the multiplier of double time. 212. where an employee is not on-call (see clause 224) and is called into work to meet an emergency outside flexible hours of attendance, the employee will be paid at a multiplier of double time for: (a) any reasonable time spent travelling to work and (b) the overtime worked outside the flexible hours of attendance. time off in lieu 213. an employee entitled to be paid overtime may elect to take time off in lieu of overtime, except where the employee has reached the maximum carryover of flex credit, in enterprise agreement—part 6: other working conditions and allowances 31 which case an overtime payment must be made. the time off will be calculated according to the multiplier which would be applicable if the employee elected to be paid overtime. executive level employees 214. the delegate may direct that an executive level employee be paid overtime in exceptional circumstances. overtime will be paid at a multiplier of one and one half
ACCC Enterprise Agreement (EA) 2016-2019.txt2619travel(a) any reasonable time spent travelling to work and (b) the overtime worked outside the flexible hours of attendance. time off in lieu 213. an employee entitled to be paid overtime may elect to take time off in lieu of overtime, except where the employee has reached the maximum carryover of flex credit, in enterprise agreement—part 6: other working conditions and allowances 31 which case an overtime payment must be made. the time off will be calculated according to the multiplier which would be applicable if the employee elected to be paid overtime. executive level employees 214. the delegate may direct that an executive level employee be paid overtime in exceptional circumstances. overtime will be paid at a multiplier of one and one half unless one of the circumstances in clauses 210-22 applies. temporary performance at a higher work value 215. the delegate may assign an employee work at a higher work value on a temporary basis. where the period of temporary performance at a higher work value will or does extend beyond three months, the delegate will usually require an internal selection
ACCC Enterprise Agreement (EA) 2016-2019.txt2620overtime(b) the overtime worked outside the flexible hours of attendance. time off in lieu 213. an employee entitled to be paid overtime may elect to take time off in lieu of overtime, except where the employee has reached the maximum carryover of flex credit, in enterprise agreement—part 6: other working conditions and allowances 31 which case an overtime payment must be made. the time off will be calculated according to the multiplier which would be applicable if the employee elected to be paid overtime. executive level employees 214. the delegate may direct that an executive level employee be paid overtime in exceptional circumstances. overtime will be paid at a multiplier of one and one half unless one of the circumstances in clauses 210-22 applies. temporary performance at a higher work value 215. the delegate may assign an employee work at a higher work value on a temporary basis. where the period of temporary performance at a higher work value will or does extend beyond three months, the delegate will usually require an internal selection process.
ACCC Enterprise Agreement (EA) 2016-2019.txt2625overtimean employee entitled to be paid overtime may elect to take time off in lieu of overtime, except where the employee has reached the maximum carryover of flex credit, in enterprise agreement—part 6: other working conditions and allowances 31 which case an overtime payment must be made. the time off will be calculated according to the multiplier which would be applicable if the employee elected to be paid overtime. executive level employees 214. the delegate may direct that an executive level employee be paid overtime in exceptional circumstances. overtime will be paid at a multiplier of one and one half unless one of the circumstances in clauses 210-22 applies. temporary performance at a higher work value 215. the delegate may assign an employee work at a higher work value on a temporary basis. where the period of temporary performance at a higher work value will or does extend beyond three months, the delegate will usually require an internal selection process. 216. where an employee has temporarily performed work at a higher work value for a continuous period of five working days or more (not including any days worked
ACCC Enterprise Agreement (EA) 2016-2019.txt2632overtimewhich case an overtime payment must be made. the time off will be calculated according to the multiplier which would be applicable if the employee elected to be paid overtime. executive level employees 214. the delegate may direct that an executive level employee be paid overtime in exceptional circumstances. overtime will be paid at a multiplier of one and one half unless one of the circumstances in clauses 210-22 applies. temporary performance at a higher work value 215. the delegate may assign an employee work at a higher work value on a temporary basis. where the period of temporary performance at a higher work value will or does extend beyond three months, the delegate will usually require an internal selection process. 216. where an employee has temporarily performed work at a higher work value for a continuous period of five working days or more (not including any days worked outside standard working hours), or in the case of a job-share arrangement, five working days at the higher level, the employee will be paid for that work at a rate consistent with the work level standards for the work being performed as determined by the delegate. an employee may be paid a portion of the rate where they will not be performing work at a higher value full time. 217.
ACCC Enterprise Agreement (EA) 2016-2019.txt2634overtimepaid overtime. executive level employees 214. the delegate may direct that an executive level employee be paid overtime in exceptional circumstances. overtime will be paid at a multiplier of one and one half unless one of the circumstances in clauses 210-22 applies. temporary performance at a higher work value 215. the delegate may assign an employee work at a higher work value on a temporary basis. where the period of temporary performance at a higher work value will or does extend beyond three months, the delegate will usually require an internal selection process. 216. where an employee has temporarily performed work at a higher work value for a continuous period of five working days or more (not including any days worked outside standard working hours), or in the case of a job-share arrangement, five working days at the higher level, the employee will be paid for that work at a rate consistent with the work level standards for the work being performed as determined by the delegate. an employee may be paid a portion of the rate where they will not be performing work at a higher value full time. 217. at the discretion of the delegate, an employee temporarily performing work at a
ACCC Enterprise Agreement (EA) 2016-2019.txt2639overtimethe delegate may direct that an executive level employee be paid overtime in exceptional circumstances. overtime will be paid at a multiplier of one and one half unless one of the circumstances in clauses 210-22 applies. temporary performance at a higher work value 215. the delegate may assign an employee work at a higher work value on a temporary basis. where the period of temporary performance at a higher work value will or does extend beyond three months, the delegate will usually require an internal selection process. 216. where an employee has temporarily performed work at a higher work value for a continuous period of five working days or more (not including any days worked outside standard working hours), or in the case of a job-share arrangement, five working days at the higher level, the employee will be paid for that work at a rate consistent with the work level standards for the work being performed as determined by the delegate. an employee may be paid a portion of the rate where they will not be performing work at a higher value full time. 217. at the discretion of the delegate, an employee temporarily performing work at a higher work value for a period of fewer than 5 working days (not including any days worked outside standard working hours) may receive payment at the rate consistent with the higher work level standard in exceptional circumstances. 218.
ACCC Enterprise Agreement (EA) 2016-2019.txt2640overtimeexceptional circumstances. overtime will be paid at a multiplier of one and one half unless one of the circumstances in clauses 210-22 applies. temporary performance at a higher work value 215. the delegate may assign an employee work at a higher work value on a temporary basis. where the period of temporary performance at a higher work value will or does extend beyond three months, the delegate will usually require an internal selection process. 216. where an employee has temporarily performed work at a higher work value for a continuous period of five working days or more (not including any days worked outside standard working hours), or in the case of a job-share arrangement, five working days at the higher level, the employee will be paid for that work at a rate consistent with the work level standards for the work being performed as determined by the delegate. an employee may be paid a portion of the rate where they will not be performing work at a higher value full time. 217. at the discretion of the delegate, an employee temporarily performing work at a higher work value for a period of fewer than 5 working days (not including any days worked outside standard working hours) may receive payment at the rate consistent with the higher work level standard in exceptional circumstances. 218.
ACCC Enterprise Agreement (EA) 2016-2019.txt2678overtime(for example, overtime). 220. where an employee is temporarily performing work at a higher work value, they will continue to receive any resulting additional payment while on paid leave and during public holidays, for the approved period of the temporary performance at the higher work value. 221. where an employee is temporarily performing work at a higher value, they will be eligible for salary progression in accordance with clause 69. 222. further information about temporary performance at a higher work value can be found in accc policy. 223. where an employee is required to undertake the duties of a senior executive service (ses) position, the pay and conditions of the employee will be determined by the delegate. on-call duty 224. an employee with a classification of aps 6 or below will be paid on-call duty when directed by the delegate to be contactable and available to perform duty outside the
ACCC Enterprise Agreement (EA) 2016-2019.txt2740overtimethe employee will be paid overtime at a multiplier of one and one half for: (a) no less than 1 hour if the employee is not required to travel to the workplace, or (b) no less than 2 hours plus actual travel time if the employee is required to travel to the workplace. 227. on-call duty is not payable for any period for which the employee receives another type of paid allowance (including overtime), was not contactable or was not available. 228. the delegate may direct that an executive level employee be paid on-call duty in exceptional circumstances. overtime for any work will be paid in accordance with clause 214. healthy lifestyle reimbursement 229. an employee may claim a single reimbursement of up to $299.99, to be paid after 31 march each year, for healthy lifestyle expenses in the previous year provided: (a) the employee has been employed by the accc for a minimum of 3 months prior to making a claim (b) the claimed expenses were incurred while employed by the accc (c) the employee makes the claim by 31 march in any year and (d) the claimed expenses were incurred during the claim period from 1 april of the previous year and 31 march of the claim year. 230.
ACCC Enterprise Agreement (EA) 2016-2019.txt2741travel(a) no less than 1 hour if the employee is not required to travel to the workplace, or (b) no less than 2 hours plus actual travel time if the employee is required to travel to the workplace. 227. on-call duty is not payable for any period for which the employee receives another type of paid allowance (including overtime), was not contactable or was not available. 228. the delegate may direct that an executive level employee be paid on-call duty in exceptional circumstances. overtime for any work will be paid in accordance with clause 214. healthy lifestyle reimbursement 229. an employee may claim a single reimbursement of up to $299.99, to be paid after 31 march each year, for healthy lifestyle expenses in the previous year provided: (a) the employee has been employed by the accc for a minimum of 3 months prior to making a claim (b) the claimed expenses were incurred while employed by the accc (c) the employee makes the claim by 31 march in any year and (d) the claimed expenses were incurred during the claim period from 1 april of the previous year and 31 march of the claim year. 230. further information can be found in accc policy.
ACCC Enterprise Agreement (EA) 2016-2019.txt2742travel(b) no less than 2 hours plus actual travel time if the employee is required to travel to the workplace. 227. on-call duty is not payable for any period for which the employee receives another type of paid allowance (including overtime), was not contactable or was not available. 228. the delegate may direct that an executive level employee be paid on-call duty in exceptional circumstances. overtime for any work will be paid in accordance with clause 214. healthy lifestyle reimbursement 229. an employee may claim a single reimbursement of up to $299.99, to be paid after 31 march each year, for healthy lifestyle expenses in the previous year provided: (a) the employee has been employed by the accc for a minimum of 3 months prior to making a claim (b) the claimed expenses were incurred while employed by the accc (c) the employee makes the claim by 31 march in any year and (d) the claimed expenses were incurred during the claim period from 1 april of the previous year and 31 march of the claim year. 230. further information can be found in accc policy.
ACCC Enterprise Agreement (EA) 2016-2019.txt2748overtimetype of paid allowance (including overtime), was not contactable or was not available. 228. the delegate may direct that an executive level employee be paid on-call duty in exceptional circumstances. overtime for any work will be paid in accordance with clause 214. healthy lifestyle reimbursement 229. an employee may claim a single reimbursement of up to $299.99, to be paid after 31 march each year, for healthy lifestyle expenses in the previous year provided: (a) the employee has been employed by the accc for a minimum of 3 months prior to making a claim (b) the claimed expenses were incurred while employed by the accc (c) the employee makes the claim by 31 march in any year and (d) the claimed expenses were incurred during the claim period from 1 april of the previous year and 31 march of the claim year. 230. further information can be found in accc policy. workplace responsibility allowance 231. a workplace responsibility allowance (wra) of $24.72 per fortnight (and $25.21 from 12 months after commencement, $25.46 from 24 months after commencement) will be paid to employees for undertaking the following workplace responsibility roles:
ACCC Enterprise Agreement (EA) 2016-2019.txt2753overtimeexceptional circumstances. overtime for any work will be paid in accordance with clause 214. healthy lifestyle reimbursement 229. an employee may claim a single reimbursement of up to $299.99, to be paid after 31 march each year, for healthy lifestyle expenses in the previous year provided: (a) the employee has been employed by the accc for a minimum of 3 months prior to making a claim (b) the claimed expenses were incurred while employed by the accc (c) the employee makes the claim by 31 march in any year and (d) the claimed expenses were incurred during the claim period from 1 april of the previous year and 31 march of the claim year. 230. further information can be found in accc policy. workplace responsibility allowance 231. a workplace responsibility allowance (wra) of $24.72 per fortnight (and $25.21 from 12 months after commencement, $25.46 from 24 months after commencement) will be paid to employees for undertaking the following workplace responsibility roles: • first aid officer •
ACCC Enterprise Agreement (EA) 2016-2019.txt2807long service leavelong service leave) for 12 weeks or more in which case the wra will cease to be paid from the first day of the leave or (b) the employee is unexpectedly on paid or unpaid leave (other than long service leave) for 12 weeks or more in which case the wra will cease to be paid from the day after the final day of the 12 weeks. 234. further information about the wra can be found in accc policy. allowances variation to allowances or working conditions 235. the levels of the following allowances and accommodation rates are reviewed by the delegate every 1 july. travel allowance 236. the amount payable as a travel allowance will be determined annually following a review of the annual taxation determination issued by the commissioner of taxation stating the reasonable amounts for domestic and international travel allowance expenses. payment information, including the applicable rates, is available in accc policy. rates will not exceed the maximum amount that is relevant to the employee as indicated in the taxation determinations issued by the commissioner of taxation annually. 237.
ACCC Enterprise Agreement (EA) 2016-2019.txt2824traveltravel allowance 236. the amount payable as a travel allowance will be determined annually following a review of the annual taxation determination issued by the commissioner of taxation stating the reasonable amounts for domestic and international travel allowance expenses. payment information, including the applicable rates, is available in accc policy. rates will not exceed the maximum amount that is relevant to the employee as indicated in the taxation determinations issued by the commissioner of taxation annually. 237. for part day travel which does not involve an overnight stay, an employee travelling on official business for a period of 10 hours or more will be paid a part day travel allowance of $60 for meals and incidental expenses. 238. an employee who undertakes travel on official business and is required to be absent from their usual place of work overnight will have their reasonable costs of accommodation met by the accc and be paid an allowance for meals and incidental expenses. 239. in calculating the allowances payable under clauses 236-238 time involved in official travel by rail or air will include 90 minutes before the scheduled time of departure from the city of the employee’s usual place of work and 90 minutes after the time of the employee’s return to that city. for all other means of travel, the actual times of
ACCC Enterprise Agreement (EA) 2016-2019.txt2824travel allowancetravel allowance 236. the amount payable as a travel allowance will be determined annually following a review of the annual taxation determination issued by the commissioner of taxation stating the reasonable amounts for domestic and international travel allowance expenses. payment information, including the applicable rates, is available in accc policy. rates will not exceed the maximum amount that is relevant to the employee as indicated in the taxation determinations issued by the commissioner of taxation annually. 237. for part day travel which does not involve an overnight stay, an employee travelling on official business for a period of 10 hours or more will be paid a part day travel allowance of $60 for meals and incidental expenses. 238. an employee who undertakes travel on official business and is required to be absent from their usual place of work overnight will have their reasonable costs of accommodation met by the accc and be paid an allowance for meals and incidental expenses. 239. in calculating the allowances payable under clauses 236-238 time involved in official travel by rail or air will include 90 minutes before the scheduled time of departure from the city of the employee’s usual place of work and 90 minutes after the time of the employee’s return to that city. for all other means of travel, the actual times of
ACCC Enterprise Agreement (EA) 2016-2019.txt2827travelthe amount payable as a travel allowance will be determined annually following a review of the annual taxation determination issued by the commissioner of taxation stating the reasonable amounts for domestic and international travel allowance expenses. payment information, including the applicable rates, is available in accc policy. rates will not exceed the maximum amount that is relevant to the employee as indicated in the taxation determinations issued by the commissioner of taxation annually. 237. for part day travel which does not involve an overnight stay, an employee travelling on official business for a period of 10 hours or more will be paid a part day travel allowance of $60 for meals and incidental expenses. 238. an employee who undertakes travel on official business and is required to be absent from their usual place of work overnight will have their reasonable costs of accommodation met by the accc and be paid an allowance for meals and incidental expenses. 239. in calculating the allowances payable under clauses 236-238 time involved in official travel by rail or air will include 90 minutes before the scheduled time of departure from the city of the employee’s usual place of work and 90 minutes after the time of the employee’s return to that city. for all other means of travel, the actual times of departure from and return to the city of their headquarters will be used. the allowance for meals and incidentals is inclusive of the goods and services tax.
ACCC Enterprise Agreement (EA) 2016-2019.txt2827travel allowancethe amount payable as a travel allowance will be determined annually following a review of the annual taxation determination issued by the commissioner of taxation stating the reasonable amounts for domestic and international travel allowance expenses. payment information, including the applicable rates, is available in accc policy. rates will not exceed the maximum amount that is relevant to the employee as indicated in the taxation determinations issued by the commissioner of taxation annually. 237. for part day travel which does not involve an overnight stay, an employee travelling on official business for a period of 10 hours or more will be paid a part day travel allowance of $60 for meals and incidental expenses. 238. an employee who undertakes travel on official business and is required to be absent from their usual place of work overnight will have their reasonable costs of accommodation met by the accc and be paid an allowance for meals and incidental expenses. 239. in calculating the allowances payable under clauses 236-238 time involved in official travel by rail or air will include 90 minutes before the scheduled time of departure from the city of the employee’s usual place of work and 90 minutes after the time of the employee’s return to that city. for all other means of travel, the actual times of departure from and return to the city of their headquarters will be used. the allowance for meals and incidentals is inclusive of the goods and services tax.
ACCC Enterprise Agreement (EA) 2016-2019.txt2829travelstating the reasonable amounts for domestic and international travel allowance expenses. payment information, including the applicable rates, is available in accc policy. rates will not exceed the maximum amount that is relevant to the employee as indicated in the taxation determinations issued by the commissioner of taxation annually. 237. for part day travel which does not involve an overnight stay, an employee travelling on official business for a period of 10 hours or more will be paid a part day travel allowance of $60 for meals and incidental expenses. 238. an employee who undertakes travel on official business and is required to be absent from their usual place of work overnight will have their reasonable costs of accommodation met by the accc and be paid an allowance for meals and incidental expenses. 239. in calculating the allowances payable under clauses 236-238 time involved in official travel by rail or air will include 90 minutes before the scheduled time of departure from the city of the employee’s usual place of work and 90 minutes after the time of the employee’s return to that city. for all other means of travel, the actual times of departure from and return to the city of their headquarters will be used. the allowance for meals and incidentals is inclusive of the goods and services tax. meal allowance 240.
ACCC Enterprise Agreement (EA) 2016-2019.txt2829travel allowancestating the reasonable amounts for domestic and international travel allowance expenses. payment information, including the applicable rates, is available in accc policy. rates will not exceed the maximum amount that is relevant to the employee as indicated in the taxation determinations issued by the commissioner of taxation annually. 237. for part day travel which does not involve an overnight stay, an employee travelling on official business for a period of 10 hours or more will be paid a part day travel allowance of $60 for meals and incidental expenses. 238. an employee who undertakes travel on official business and is required to be absent from their usual place of work overnight will have their reasonable costs of accommodation met by the accc and be paid an allowance for meals and incidental expenses. 239. in calculating the allowances payable under clauses 236-238 time involved in official travel by rail or air will include 90 minutes before the scheduled time of departure from the city of the employee’s usual place of work and 90 minutes after the time of the employee’s return to that city. for all other means of travel, the actual times of departure from and return to the city of their headquarters will be used. the allowance for meals and incidentals is inclusive of the goods and services tax. meal allowance 240.
ACCC Enterprise Agreement (EA) 2016-2019.txt2837travelfor part day travel which does not involve an overnight stay, an employee travelling on official business for a period of 10 hours or more will be paid a part day travel allowance of $60 for meals and incidental expenses. 238. an employee who undertakes travel on official business and is required to be absent from their usual place of work overnight will have their reasonable costs of accommodation met by the accc and be paid an allowance for meals and incidental expenses. 239. in calculating the allowances payable under clauses 236-238 time involved in official travel by rail or air will include 90 minutes before the scheduled time of departure from the city of the employee’s usual place of work and 90 minutes after the time of the employee’s return to that city. for all other means of travel, the actual times of departure from and return to the city of their headquarters will be used. the allowance for meals and incidentals is inclusive of the goods and services tax. meal allowance 240. the amount payable as a meal allowance will be determined annually following a review of the annual taxation determination issued by the commissioner of taxation stating the reasonable amounts for overtime meal allowance expenses. the amount of meal allowance will be based on the relevant taxation determination. 241.
ACCC Enterprise Agreement (EA) 2016-2019.txt2838travelon official business for a period of 10 hours or more will be paid a part day travel allowance of $60 for meals and incidental expenses. 238. an employee who undertakes travel on official business and is required to be absent from their usual place of work overnight will have their reasonable costs of accommodation met by the accc and be paid an allowance for meals and incidental expenses. 239. in calculating the allowances payable under clauses 236-238 time involved in official travel by rail or air will include 90 minutes before the scheduled time of departure from the city of the employee’s usual place of work and 90 minutes after the time of the employee’s return to that city. for all other means of travel, the actual times of departure from and return to the city of their headquarters will be used. the allowance for meals and incidentals is inclusive of the goods and services tax. meal allowance 240. the amount payable as a meal allowance will be determined annually following a review of the annual taxation determination issued by the commissioner of taxation stating the reasonable amounts for overtime meal allowance expenses. the amount of meal allowance will be based on the relevant taxation determination. 241. if an employee is required to work by their manager attracting the payment of
ACCC Enterprise Agreement (EA) 2016-2019.txt2843travelan employee who undertakes travel on official business and is required to be absent from their usual place of work overnight will have their reasonable costs of accommodation met by the accc and be paid an allowance for meals and incidental expenses. 239. in calculating the allowances payable under clauses 236-238 time involved in official travel by rail or air will include 90 minutes before the scheduled time of departure from the city of the employee’s usual place of work and 90 minutes after the time of the employee’s return to that city. for all other means of travel, the actual times of departure from and return to the city of their headquarters will be used. the allowance for meals and incidentals is inclusive of the goods and services tax. meal allowance 240. the amount payable as a meal allowance will be determined annually following a review of the annual taxation determination issued by the commissioner of taxation stating the reasonable amounts for overtime meal allowance expenses. the amount of meal allowance will be based on the relevant taxation determination. 241. if an employee is required to work by their manager attracting the payment of overtime (see clause 203), the employee will be paid a meal allowance in accordance with the time periods and minimum hours worked in the following table: enterprise agreement—part 6: other working conditions and allowances
ACCC Enterprise Agreement (EA) 2016-2019.txt2851traveltravel by rail or air will include 90 minutes before the scheduled time of departure from the city of the employee’s usual place of work and 90 minutes after the time of the employee’s return to that city. for all other means of travel, the actual times of departure from and return to the city of their headquarters will be used. the allowance for meals and incidentals is inclusive of the goods and services tax. meal allowance 240. the amount payable as a meal allowance will be determined annually following a review of the annual taxation determination issued by the commissioner of taxation stating the reasonable amounts for overtime meal allowance expenses. the amount of meal allowance will be based on the relevant taxation determination. 241. if an employee is required to work by their manager attracting the payment of overtime (see clause 203), the employee will be paid a meal allowance in accordance with the time periods and minimum hours worked in the following table: enterprise agreement—part 6: other working conditions and allowances 34 employee type overtime period min hrs to
ACCC Enterprise Agreement (EA) 2016-2019.txt2853travelthe employee’s return to that city. for all other means of travel, the actual times of departure from and return to the city of their headquarters will be used. the allowance for meals and incidentals is inclusive of the goods and services tax. meal allowance 240. the amount payable as a meal allowance will be determined annually following a review of the annual taxation determination issued by the commissioner of taxation stating the reasonable amounts for overtime meal allowance expenses. the amount of meal allowance will be based on the relevant taxation determination. 241. if an employee is required to work by their manager attracting the payment of overtime (see clause 203), the employee will be paid a meal allowance in accordance with the time periods and minimum hours worked in the following table: enterprise agreement—part 6: other working conditions and allowances 34 employee type overtime period min hrs to be worked
ACCC Enterprise Agreement (EA) 2016-2019.txt2862overtimestating the reasonable amounts for overtime meal allowance expenses. the amount of meal allowance will be based on the relevant taxation determination. 241. if an employee is required to work by their manager attracting the payment of overtime (see clause 203), the employee will be paid a meal allowance in accordance with the time periods and minimum hours worked in the following table: enterprise agreement—part 6: other working conditions and allowances 34 employee type overtime period min hrs to be worked type of working day full time commenced 0600 hrs or earlier five
ACCC Enterprise Agreement (EA) 2016-2019.txt2868overtimeovertime (see clause 203), the employee will be paid a meal allowance in accordance with the time periods and minimum hours worked in the following table: enterprise agreement—part 6: other working conditions and allowances 34 employee type overtime period min hrs to be worked type of working day full time commenced 0600 hrs or earlier five normal working day full time commenced at or
ACCC Enterprise Agreement (EA) 2016-2019.txt2878overtimeovertime period min hrs to be worked type of working day full time commenced 0600 hrs or earlier five normal working day full time commenced at or before 1200 & ceased at or after 1400 hrs five weekend, public holiday part time
ACCC Enterprise Agreement (EA) 2016-2019.txt4222long service leavefor long service leave purposes • service with the australian defence forces • aps service immediately preceding deemed resignation under repealed s.49 of the public service act 1922, if the service has not previously been recognised for severance pay purposes • service in another organisation where: (a) an employee was moved from the aps to give effect to an administrative re-arrangement; (b) an employee of that organisation is engaged as an aps employee as a result of an administrative arrangement and such service is recognised for long service leave purposes. for earlier periods of service to count, there must be no breaks between the periods of service except where: • the break in service is less than one month and occurs where an offer of employment with the new employer was made and accepted by the employee before ceasing employment with the preceding employer
ACCC Enterprise Agreement (EA) 2016-2019.txt4241long service leavesuch service is recognised for long service leave purposes. for earlier periods of service to count, there must be no breaks between the periods of service except where: • the break in service is less than one month and occurs where an offer of employment with the new employer was made and accepted by the employee before ceasing employment with the preceding employer • the earlier period of service was with the aps and ceased because the employee was deemed to have resigned from the aps on marriage pursuant to the repealed s. 49 of the public service act 1922. • any period of service which ceased pursuant to s. 29(3) or 29(4) of the public service act or the equivalent previous sections of the repealed public service act 1922, or an equivalent provision under other commonwealth legislation, including termination with the payment of a redundancy benefit or similar payment or an employer financed retirement benefit, will not count as service for severance pay purposes. absences from duty which do not count as service will not count
ACCC Enterprise Agreement (EA) 2016-2019.txt4429travelthe prospective employer, reimbursement of reasonable travel expenses. g.26. if a suitable vacancy does not exist at the same level within the accc, the delegate may reassign the employee to duties at a lower classification. if this occurs, the employee will be entitled to income maintenance for the remainder of the retention period to maintain their level of salary. where the delegate proposes to reduce an excess employee’s classification, the employee will be given at least 1 month’s notice of the reduction. g.27. where it is necessary, as a result of redeployment, for an excess employee to move the employee’s household to a new locality, the employee will be entitled to reasonable relocation assistance in accordance with clause 246. personal leave during retention period g.28. the delegate may extend the retention period for periods of personal leave where the period is a continuous absence of five days or more. the retention period will not be extended for other absences except where the delegate considers that compelling reasons exist and the employee’s ability to participate in the redeployment process has been significantly affected by the absences. the total aggregated period of extension to the retention period cannot exceed 4 weeks. enterprise agreement—attachment g: excess employees 54 termination during retention period g.29. where the delegate determines there is insufficient productive work available for an excess employee during the retention period, the delegate may terminate the employment of the employee with or without the employee’s agreement, before the end of the retention period, but only after consulting the employee and the employee’s representative (if the employee so wishes). g.30. if an excess employee consents to termination during the retention period, the delegate may terminate the employment of the employee before the end of the
ACCC Enterprise Agreement (EA) 2016-2019.txt4534overtimeallowances—overtime see overtime allowances—travel 236–239 allowances—variation to 235 allowances—workplace responsibility 231–234 anniversary date 16, 141 annual leave— see leave—annual approved assessor f.2 assessment instrument f.2 attendance
ACCC Enterprise Agreement (EA) 2016-2019.txt4535overtimesee overtime allowances—travel 236–239 allowances—variation to 235 allowances—workplace responsibility 231–234 anniversary date 16, 141 annual leave— see leave—annual approved assessor f.2 assessment instrument f.2 attendance 90, 93–98, 105–106, 111, 212
ACCC Enterprise Agreement (EA) 2016-2019.txt4536travelallowances—travel 236–239 allowances—variation to 235 allowances—workplace responsibility 231–234 anniversary date 16, 141 annual leave— see leave—annual approved assessor f.2 assessment instrument f.2 attendance 90, 93–98, 105–106, 111, 212
ACCC Enterprise Agreement (EA) 2016-2019.txt4760overtimeexecutive level employees—overtime 214 executive level employees—time off 111–114 fair work commission (fwc) 5, 16, 280–284 fair work act 2009 3, 92, 289 family member 16, 139 fire warden 231 first aid officer 231 flexible hours
ACCC Enterprise Agreement (EA) 2016-2019.txt4808flextimeflextime scheme 90, 104–110 foster care 160–162 freedom of association 254–255 graduate aps 27–30, c.1 grievances— see dispute settlement procedures health and safety representative 231 healthy lifestyle reimbursement 229–230 higher work value—temporary performance at 215–223
ACCC Enterprise Agreement (EA) 2016-2019.txt4942maternity leaveleave—maternity leave 157–159, 164–166 leave—other 182–185 leave—parental leave 122–123, 157–168 leave—parental leave, return to work 168 leave—personal 89, 139-153 leave—portability 197 leave—purchased 137–138 leave—sick leave
ACCC Enterprise Agreement (EA) 2016-2019.txt4950parental leaveleave—parental leave 122–123, 157–168 leave—parental leave, return to work 168 leave—personal 89, 139-153 leave—portability 197 leave—purchased 137–138 leave—sick leave 139, 152 leave—supporting partner’s 169–176 leave—unpaid parental
ACCC Enterprise Agreement (EA) 2016-2019.txt4954parental leaveleave—parental leave, return to work 168 leave—personal 89, 139-153 leave—portability 197 leave—purchased 137–138 leave—sick leave 139, 152 leave—supporting partner’s 169–176 leave—unpaid parental 164–167 leave—without pay
ACCC Enterprise Agreement (EA) 2016-2019.txt4990long service leavelong service leave (commonwealth employees) act 1976 154–156 loss, damage and indemnity 252–253 major change—changes to working hours or roster of work 271–276 major change—consultation on 261–270 manager 16 enterprise agreement— index 59 maternity leave (commonwealth employees) act 1973 157–159 meal allowance
ACCC Enterprise Agreement (EA) 2016-2019.txt5014maternity leavematernity leave (commonwealth employees) act 1973 157–159 meal allowance 238, 240–241 medical examination 139 merit 16 merit selection—open 16 misconduct—serious 289 motor vehicle allowance 242–243 national employment standards
ACCC Enterprise Agreement (EA) 2016-2019.txt5058overtimeovertime 203–212 overtime—double time 210–212 overtime—executive level employees 214 parental leave see leave—parental leave part-time work 90-91, 98, 104, 115–123, 124, 131, 140-142, 196, 204, 241, g.21 pay 16 performance action plan 60 performance appraisal
ACCC Enterprise Agreement (EA) 2016-2019.txt5062overtimeovertime—double time 210–212 overtime—executive level employees 214 parental leave see leave—parental leave part-time work 90-91, 98, 104, 115–123, 124, 131, 140-142, 196, 204, 241, g.21 pay 16 performance action plan 60 performance appraisal 62 performance—individual
ACCC Enterprise Agreement (EA) 2016-2019.txt5066overtimeovertime—executive level employees 214 parental leave see leave—parental leave part-time work 90-91, 98, 104, 115–123, 124, 131, 140-142, 196, 204, 241, g.21 pay 16 performance action plan 60 performance appraisal 62 performance—individual 63 performance management framework
ACCC Enterprise Agreement (EA) 2016-2019.txt5070parental leaveparental leave see leave—parental leave part-time work 90-91, 98, 104, 115–123, 124, 131, 140-142, 196, 204, 241, g.21 pay 16 performance action plan 60 performance appraisal 62 performance—individual 63 performance management framework 59 performance review
ACCC Enterprise Agreement (EA) 2016-2019.txt5071parental leavesee leave—parental leave part-time work 90-91, 98, 104, 115–123, 124, 131, 140-142, 196, 204, 241, g.21 pay 16 performance action plan 60 performance appraisal 62 performance—individual 63 performance management framework 59 performance review 61
ACCC Enterprise Agreement (EA) 2016-2019.txt5189salary packagingsalary packaging—flexible remuneration 50–51 salary payment—method 45–46 salary progression 65–71 senior manager 16 separation requirements 53 settlement period 16, 94, 107-109, 204 severance pay g.16, g.20–g.22 sick leave
ACCC Enterprise Agreement (EA) 2016-2019.txt5326traveltravel allowance— see allowances—travel unauthorised absence 201–202 underperformance see performance—unsatisfactory unreasonable additional hours 103 unsatisfactory performance see performance—unsatisfactory working hours see hours of work workplace contact officer 231 workplace responsibility allowance 231–234 enterprise agreement— index 62 signature page the persons below sign this agreement in accordance with regulation 2.06a of the fair
ACCC Enterprise Agreement (EA) 2016-2019.txt5326travel allowancetravel allowance— see allowances—travel unauthorised absence 201–202 underperformance see performance—unsatisfactory unreasonable additional hours 103 unsatisfactory performance see performance—unsatisfactory working hours see hours of work workplace contact officer 231 workplace responsibility allowance 231–234 enterprise agreement— index 62 signature page the persons below sign this agreement in accordance with regulation 2.06a of the fair
ACCC Enterprise Agreement (EA) 2016-2019.txt5327travelsee allowances—travel unauthorised absence 201–202 underperformance see performance—unsatisfactory unreasonable additional hours 103 unsatisfactory performance see performance—unsatisfactory working hours see hours of work workplace contact officer 231 workplace responsibility allowance 231–234 enterprise agreement— index 62 signature page the persons below sign this agreement in accordance with regulation 2.06a of the fair work regulations 2009.
National Health Funding Body EA.txt324salary advancementsalary advancement 13. an employee will be entitled to salary advancement to the next pay point on and from the beginning of the first full pay period commencing on or after 1 august each year subject to: a. b. c. 14. employees will be ineligible for salary advancement if in the corresponding reporting year: a. b. 15. participation in the nhfb ' s performance development scheme (pds); and performance of duties at the employee's substantive level or above within the nhfb, for an aggregate of six (6) months or more within the pds cycle ending 30 june; and a pds performance rating of ' reliable and meaningful contribution and performance' (satisfactory) at the end of the pds cycle; and they been found to hilve breached the aps code of conduct; and/or they have received a sanction under section 15 of the ps act. the ceo may approve pay point movements within an individual classification in
National Health Funding Body EA.txt327salary advancementan employee will be entitled to salary advancement to the next pay point on and from the beginning of the first full pay period commencing on or after 1 august each year subject to: a. b. c. 14. employees will be ineligible for salary advancement if in the corresponding reporting year: a. b. 15. participation in the nhfb ' s performance development scheme (pds); and performance of duties at the employee's substantive level or above within the nhfb, for an aggregate of six (6) months or more within the pds cycle ending 30 june; and a pds performance rating of ' reliable and meaningful contribution and performance' (satisfactory) at the end of the pds cycle; and they been found to hilve breached the aps code of conduct; and/or they have received a sanction under section 15 of the ps act. the ceo may approve pay point movements within an individual classification in other circumstances. 6
National Health Funding Body EA.txt336salary advancementemployees will be ineligible for salary advancement if in the corresponding reporting year: a. b. 15. participation in the nhfb ' s performance development scheme (pds); and performance of duties at the employee's substantive level or above within the nhfb, for an aggregate of six (6) months or more within the pds cycle ending 30 june; and a pds performance rating of ' reliable and meaningful contribution and performance' (satisfactory) at the end of the pds cycle; and they been found to hilve breached the aps code of conduct; and/or they have received a sanction under section 15 of the ps act. the ceo may approve pay point movements within an individual classification in other circumstances. 6 salary payments 16. employees will be paid fortnightly in arrears, based on the following formula: a. fortnightly pay= annual salary multiplied by 12, then divided by 313
National Health Funding Body EA.txt390long service leavelong service leave) for the actual hours worked. salary on engagement, assignment or promotion 22. where an employee is engaged or promoted within or to the nhfb , salary will be payable at the minimum point of the relevant salary range. the ceo may authorise payment of salary above the minimum point in that salary range. 23. an employee, to whom clause 22 applies, may discuss salary with the ceo before taking up the assigned duties. the qualifying periods for salary advancement in accordance with sub-clause 13(b) will be taken into account in setting salary. 24. where an employee is assigned new duties within, or moves to the nhfb at the employee' s existing classification, salary will be payable at the point of the applicable classification salary range outlined at appendix 1 as determined by the ceo. 25. the ceo may, at any time retrospectively correct the pay point of an employee to address any anomaly or misunderstanding that may have occurred at the time the employee was promoted, engaged or moved from another aps agency. salary on temporary assignment from another agency at a higher classification 26.
National Health Funding Body EA.txt402salary advancementtaking up the assigned duties. the qualifying periods for salary advancement in accordance with sub-clause 13(b) will be taken into account in setting salary. 24. where an employee is assigned new duties within, or moves to the nhfb at the employee' s existing classification, salary will be payable at the point of the applicable classification salary range outlined at appendix 1 as determined by the ceo. 25. the ceo may, at any time retrospectively correct the pay point of an employee to address any anomaly or misunderstanding that may have occurred at the time the employee was promoted, engaged or moved from another aps agency. salary on temporary assignment from another agency at a higher classification 26. where an employee is temporarily assigned higher duties in the nhfb from another aps agency under section 26 ofthe psact, salary will be payable at the minimum point ofthe applicable classification salary range outlined at appendix 1, unless determined otherwise by the ceo. salary maintenance on movement to the nhfb 27 . at the discretion of the ceo, an employee moving to the nhfb from another agency (the "other agency") whose salary at the other agency (current salary) exceeds the current maximum of the relevant classification in this agreement, may be maintained
National Health Funding Body EA.txt491travelsalary, the ceo may also determine payment rates for additional costs including travel and other employment related allowances. cadet rate 35. the ceo may engage a person as a cadet aps. 36. a cadet aps employee will be paid 67% of the minimum salary point of aps 1. 8 37. when the ceo is satisfied that the course of training has been successfully completed, a cadet aps employee will be allocated a classification in accordance with the classification rules and the ceo will determine a salary within the applicable range. trainee rates 38. the ceo may engage a person as a trainee aps (administrative) . 39. a trainee aps (administrative) employee will be paid at the minimum salary point of aps 1 or such other salary point as the ceo determines.
National Health Funding Body EA.txt637salary packagingscheme (salary packaging)- as varied from time to time- will be available to all employees, including casual employees, covered by this agreement. 54. an employee may access salary packaging, and may package up to one hundred per cent of salary. 55. where an employee takes up the option of salary packaging, the employee ' s salary for purposes of superannuation, severance and termination payments, and an y other purposes, will be determined as if the salary packaging arrangement had not occurred. 56. any fringe benefits tax incurred by the nhfb as a result of salary packaging arrangements must be met by the employee on a salary sacrifice basis. 10 part d - classification classification structure 57. the nhfb classification structure under the agreement will consist of the following: • • • •
National Health Funding Body EA.txt642salary packagingan employee may access salary packaging, and may package up to one hundred per cent of salary. 55. where an employee takes up the option of salary packaging, the employee ' s salary for purposes of superannuation, severance and termination payments, and an y other purposes, will be determined as if the salary packaging arrangement had not occurred. 56. any fringe benefits tax incurred by the nhfb as a result of salary packaging arrangements must be met by the employee on a salary sacrifice basis. 10 part d - classification classification structure 57. the nhfb classification structure under the agreement will consist of the following: • • • • • • • • •
National Health Funding Body EA.txt647salary packagingwhere an employee takes up the option of salary packaging, the employee ' s salary for purposes of superannuation, severance and termination payments, and an y other purposes, will be determined as if the salary packaging arrangement had not occurred. 56. any fringe benefits tax incurred by the nhfb as a result of salary packaging arrangements must be met by the employee on a salary sacrifice basis. 10 part d - classification classification structure 57. the nhfb classification structure under the agreement will consist of the following: • • • • • • • • • • • el 2 el 1
National Health Funding Body EA.txt649salary packagingpurposes, will be determined as if the salary packaging arrangement had not occurred. 56. any fringe benefits tax incurred by the nhfb as a result of salary packaging arrangements must be met by the employee on a salary sacrifice basis. 10 part d - classification classification structure 57. the nhfb classification structure under the agreement will consist of the following: • • • • • • • • • • • el 2 el 1 aps 6 aps 5
National Health Funding Body EA.txt653salary packagingany fringe benefits tax incurred by the nhfb as a result of salary packaging arrangements must be met by the employee on a salary sacrifice basis. 10 part d - classification classification structure 57. the nhfb classification structure under the agreement will consist of the following: • • • • • • • • • • • el 2 el 1 aps 6 aps 5 aps 4 aps 3 aps 2 aps 1
National Health Funding Body EA.txt738bandwidthbandwidths 67. the standard bandwidth is between the hours of7.00 am and 7.00 pm, monday to friday. 68. the nhfb's business hours for the public are 8.30 am to 5.00 pm monday to friday. 69. hours worked within the standard bandwidth are at ordinary time. 70. where an employee requests to work their ordinary hours outside the bandwidth e.g. on saturday or sunday, the employee may do so, subject to operational requirements, with the agreement of their manager. any hours worked on this basis will be considered ordinary hours and will not attract overtime. work outside the standard bandwidth 71. aps1-6 level employees (and their equivalents) are eligible for an overtime payment where they are required by the ceo to: a. b. perform work outside the bandwidth (inclusive of weekends and public holidays) ;
National Health Funding Body EA.txt741bandwidththe standard bandwidth is between the hours of7.00 am and 7.00 pm, monday to friday. 68. the nhfb's business hours for the public are 8.30 am to 5.00 pm monday to friday. 69. hours worked within the standard bandwidth are at ordinary time. 70. where an employee requests to work their ordinary hours outside the bandwidth e.g. on saturday or sunday, the employee may do so, subject to operational requirements, with the agreement of their manager. any hours worked on this basis will be considered ordinary hours and will not attract overtime. work outside the standard bandwidth 71. aps1-6 level employees (and their equivalents) are eligible for an overtime payment where they are required by the ceo to: a. b. perform work outside the bandwidth (inclusive of weekends and public holidays) ; or work in excess of9.5 hours on any one day (monday to friday inclusive) ; whichever occurs first.
National Health Funding Body EA.txt750bandwidthhours worked within the standard bandwidth are at ordinary time. 70. where an employee requests to work their ordinary hours outside the bandwidth e.g. on saturday or sunday, the employee may do so, subject to operational requirements, with the agreement of their manager. any hours worked on this basis will be considered ordinary hours and will not attract overtime. work outside the standard bandwidth 71. aps1-6 level employees (and their equivalents) are eligible for an overtime payment where they are required by the ceo to: a. b. perform work outside the bandwidth (inclusive of weekends and public holidays) ; or work in excess of9.5 hours on any one day (monday to friday inclusive) ; whichever occurs first. 12 72. for all employees overtime is not payable in relation to any hours worked where : a. an employee has not worked in excess of 37.5 hours (or their normal weekly hours of work) in a working week; and b.
National Health Funding Body EA.txt754bandwidthwhere an employee requests to work their ordinary hours outside the bandwidth e.g. on saturday or sunday, the employee may do so, subject to operational requirements, with the agreement of their manager. any hours worked on this basis will be considered ordinary hours and will not attract overtime. work outside the standard bandwidth 71. aps1-6 level employees (and their equivalents) are eligible for an overtime payment where they are required by the ceo to: a. b. perform work outside the bandwidth (inclusive of weekends and public holidays) ; or work in excess of9.5 hours on any one day (monday to friday inclusive) ; whichever occurs first. 12 72. for all employees overtime is not payable in relation to any hours worked where : a. an employee has not worked in excess of 37.5 hours (or their normal weekly hours of work) in a working week; and b. the overtime is not approved by the ceo. 73.
National Health Funding Body EA.txt757overtimeordinary hours and will not attract overtime. work outside the standard bandwidth 71. aps1-6 level employees (and their equivalents) are eligible for an overtime payment where they are required by the ceo to: a. b. perform work outside the bandwidth (inclusive of weekends and public holidays) ; or work in excess of9.5 hours on any one day (monday to friday inclusive) ; whichever occurs first. 12 72. for all employees overtime is not payable in relation to any hours worked where : a. an employee has not worked in excess of 37.5 hours (or their normal weekly hours of work) in a working week; and b. the overtime is not approved by the ceo. 73. the overtime rates are: a. b.
National Health Funding Body EA.txt759bandwidthwork outside the standard bandwidth 71. aps1-6 level employees (and their equivalents) are eligible for an overtime payment where they are required by the ceo to: a. b. perform work outside the bandwidth (inclusive of weekends and public holidays) ; or work in excess of9.5 hours on any one day (monday to friday inclusive) ; whichever occurs first. 12 72. for all employees overtime is not payable in relation to any hours worked where : a. an employee has not worked in excess of 37.5 hours (or their normal weekly hours of work) in a working week; and b. the overtime is not approved by the ceo. 73. the overtime rates are: a. b. c. d.
National Health Funding Body EA.txt762overtimeaps1-6 level employees (and their equivalents) are eligible for an overtime payment where they are required by the ceo to: a. b. perform work outside the bandwidth (inclusive of weekends and public holidays) ; or work in excess of9.5 hours on any one day (monday to friday inclusive) ; whichever occurs first. 12 72. for all employees overtime is not payable in relation to any hours worked where : a. an employee has not worked in excess of 37.5 hours (or their normal weekly hours of work) in a working week; and b. the overtime is not approved by the ceo. 73. the overtime rates are: a. b. c. d. monday to saturday- time and one half; sunday and public holidays - double time;
National Health Funding Body EA.txt767bandwidthperform work outside the bandwidth (inclusive of weekends and public holidays) ; or work in excess of9.5 hours on any one day (monday to friday inclusive) ; whichever occurs first. 12 72. for all employees overtime is not payable in relation to any hours worked where : a. an employee has not worked in excess of 37.5 hours (or their normal weekly hours of work) in a working week; and b. the overtime is not approved by the ceo. 73. the overtime rates are: a. b. c. d. monday to saturday- time and one half; sunday and public holidays - double time; public holiday falling within the standard bandwidth (for full-time employees) or agreed pattern of hours (for part-time employees)- single time; where directed to work overtime during the annual closedown - time and one half. 74.
National Health Funding Body EA.txt776overtimefor all employees overtime is not payable in relation to any hours worked where : a. an employee has not worked in excess of 37.5 hours (or their normal weekly hours of work) in a working week; and b. the overtime is not approved by the ceo. 73. the overtime rates are: a. b. c. d. monday to saturday- time and one half; sunday and public holidays - double time; public holiday falling within the standard bandwidth (for full-time employees) or agreed pattern of hours (for part-time employees)- single time; where directed to work overtime during the annual closedown - time and one half. 74. in directing an employee to work a period of overtime, the ceo will take into account operational needs and the personal circumstances ofthe employee. 75 . overtime is considered to be continuous with ordinary duty when an employee does not have a break, other than a meal break, between the periods of ordinary duty and overtime.
National Health Funding Body EA.txt780overtimethe overtime is not approved by the ceo. 73. the overtime rates are: a. b. c. d. monday to saturday- time and one half; sunday and public holidays - double time; public holiday falling within the standard bandwidth (for full-time employees) or agreed pattern of hours (for part-time employees)- single time; where directed to work overtime during the annual closedown - time and one half. 74. in directing an employee to work a period of overtime, the ceo will take into account operational needs and the personal circumstances ofthe employee. 75 . overtime is considered to be continuous with ordinary duty when an employee does not have a break, other than a meal break, between the periods of ordinary duty and overtime. 76 . executive level employees have access to flexible working hours in accordance with
National Health Funding Body EA.txt784overtimethe overtime rates are: a. b. c. d. monday to saturday- time and one half; sunday and public holidays - double time; public holiday falling within the standard bandwidth (for full-time employees) or agreed pattern of hours (for part-time employees)- single time; where directed to work overtime during the annual closedown - time and one half. 74. in directing an employee to work a period of overtime, the ceo will take into account operational needs and the personal circumstances ofthe employee. 75 . overtime is considered to be continuous with ordinary duty when an employee does not have a break, other than a meal break, between the periods of ordinary duty and overtime. 76 . executive level employees have access to flexible working hours in accordance with clauses 100 and 101 (executive level working arrangements). 77.
National Health Funding Body EA.txt792bandwidthpublic holiday falling within the standard bandwidth (for full-time employees) or agreed pattern of hours (for part-time employees)- single time; where directed to work overtime during the annual closedown - time and one half. 74. in directing an employee to work a period of overtime, the ceo will take into account operational needs and the personal circumstances ofthe employee. 75 . overtime is considered to be continuous with ordinary duty when an employee does not have a break, other than a meal break, between the periods of ordinary duty and overtime. 76 . executive level employees have access to flexible working hours in accordance with clauses 100 and 101 (executive level working arrangements). 77. clauses 71 to 76 do not apply where an employee is required to undetiake official travel. flextime 78. all aps 1-6 (and equivalent) employees may access flexible working hours. flexible working hours will be accessed through the flex-time scheme and do not attract
National Health Funding Body EA.txt794overtimewhere directed to work overtime during the annual closedown - time and one half. 74. in directing an employee to work a period of overtime, the ceo will take into account operational needs and the personal circumstances ofthe employee. 75 . overtime is considered to be continuous with ordinary duty when an employee does not have a break, other than a meal break, between the periods of ordinary duty and overtime. 76 . executive level employees have access to flexible working hours in accordance with clauses 100 and 101 (executive level working arrangements). 77. clauses 71 to 76 do not apply where an employee is required to undetiake official travel. flextime 78. all aps 1-6 (and equivalent) employees may access flexible working hours. flexible working hours will be accessed through the flex-time scheme and do not attract overtime.
National Health Funding Body EA.txt798overtimein directing an employee to work a period of overtime, the ceo will take into account operational needs and the personal circumstances ofthe employee. 75 . overtime is considered to be continuous with ordinary duty when an employee does not have a break, other than a meal break, between the periods of ordinary duty and overtime. 76 . executive level employees have access to flexible working hours in accordance with clauses 100 and 101 (executive level working arrangements). 77. clauses 71 to 76 do not apply where an employee is required to undetiake official travel. flextime 78. all aps 1-6 (and equivalent) employees may access flexible working hours. flexible working hours will be accessed through the flex-time scheme and do not attract overtime. 79. the ceo will administer these arrangements in a way which meets the nhfb's operational requirements and responsibilities. where possible, the ceo will take into
National Health Funding Body EA.txt803overtimeovertime is considered to be continuous with ordinary duty when an employee does not have a break, other than a meal break, between the periods of ordinary duty and overtime. 76 . executive level employees have access to flexible working hours in accordance with clauses 100 and 101 (executive level working arrangements). 77. clauses 71 to 76 do not apply where an employee is required to undetiake official travel. flextime 78. all aps 1-6 (and equivalent) employees may access flexible working hours. flexible working hours will be accessed through the flex-time scheme and do not attract overtime. 79. the ceo will administer these arrangements in a way which meets the nhfb's operational requirements and responsibilities. where possible, the ceo will take into consideration the individual needs ofthe employee. 80. subject to the agreement of their manager, an employee may:
National Health Funding Body EA.txt805overtimeovertime. 76 . executive level employees have access to flexible working hours in accordance with clauses 100 and 101 (executive level working arrangements). 77. clauses 71 to 76 do not apply where an employee is required to undetiake official travel. flextime 78. all aps 1-6 (and equivalent) employees may access flexible working hours. flexible working hours will be accessed through the flex-time scheme and do not attract overtime. 79. the ceo will administer these arrangements in a way which meets the nhfb's operational requirements and responsibilities. where possible, the ceo will take into consideration the individual needs ofthe employee. 80. subject to the agreement of their manager, an employee may: a. b.
National Health Funding Body EA.txt815traveltravel. flextime 78. all aps 1-6 (and equivalent) employees may access flexible working hours. flexible working hours will be accessed through the flex-time scheme and do not attract overtime. 79. the ceo will administer these arrangements in a way which meets the nhfb's operational requirements and responsibilities. where possible, the ceo will take into consideration the individual needs ofthe employee. 80. subject to the agreement of their manager, an employee may: a. b. 81. vary their pattern of attendance from time to time in order to meet personal needs, take flextime as a pati or whole day absence. where an employee's flex credits are outstanding at the cessation of employment the flex credit will be paid at ordinary time rates. where flex debits are outstanding at the cessation employment these will be recovered as pati of the termination payment.
National Health Funding Body EA.txt817flextimeflextime 78. all aps 1-6 (and equivalent) employees may access flexible working hours. flexible working hours will be accessed through the flex-time scheme and do not attract overtime. 79. the ceo will administer these arrangements in a way which meets the nhfb's operational requirements and responsibilities. where possible, the ceo will take into consideration the individual needs ofthe employee. 80. subject to the agreement of their manager, an employee may: a. b. 81. vary their pattern of attendance from time to time in order to meet personal needs, take flextime as a pati or whole day absence. where an employee's flex credits are outstanding at the cessation of employment the flex credit will be paid at ordinary time rates. where flex debits are outstanding at the cessation employment these will be recovered as pati of the termination payment. excess flex credits 82.
National Health Funding Body EA.txt822overtimeovertime. 79. the ceo will administer these arrangements in a way which meets the nhfb's operational requirements and responsibilities. where possible, the ceo will take into consideration the individual needs ofthe employee. 80. subject to the agreement of their manager, an employee may: a. b. 81. vary their pattern of attendance from time to time in order to meet personal needs, take flextime as a pati or whole day absence. where an employee's flex credits are outstanding at the cessation of employment the flex credit will be paid at ordinary time rates. where flex debits are outstanding at the cessation employment these will be recovered as pati of the termination payment. excess flex credits 82. where an employee's flex credit exceeds 20 hours at the end of a settlement period, the employee and their manager will put a plan in place to reduce the flex credits. 83 .
National Health Funding Body EA.txt839flextimetake flextime as a pati or whole day absence. where an employee's flex credits are outstanding at the cessation of employment the flex credit will be paid at ordinary time rates. where flex debits are outstanding at the cessation employment these will be recovered as pati of the termination payment. excess flex credits 82. where an employee's flex credit exceeds 20 hours at the end of a settlement period, the employee and their manager will put a plan in place to reduce the flex credits. 83 . at the end of a settlement period, an employee ' s manager may approve flex credits exceeding 30 hours to be cashed out at ordinary time rates where, due to organisational 13 requirements, the manager cannot envisage an opportunity for the employee to use those credits in the next settlement period. 84. at the request of the employee, flex credits exceeding 37.5 hours will be cashed out. flex credits exceeding 37.5 hours will not be carried over to the next settlement period. flex debit balance 85. an employee may not carry over in excess of 10 hours flextime debit at the end of any
National Health Funding Body EA.txt868flextimean employee may not carry over in excess of 10 hours flextime debit at the end of any settlement period. where an employee has a flex debit of more than 10 hours in a settlement period, the employee must reduce the flex debit to 10 hours or less in the next settlement period. 86. where an employee does not reduce the flex debit, any amount exceeding 10 hours will be treated as leave without pay and will be recovered in full as an over payment. public holidays 87. an employee is entitled to the following public holidays: a. b. c. d. e. f. g. h. 1. new year's day- 1 january; australia day- 26 january; good friday; easter monday; anzac day- 25 april; queen's birthday- on the day on which it is celebrated in the relevant state or
National Health Funding Body EA.txt928long service leaveentitlement for that form of leave (e.g., if on long service leave at half pay, payment is at half pay). 14 92. if under a law of a state or territory every sunday is declared or prescribed by or under that law to be a public holiday, there is no entitlement to receive payment as a public holiday if the employee would have worked, or does perform work, on that day. in these circumstances, payment will only be made at the public holiday rate of pay if employee performs work on that day, and the sunday would otherwise be a public holiday under clause 87. 93 . if under a law of a state or territory easter tuesday is declared or prescribed by or under that law to be a public holiday, there is no entitlement to receive payment as a public holiday if the employee would have worked, or does perform work, on that day. christmas closedown 94. the nhfb will close its normal operations from close of business on the last working day before christmas, with business resuming on the first working day after new year's day ('christmas closedown ' ). 95. employees are entitled to be absent with pay for the working days during christmas
National Health Funding Body EA.txt966long service leaveentitlement, e.g. if the employee is absent on long service leave at half pay, payment for the day will also be at half pay. 97. part-time employees normally not working on the days of the week on which an annual closedown occurs will not be entitled to alternative time off. flexible working arrangements 98. an employee may request a change in the working arrangements if they require flexibility as stated under the national employment standards (nes). 99 . the approval of flexible working arrangements will apply for a period determined by the ceo. executive level working arrangements 100. the ceo may approve executive level employees (and their equivalents) access to flexible working hours. executive level remuneration recognises that some additional demands may be placed upon them. 101. where operational needs require an executive level employee to work additional hours in excess of their ordinary hours for a sustained period, the ceo will grant reasonable time off to recognise the additional hours worked at an agreed time. 15 working from home
National Health Funding Body EA.txt1085travelemployees travelling on official duty 108. travel allowances and assistance are set in line with the australian taxation office (ato) economic indicator. futiher information is available in the travel policy. 109. if an employee is required to be absent from the usual locality on official business involving an overnight stay, a daily travel allowance will be paid at a rate aligned to the a to economic indicator and agreed by the ceo. 110. where this period exceeds three (3) continuous weeks, the ceo may review the travel allowance and adjust the payment on the basis of reasonable actual expense or provide an alternative package of assistance for temporary relocation. 111. the ceo may approve reimbursement of reasonable additional expenses, as determined by nhfb, subject to the presentation of receipts, incurred as a direct result of travelling on official business . . 112. an employee who is absent from the usual place of work on official business for a period of not less than 10 hours, but not overnight, will be paid an allowance of $53 for each absence. 113. official travel, wherever possible, should be undetiaken during the standard bandwidth of hours. 114. an employee wi ii not receive the meal and/or accommodation components of a daily travel allowance if the relevant expense is met by the nhfb or another organisation. 17 motor vehicle allowance 115. motor vehicle allowance (mva) is payable where the ceo approves an employee to use a private or personally hired vehicle for official purposes. 116. mv a is paid in accordance with the australian tax office (ato) rate per kilometre. further information is available in the travel policy. disturbance allowance 117. the ceo may approve disturbance allowance for an employee on permanent movement requiring relocation where an employee is an eligible employee. fmther
National Health Funding Body EA.txt1086travel108. travel allowances and assistance are set in line with the australian taxation office (ato) economic indicator. futiher information is available in the travel policy. 109. if an employee is required to be absent from the usual locality on official business involving an overnight stay, a daily travel allowance will be paid at a rate aligned to the a to economic indicator and agreed by the ceo. 110. where this period exceeds three (3) continuous weeks, the ceo may review the travel allowance and adjust the payment on the basis of reasonable actual expense or provide an alternative package of assistance for temporary relocation. 111. the ceo may approve reimbursement of reasonable additional expenses, as determined by nhfb, subject to the presentation of receipts, incurred as a direct result of travelling on official business . . 112. an employee who is absent from the usual place of work on official business for a period of not less than 10 hours, but not overnight, will be paid an allowance of $53 for each absence. 113. official travel, wherever possible, should be undetiaken during the standard bandwidth of hours. 114. an employee wi ii not receive the meal and/or accommodation components of a daily travel allowance if the relevant expense is met by the nhfb or another organisation. 17 motor vehicle allowance 115. motor vehicle allowance (mva) is payable where the ceo approves an employee to use a private or personally hired vehicle for official purposes. 116. mv a is paid in accordance with the australian tax office (ato) rate per kilometre. further information is available in the travel policy. disturbance allowance 117. the ceo may approve disturbance allowance for an employee on permanent movement requiring relocation where an employee is an eligible employee. fmther information is available in the allowance policy.
National Health Funding Body EA.txt1086travel allowance108. travel allowances and assistance are set in line with the australian taxation office (ato) economic indicator. futiher information is available in the travel policy. 109. if an employee is required to be absent from the usual locality on official business involving an overnight stay, a daily travel allowance will be paid at a rate aligned to the a to economic indicator and agreed by the ceo. 110. where this period exceeds three (3) continuous weeks, the ceo may review the travel allowance and adjust the payment on the basis of reasonable actual expense or provide an alternative package of assistance for temporary relocation. 111. the ceo may approve reimbursement of reasonable additional expenses, as determined by nhfb, subject to the presentation of receipts, incurred as a direct result of travelling on official business . . 112. an employee who is absent from the usual place of work on official business for a period of not less than 10 hours, but not overnight, will be paid an allowance of $53 for each absence. 113. official travel, wherever possible, should be undetiaken during the standard bandwidth of hours. 114. an employee wi ii not receive the meal and/or accommodation components of a daily travel allowance if the relevant expense is met by the nhfb or another organisation. 17 motor vehicle allowance 115. motor vehicle allowance (mva) is payable where the ceo approves an employee to use a private or personally hired vehicle for official purposes. 116. mv a is paid in accordance with the australian tax office (ato) rate per kilometre. further information is available in the travel policy. disturbance allowance 117. the ceo may approve disturbance allowance for an employee on permanent movement requiring relocation where an employee is an eligible employee. fmther information is available in the allowance policy.
National Health Funding Body EA.txt1087travel(ato) economic indicator. futiher information is available in the travel policy. 109. if an employee is required to be absent from the usual locality on official business involving an overnight stay, a daily travel allowance will be paid at a rate aligned to the a to economic indicator and agreed by the ceo. 110. where this period exceeds three (3) continuous weeks, the ceo may review the travel allowance and adjust the payment on the basis of reasonable actual expense or provide an alternative package of assistance for temporary relocation. 111. the ceo may approve reimbursement of reasonable additional expenses, as determined by nhfb, subject to the presentation of receipts, incurred as a direct result of travelling on official business . . 112. an employee who is absent from the usual place of work on official business for a period of not less than 10 hours, but not overnight, will be paid an allowance of $53 for each absence. 113. official travel, wherever possible, should be undetiaken during the standard bandwidth of hours. 114. an employee wi ii not receive the meal and/or accommodation components of a daily travel allowance if the relevant expense is met by the nhfb or another organisation. 17 motor vehicle allowance 115. motor vehicle allowance (mva) is payable where the ceo approves an employee to use a private or personally hired vehicle for official purposes. 116. mv a is paid in accordance with the australian tax office (ato) rate per kilometre. further information is available in the travel policy. disturbance allowance 117. the ceo may approve disturbance allowance for an employee on permanent movement requiring relocation where an employee is an eligible employee. fmther information is available in the allowance policy.
National Health Funding Body EA.txt1089travelinvolving an overnight stay, a daily travel allowance will be paid at a rate aligned to the a to economic indicator and agreed by the ceo. 110. where this period exceeds three (3) continuous weeks, the ceo may review the travel allowance and adjust the payment on the basis of reasonable actual expense or provide an alternative package of assistance for temporary relocation. 111. the ceo may approve reimbursement of reasonable additional expenses, as determined by nhfb, subject to the presentation of receipts, incurred as a direct result of travelling on official business . . 112. an employee who is absent from the usual place of work on official business for a period of not less than 10 hours, but not overnight, will be paid an allowance of $53 for each absence. 113. official travel, wherever possible, should be undetiaken during the standard bandwidth of hours. 114. an employee wi ii not receive the meal and/or accommodation components of a daily travel allowance if the relevant expense is met by the nhfb or another organisation. 17 motor vehicle allowance 115. motor vehicle allowance (mva) is payable where the ceo approves an employee to use a private or personally hired vehicle for official purposes. 116. mv a is paid in accordance with the australian tax office (ato) rate per kilometre. further information is available in the travel policy. disturbance allowance 117. the ceo may approve disturbance allowance for an employee on permanent movement requiring relocation where an employee is an eligible employee. fmther information is available in the allowance policy. restriction allowance 118. where the ceo requires an employee at the aps 3 classification or above to be
National Health Funding Body EA.txt1089travel allowanceinvolving an overnight stay, a daily travel allowance will be paid at a rate aligned to the a to economic indicator and agreed by the ceo. 110. where this period exceeds three (3) continuous weeks, the ceo may review the travel allowance and adjust the payment on the basis of reasonable actual expense or provide an alternative package of assistance for temporary relocation. 111. the ceo may approve reimbursement of reasonable additional expenses, as determined by nhfb, subject to the presentation of receipts, incurred as a direct result of travelling on official business . . 112. an employee who is absent from the usual place of work on official business for a period of not less than 10 hours, but not overnight, will be paid an allowance of $53 for each absence. 113. official travel, wherever possible, should be undetiaken during the standard bandwidth of hours. 114. an employee wi ii not receive the meal and/or accommodation components of a daily travel allowance if the relevant expense is met by the nhfb or another organisation. 17 motor vehicle allowance 115. motor vehicle allowance (mva) is payable where the ceo approves an employee to use a private or personally hired vehicle for official purposes. 116. mv a is paid in accordance with the australian tax office (ato) rate per kilometre. further information is available in the travel policy. disturbance allowance 117. the ceo may approve disturbance allowance for an employee on permanent movement requiring relocation where an employee is an eligible employee. fmther information is available in the allowance policy. restriction allowance 118. where the ceo requires an employee at the aps 3 classification or above to be
National Health Funding Body EA.txt1091travel110. where this period exceeds three (3) continuous weeks, the ceo may review the travel allowance and adjust the payment on the basis of reasonable actual expense or provide an alternative package of assistance for temporary relocation. 111. the ceo may approve reimbursement of reasonable additional expenses, as determined by nhfb, subject to the presentation of receipts, incurred as a direct result of travelling on official business . . 112. an employee who is absent from the usual place of work on official business for a period of not less than 10 hours, but not overnight, will be paid an allowance of $53 for each absence. 113. official travel, wherever possible, should be undetiaken during the standard bandwidth of hours. 114. an employee wi ii not receive the meal and/or accommodation components of a daily travel allowance if the relevant expense is met by the nhfb or another organisation. 17 motor vehicle allowance 115. motor vehicle allowance (mva) is payable where the ceo approves an employee to use a private or personally hired vehicle for official purposes. 116. mv a is paid in accordance with the australian tax office (ato) rate per kilometre. further information is available in the travel policy. disturbance allowance 117. the ceo may approve disturbance allowance for an employee on permanent movement requiring relocation where an employee is an eligible employee. fmther information is available in the allowance policy. restriction allowance 118. where the ceo requires an employee at the aps 3 classification or above to be contactable and available to work for a specified period outside the bandwidth of hours, the employee will be paid a restriction allowance as per the allowance policy and as
National Health Funding Body EA.txt1096travelof travelling on official business . . 112. an employee who is absent from the usual place of work on official business for a period of not less than 10 hours, but not overnight, will be paid an allowance of $53 for each absence. 113. official travel, wherever possible, should be undetiaken during the standard bandwidth of hours. 114. an employee wi ii not receive the meal and/or accommodation components of a daily travel allowance if the relevant expense is met by the nhfb or another organisation. 17 motor vehicle allowance 115. motor vehicle allowance (mva) is payable where the ceo approves an employee to use a private or personally hired vehicle for official purposes. 116. mv a is paid in accordance with the australian tax office (ato) rate per kilometre. further information is available in the travel policy. disturbance allowance 117. the ceo may approve disturbance allowance for an employee on permanent movement requiring relocation where an employee is an eligible employee. fmther information is available in the allowance policy. restriction allowance 118. where the ceo requires an employee at the aps 3 classification or above to be contactable and available to work for a specified period outside the bandwidth of hours, the employee will be paid a restriction allowance as per the allowance policy and as follows : a. b. c.
National Health Funding Body EA.txt1100travel113. official travel, wherever possible, should be undetiaken during the standard bandwidth of hours. 114. an employee wi ii not receive the meal and/or accommodation components of a daily travel allowance if the relevant expense is met by the nhfb or another organisation. 17 motor vehicle allowance 115. motor vehicle allowance (mva) is payable where the ceo approves an employee to use a private or personally hired vehicle for official purposes. 116. mv a is paid in accordance with the australian tax office (ato) rate per kilometre. further information is available in the travel policy. disturbance allowance 117. the ceo may approve disturbance allowance for an employee on permanent movement requiring relocation where an employee is an eligible employee. fmther information is available in the allowance policy. restriction allowance 118. where the ceo requires an employee at the aps 3 classification or above to be contactable and available to work for a specified period outside the bandwidth of hours, the employee will be paid a restriction allowance as per the allowance policy and as follows : a. b. c. an employee restricted for a period of seven (7) calendar days will receive an allowance of $294.58 per week; an employee restricted for a period of less than seven (7) calendar days will
National Health Funding Body EA.txt1100bandwidth113. official travel, wherever possible, should be undetiaken during the standard bandwidth of hours. 114. an employee wi ii not receive the meal and/or accommodation components of a daily travel allowance if the relevant expense is met by the nhfb or another organisation. 17 motor vehicle allowance 115. motor vehicle allowance (mva) is payable where the ceo approves an employee to use a private or personally hired vehicle for official purposes. 116. mv a is paid in accordance with the australian tax office (ato) rate per kilometre. further information is available in the travel policy. disturbance allowance 117. the ceo may approve disturbance allowance for an employee on permanent movement requiring relocation where an employee is an eligible employee. fmther information is available in the allowance policy. restriction allowance 118. where the ceo requires an employee at the aps 3 classification or above to be contactable and available to work for a specified period outside the bandwidth of hours, the employee will be paid a restriction allowance as per the allowance policy and as follows : a. b. c. an employee restricted for a period of seven (7) calendar days will receive an allowance of $294.58 per week; an employee restricted for a period of less than seven (7) calendar days will
National Health Funding Body EA.txt1103traveltravel allowance if the relevant expense is met by the nhfb or another organisation. 17 motor vehicle allowance 115. motor vehicle allowance (mva) is payable where the ceo approves an employee to use a private or personally hired vehicle for official purposes. 116. mv a is paid in accordance with the australian tax office (ato) rate per kilometre. further information is available in the travel policy. disturbance allowance 117. the ceo may approve disturbance allowance for an employee on permanent movement requiring relocation where an employee is an eligible employee. fmther information is available in the allowance policy. restriction allowance 118. where the ceo requires an employee at the aps 3 classification or above to be contactable and available to work for a specified period outside the bandwidth of hours, the employee will be paid a restriction allowance as per the allowance policy and as follows : a. b. c. an employee restricted for a period of seven (7) calendar days will receive an allowance of $294.58 per week; an employee restricted for a period of less than seven (7) calendar days will receive a propottional rate based on the number of hours restricted outside the bandwidth; and an employee restricted on a weekend roster arrangement will receive an
National Health Funding Body EA.txt1103travel allowancetravel allowance if the relevant expense is met by the nhfb or another organisation. 17 motor vehicle allowance 115. motor vehicle allowance (mva) is payable where the ceo approves an employee to use a private or personally hired vehicle for official purposes. 116. mv a is paid in accordance with the australian tax office (ato) rate per kilometre. further information is available in the travel policy. disturbance allowance 117. the ceo may approve disturbance allowance for an employee on permanent movement requiring relocation where an employee is an eligible employee. fmther information is available in the allowance policy. restriction allowance 118. where the ceo requires an employee at the aps 3 classification or above to be contactable and available to work for a specified period outside the bandwidth of hours, the employee will be paid a restriction allowance as per the allowance policy and as follows : a. b. c. an employee restricted for a period of seven (7) calendar days will receive an allowance of $294.58 per week; an employee restricted for a period of less than seven (7) calendar days will receive a propottional rate based on the number of hours restricted outside the bandwidth; and an employee restricted on a weekend roster arrangement will receive an
National Health Funding Body EA.txt1110travelfurther information is available in the travel policy. disturbance allowance 117. the ceo may approve disturbance allowance for an employee on permanent movement requiring relocation where an employee is an eligible employee. fmther information is available in the allowance policy. restriction allowance 118. where the ceo requires an employee at the aps 3 classification or above to be contactable and available to work for a specified period outside the bandwidth of hours, the employee will be paid a restriction allowance as per the allowance policy and as follows : a. b. c. an employee restricted for a period of seven (7) calendar days will receive an allowance of $294.58 per week; an employee restricted for a period of less than seven (7) calendar days will receive a propottional rate based on the number of hours restricted outside the bandwidth; and an employee restricted on a weekend roster arrangement will receive an allowance of $53.56 for each day of the weekend they are restricted. propotiional rates will not apply for rostered weekend restriction periods. 119. executive level (and equivalents) and casual employees are ineligible to receive restriction allowance payments unless, in exceptional circumstances, the ceo approves such a payment.
National Health Funding Body EA.txt1119bandwidthcontactable and available to work for a specified period outside the bandwidth of hours, the employee will be paid a restriction allowance as per the allowance policy and as follows : a. b. c. an employee restricted for a period of seven (7) calendar days will receive an allowance of $294.58 per week; an employee restricted for a period of less than seven (7) calendar days will receive a propottional rate based on the number of hours restricted outside the bandwidth; and an employee restricted on a weekend roster arrangement will receive an allowance of $53.56 for each day of the weekend they are restricted. propotiional rates will not apply for rostered weekend restriction periods. 119. executive level (and equivalents) and casual employees are ineligible to receive restriction allowance payments unless, in exceptional circumstances, the ceo approves such a payment. overtime meal allowance 120. where an employee is required to work ovetiime for a continuous period of at least one (1) hour outside the bandwidth, which extends over a meal period, they will be paid a meal allowance of $25.30 as per the ovettime policy. 121. a meal period is defined as: a. b. c. d.
National Health Funding Body EA.txt1131bandwidthbandwidth; and an employee restricted on a weekend roster arrangement will receive an allowance of $53.56 for each day of the weekend they are restricted. propotiional rates will not apply for rostered weekend restriction periods. 119. executive level (and equivalents) and casual employees are ineligible to receive restriction allowance payments unless, in exceptional circumstances, the ceo approves such a payment. overtime meal allowance 120. where an employee is required to work ovetiime for a continuous period of at least one (1) hour outside the bandwidth, which extends over a meal period, they will be paid a meal allowance of $25.30 as per the ovettime policy. 121. a meal period is defined as: a. b. c. d. 7:00am to 9:00am 12:00 noon to 2:00pm 6:00pm to 7:00pm midnight to 1:ooam 18 lost and/or damaged clothing or personal effects 122. where an employee incurs loss of, or damage to, clothing or personal effects, and the loss or damage can be reasonably associated with the employee's performance of their duties, the manager will authorise reimbursement of costs for repairs or replacement of
National Health Funding Body EA.txt1140overtimeovertime meal allowance 120. where an employee is required to work ovetiime for a continuous period of at least one (1) hour outside the bandwidth, which extends over a meal period, they will be paid a meal allowance of $25.30 as per the ovettime policy. 121. a meal period is defined as: a. b. c. d. 7:00am to 9:00am 12:00 noon to 2:00pm 6:00pm to 7:00pm midnight to 1:ooam 18 lost and/or damaged clothing or personal effects 122. where an employee incurs loss of, or damage to, clothing or personal effects, and the loss or damage can be reasonably associated with the employee's performance of their duties, the manager will authorise reimbursement of costs for repairs or replacement of the personal effects. disruption allowance 123 . where the ceo determines there is a building or other disruptive activity the ceo may determine that an allowance is be payable to affected employees and set the rate and period of payment to be determined according to the circumstances. 19
National Health Funding Body EA.txt1142bandwidth(1) hour outside the bandwidth, which extends over a meal period, they will be paid a meal allowance of $25.30 as per the ovettime policy. 121. a meal period is defined as: a. b. c. d. 7:00am to 9:00am 12:00 noon to 2:00pm 6:00pm to 7:00pm midnight to 1:ooam 18 lost and/or damaged clothing or personal effects 122. where an employee incurs loss of, or damage to, clothing or personal effects, and the loss or damage can be reasonably associated with the employee's performance of their duties, the manager will authorise reimbursement of costs for repairs or replacement of the personal effects. disruption allowance 123 . where the ceo determines there is a building or other disruptive activity the ceo may determine that an allowance is be payable to affected employees and set the rate and period of payment to be determined according to the circumstances. 19 part g-leave general conditions
National Health Funding Body EA.txt1175travel125. if an employee is recalled to duty, the ceo will approve reimbursement toward travel expenses, incidental expenses or family care costs not otherwise recoverable under insurance or from another source, provided that the employee took reasonable precautions to avoid such expenses portability of leave 126. for the purpose of the portability of leave entitlement: a. b. ' aps employee' has the same meaning as in the ps act ' parliamentary service ' refers to employment under the parliamentary service act 1999 127. where an employee moves into the nhfb (including a promotion or for an agreed period) from another agency where they were an ongoing aps employee, the employee's unused accrued annual leave and personal/carers (however described) will be transferred, provided there is no break in continuity of service. 128. where an employee is engaged as either an ongoing or non-ongoing aps employee immediately following a period of ongoing or employment in the parliamentary service or the act government service, the employee's unused accrued annual leave and personal/carers leave (however described) will be recognised unless the employee received payment in lieu of those entitlements on separation of employment. 129. where a person is engaged as an ongoing employee in the nhfb, and immediately prior to the engagement the person was employed as a non-ongoing aps employee (whether in the nhfb or another agency) the ceo may, at the employee's request, recognise any unused, accrued annual leave (excluding accrued leave paid out on separation of employment) and personal/carer's leave (however described) provided there is no break in continuity of service.
National Health Funding Body EA.txt1243long service leavetaken at least 10 days annual leave or long service leave in the 12 months immediately preceding the request to cash out leave; and at least 20 days annual leave credit remaining. 141. the nhfb will pay the employee at least the full amount that would have been payable to the employee had the employee taken the leave that the employee had foregone 142. each cashing out of a patiicular amount of annual leave must be by a separate agreement in writing with the ceo . 21 payment on separation 143. on separation from the aps, an employee will be paid out leave entitlements in accordance with the fw act and long service leave (commonwealth employees) act 1976. 144. where an employee dies, or is presumed to have died on a particular date, the ceo will authorise payment to be made to dependants, the partner of the former employee or the former employee's legal representative of all leave entitlements otherwise payable on resignation or retirement. purchased leave 145. where the ceo agrees an employee may participate in the purchase leave scheme. an employee may purchase from one to six weeks purchased leave per year. leave, once purchased, shall generally be taken in multiple days. 146. purchased leave will count as service for all purposes . purchased leave not taken within 12 months from being purchased will be paid out in full. 14 7. the total cost of the purchase will be deducted in fortnightly instalments over the period of the purchase leave agreement. 148. when an employee ceases employment with the nhfb, the purchased leave credits and
National Health Funding Body EA.txt1256long service leaveaccordance with the fw act and long service leave (commonwealth employees) act 1976. 144. where an employee dies, or is presumed to have died on a particular date, the ceo will authorise payment to be made to dependants, the partner of the former employee or the former employee's legal representative of all leave entitlements otherwise payable on resignation or retirement. purchased leave 145. where the ceo agrees an employee may participate in the purchase leave scheme. an employee may purchase from one to six weeks purchased leave per year. leave, once purchased, shall generally be taken in multiple days. 146. purchased leave will count as service for all purposes . purchased leave not taken within 12 months from being purchased will be paid out in full. 14 7. the total cost of the purchase will be deducted in fortnightly instalments over the period of the purchase leave agreement. 148. when an employee ceases employment with the nhfb, the purchased leave credits and payments will be reconciled and payments recovered, or refunded as appropriate. unused purchased leave credits are not transferable between agencies. personal i carer's leave entitlement 149. on engagement, an on-going employee will be credited with personal/carers leave of 18 days (135 hours) or the part-time equivalent. a further 18 days (135 hours) or the parttime equivalent will accrue on completion of each 12 month period of service thereafter. 150. on-going employees will accumulate 18 days (135 hours) or the part-time equivalent personal/carers leave credits at full pay for each year of service throughout their employment with the nhfb . 151. full-time non-ongoing employees, other than casual employees are entitled to 18 days (135 hours) personal/carers leave per year or the part-time equivalent, accruing daily.
National Health Funding Body EA.txt1327long service leavepersonal/carer's leave will not count as service, except for long service leave purposes. evidence for personal/carer's leave 161. an employee is required to provide evidence to be entitled to paid personal/carer's leave, in accordance clause 162 162. evidence in clause 161 means: a. b. c. a medical certificate; a statutory declaration, if it was not reasonably practicable for the employee to obtain a medical cetiificate; and/or with the prior agreement or direction of the ceo another form of evidence, including no evidence. 163. if the employee provides a statutory declaration as evidence, the statutory declaration must set why the employee was unable to attend work. 164. the ceo may also, in writing, require the employee to provide evidence for personal/carer's leave in other circumstances. 23 165. if the employee does not provide the required evidence within a reasonable period, the absence will be treated as unauthorised leave. absence-without approval 166. where an employee is absent from work without approval, e.g. without the express approval of their manager, or not in accordance with a term ofthis agreement, the absence will be tteated as an ' unauthorised absence' and will not count as service for
National Health Funding Body EA.txt1444donating blooddonating blood 185. the nhfb recognises the imp01tance of and supp01ts employees in donating blood. employees donating blood during working hours are not required to complete a leave application or to utilise flextime . long service leave 186. an employee is eligible for long service leave in accordance with the long service leave (commonwealth employees) act 1976. 187. the minimum period for which long service leave will be granted is seven (7) calendar days at full pay (or 14 calendar days at half pay). long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. maternity and parental leave 188. employees who are pregnant, or who have given birth, are covered by the provisions of the maternity leave (commonwealth employees) act 1973 (the ml act). 189. employees with an entitlement to paid leave under the ml act are provided with an additional two (2) weeks of paid leave, to be taken continuously with a period of paid maternity leave provided by the ml act. 190. employees who adopt or permanently foster a child, and have or will have responsibility for the care of the child, are entitled to up to 52 weeks of parental leave . for primary caregivers, up to 14 weeks will be paid leave, commencing from the time of placement ofthe child, provided the employee satisfies the same qualifying requirements as those required to receive paid leave in accordance with the ml act. 191. employees are entitled to parental leave for adoption or permanent foster care when that child: a. is under 16 years of age; b. has not, or will not have, lived continuously with the employee for a period of 6 months or more as at the day (or expected day) of placement; and c. is not (otherwise than because of the adoption) a child of the employee or the employee ' s spouse/partner.
National Health Funding Body EA.txt1445donating blood185. the nhfb recognises the imp01tance of and supp01ts employees in donating blood. employees donating blood during working hours are not required to complete a leave application or to utilise flextime . long service leave 186. an employee is eligible for long service leave in accordance with the long service leave (commonwealth employees) act 1976. 187. the minimum period for which long service leave will be granted is seven (7) calendar days at full pay (or 14 calendar days at half pay). long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. maternity and parental leave 188. employees who are pregnant, or who have given birth, are covered by the provisions of the maternity leave (commonwealth employees) act 1973 (the ml act). 189. employees with an entitlement to paid leave under the ml act are provided with an additional two (2) weeks of paid leave, to be taken continuously with a period of paid maternity leave provided by the ml act. 190. employees who adopt or permanently foster a child, and have or will have responsibility for the care of the child, are entitled to up to 52 weeks of parental leave . for primary caregivers, up to 14 weeks will be paid leave, commencing from the time of placement ofthe child, provided the employee satisfies the same qualifying requirements as those required to receive paid leave in accordance with the ml act. 191. employees are entitled to parental leave for adoption or permanent foster care when that child: a. is under 16 years of age; b. has not, or will not have, lived continuously with the employee for a period of 6 months or more as at the day (or expected day) of placement; and c. is not (otherwise than because of the adoption) a child of the employee or the employee ' s spouse/partner. 192. documentary evidence of approval for adoption or enduring parental responsibilities
National Health Funding Body EA.txt1446donating bloodemployees donating blood during working hours are not required to complete a leave application or to utilise flextime . long service leave 186. an employee is eligible for long service leave in accordance with the long service leave (commonwealth employees) act 1976. 187. the minimum period for which long service leave will be granted is seven (7) calendar days at full pay (or 14 calendar days at half pay). long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. maternity and parental leave 188. employees who are pregnant, or who have given birth, are covered by the provisions of the maternity leave (commonwealth employees) act 1973 (the ml act). 189. employees with an entitlement to paid leave under the ml act are provided with an additional two (2) weeks of paid leave, to be taken continuously with a period of paid maternity leave provided by the ml act. 190. employees who adopt or permanently foster a child, and have or will have responsibility for the care of the child, are entitled to up to 52 weeks of parental leave . for primary caregivers, up to 14 weeks will be paid leave, commencing from the time of placement ofthe child, provided the employee satisfies the same qualifying requirements as those required to receive paid leave in accordance with the ml act. 191. employees are entitled to parental leave for adoption or permanent foster care when that child: a. is under 16 years of age; b. has not, or will not have, lived continuously with the employee for a period of 6 months or more as at the day (or expected day) of placement; and c. is not (otherwise than because of the adoption) a child of the employee or the employee ' s spouse/partner. 192. documentary evidence of approval for adoption or enduring parental responsibilities under formal fostering arrangements must be submitted when applying for parental
National Health Funding Body EA.txt1447flextimeapplication or to utilise flextime . long service leave 186. an employee is eligible for long service leave in accordance with the long service leave (commonwealth employees) act 1976. 187. the minimum period for which long service leave will be granted is seven (7) calendar days at full pay (or 14 calendar days at half pay). long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. maternity and parental leave 188. employees who are pregnant, or who have given birth, are covered by the provisions of the maternity leave (commonwealth employees) act 1973 (the ml act). 189. employees with an entitlement to paid leave under the ml act are provided with an additional two (2) weeks of paid leave, to be taken continuously with a period of paid maternity leave provided by the ml act. 190. employees who adopt or permanently foster a child, and have or will have responsibility for the care of the child, are entitled to up to 52 weeks of parental leave . for primary caregivers, up to 14 weeks will be paid leave, commencing from the time of placement ofthe child, provided the employee satisfies the same qualifying requirements as those required to receive paid leave in accordance with the ml act. 191. employees are entitled to parental leave for adoption or permanent foster care when that child: a. is under 16 years of age; b. has not, or will not have, lived continuously with the employee for a period of 6 months or more as at the day (or expected day) of placement; and c. is not (otherwise than because of the adoption) a child of the employee or the employee ' s spouse/partner. 192. documentary evidence of approval for adoption or enduring parental responsibilities under formal fostering arrangements must be submitted when applying for parental leave for adoption or permanent foster carer purposes.
National Health Funding Body EA.txt1449long service leavelong service leave 186. an employee is eligible for long service leave in accordance with the long service leave (commonwealth employees) act 1976. 187. the minimum period for which long service leave will be granted is seven (7) calendar days at full pay (or 14 calendar days at half pay). long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. maternity and parental leave 188. employees who are pregnant, or who have given birth, are covered by the provisions of the maternity leave (commonwealth employees) act 1973 (the ml act). 189. employees with an entitlement to paid leave under the ml act are provided with an additional two (2) weeks of paid leave, to be taken continuously with a period of paid maternity leave provided by the ml act. 190. employees who adopt or permanently foster a child, and have or will have responsibility for the care of the child, are entitled to up to 52 weeks of parental leave . for primary caregivers, up to 14 weeks will be paid leave, commencing from the time of placement ofthe child, provided the employee satisfies the same qualifying requirements as those required to receive paid leave in accordance with the ml act. 191. employees are entitled to parental leave for adoption or permanent foster care when that child: a. is under 16 years of age; b. has not, or will not have, lived continuously with the employee for a period of 6 months or more as at the day (or expected day) of placement; and c. is not (otherwise than because of the adoption) a child of the employee or the employee ' s spouse/partner. 192. documentary evidence of approval for adoption or enduring parental responsibilities under formal fostering arrangements must be submitted when applying for parental leave for adoption or permanent foster carer purposes. 193. employees who are eligible for paid maternity or parental leave may elect to have the payment for that leave spread over a maximum of 28 weeks at a rate no less than half
National Health Funding Body EA.txt1450long service leave186. an employee is eligible for long service leave in accordance with the long service leave (commonwealth employees) act 1976. 187. the minimum period for which long service leave will be granted is seven (7) calendar days at full pay (or 14 calendar days at half pay). long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. maternity and parental leave 188. employees who are pregnant, or who have given birth, are covered by the provisions of the maternity leave (commonwealth employees) act 1973 (the ml act). 189. employees with an entitlement to paid leave under the ml act are provided with an additional two (2) weeks of paid leave, to be taken continuously with a period of paid maternity leave provided by the ml act. 190. employees who adopt or permanently foster a child, and have or will have responsibility for the care of the child, are entitled to up to 52 weeks of parental leave . for primary caregivers, up to 14 weeks will be paid leave, commencing from the time of placement ofthe child, provided the employee satisfies the same qualifying requirements as those required to receive paid leave in accordance with the ml act. 191. employees are entitled to parental leave for adoption or permanent foster care when that child: a. is under 16 years of age; b. has not, or will not have, lived continuously with the employee for a period of 6 months or more as at the day (or expected day) of placement; and c. is not (otherwise than because of the adoption) a child of the employee or the employee ' s spouse/partner. 192. documentary evidence of approval for adoption or enduring parental responsibilities under formal fostering arrangements must be submitted when applying for parental leave for adoption or permanent foster carer purposes. 193. employees who are eligible for paid maternity or parental leave may elect to have the payment for that leave spread over a maximum of 28 weeks at a rate no less than half normal salary. where payment is spread over a longer period, a maximum of 14 weeks
National Health Funding Body EA.txt1452long service leave187. the minimum period for which long service leave will be granted is seven (7) calendar days at full pay (or 14 calendar days at half pay). long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. maternity and parental leave 188. employees who are pregnant, or who have given birth, are covered by the provisions of the maternity leave (commonwealth employees) act 1973 (the ml act). 189. employees with an entitlement to paid leave under the ml act are provided with an additional two (2) weeks of paid leave, to be taken continuously with a period of paid maternity leave provided by the ml act. 190. employees who adopt or permanently foster a child, and have or will have responsibility for the care of the child, are entitled to up to 52 weeks of parental leave . for primary caregivers, up to 14 weeks will be paid leave, commencing from the time of placement ofthe child, provided the employee satisfies the same qualifying requirements as those required to receive paid leave in accordance with the ml act. 191. employees are entitled to parental leave for adoption or permanent foster care when that child: a. is under 16 years of age; b. has not, or will not have, lived continuously with the employee for a period of 6 months or more as at the day (or expected day) of placement; and c. is not (otherwise than because of the adoption) a child of the employee or the employee ' s spouse/partner. 192. documentary evidence of approval for adoption or enduring parental responsibilities under formal fostering arrangements must be submitted when applying for parental leave for adoption or permanent foster carer purposes. 193. employees who are eligible for paid maternity or parental leave may elect to have the payment for that leave spread over a maximum of 28 weeks at a rate no less than half normal salary. where payment is spread over a longer period, a maximum of 14 weeks ofthe leave period will .count as service. 194. on ending the initial period of up to 52 weeks of maternity or parental leave,
National Health Funding Body EA.txt1453long service leavedays at full pay (or 14 calendar days at half pay). long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. maternity and parental leave 188. employees who are pregnant, or who have given birth, are covered by the provisions of the maternity leave (commonwealth employees) act 1973 (the ml act). 189. employees with an entitlement to paid leave under the ml act are provided with an additional two (2) weeks of paid leave, to be taken continuously with a period of paid maternity leave provided by the ml act. 190. employees who adopt or permanently foster a child, and have or will have responsibility for the care of the child, are entitled to up to 52 weeks of parental leave . for primary caregivers, up to 14 weeks will be paid leave, commencing from the time of placement ofthe child, provided the employee satisfies the same qualifying requirements as those required to receive paid leave in accordance with the ml act. 191. employees are entitled to parental leave for adoption or permanent foster care when that child: a. is under 16 years of age; b. has not, or will not have, lived continuously with the employee for a period of 6 months or more as at the day (or expected day) of placement; and c. is not (otherwise than because of the adoption) a child of the employee or the employee ' s spouse/partner. 192. documentary evidence of approval for adoption or enduring parental responsibilities under formal fostering arrangements must be submitted when applying for parental leave for adoption or permanent foster carer purposes. 193. employees who are eligible for paid maternity or parental leave may elect to have the payment for that leave spread over a maximum of 28 weeks at a rate no less than half normal salary. where payment is spread over a longer period, a maximum of 14 weeks ofthe leave period will .count as service. 194. on ending the initial period of up to 52 weeks of maternity or parental leave, employees may request an extension of unpaid parental leave for a further period of up
National Health Funding Body EA.txt1456parental leavematernity and parental leave 188. employees who are pregnant, or who have given birth, are covered by the provisions of the maternity leave (commonwealth employees) act 1973 (the ml act). 189. employees with an entitlement to paid leave under the ml act are provided with an additional two (2) weeks of paid leave, to be taken continuously with a period of paid maternity leave provided by the ml act. 190. employees who adopt or permanently foster a child, and have or will have responsibility for the care of the child, are entitled to up to 52 weeks of parental leave . for primary caregivers, up to 14 weeks will be paid leave, commencing from the time of placement ofthe child, provided the employee satisfies the same qualifying requirements as those required to receive paid leave in accordance with the ml act. 191. employees are entitled to parental leave for adoption or permanent foster care when that child: a. is under 16 years of age; b. has not, or will not have, lived continuously with the employee for a period of 6 months or more as at the day (or expected day) of placement; and c. is not (otherwise than because of the adoption) a child of the employee or the employee ' s spouse/partner. 192. documentary evidence of approval for adoption or enduring parental responsibilities under formal fostering arrangements must be submitted when applying for parental leave for adoption or permanent foster carer purposes. 193. employees who are eligible for paid maternity or parental leave may elect to have the payment for that leave spread over a maximum of 28 weeks at a rate no less than half normal salary. where payment is spread over a longer period, a maximum of 14 weeks ofthe leave period will .count as service. 194. on ending the initial period of up to 52 weeks of maternity or parental leave, employees may request an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial leave period .
National Health Funding Body EA.txt1458maternity leavethe maternity leave (commonwealth employees) act 1973 (the ml act). 189. employees with an entitlement to paid leave under the ml act are provided with an additional two (2) weeks of paid leave, to be taken continuously with a period of paid maternity leave provided by the ml act. 190. employees who adopt or permanently foster a child, and have or will have responsibility for the care of the child, are entitled to up to 52 weeks of parental leave . for primary caregivers, up to 14 weeks will be paid leave, commencing from the time of placement ofthe child, provided the employee satisfies the same qualifying requirements as those required to receive paid leave in accordance with the ml act. 191. employees are entitled to parental leave for adoption or permanent foster care when that child: a. is under 16 years of age; b. has not, or will not have, lived continuously with the employee for a period of 6 months or more as at the day (or expected day) of placement; and c. is not (otherwise than because of the adoption) a child of the employee or the employee ' s spouse/partner. 192. documentary evidence of approval for adoption or enduring parental responsibilities under formal fostering arrangements must be submitted when applying for parental leave for adoption or permanent foster carer purposes. 193. employees who are eligible for paid maternity or parental leave may elect to have the payment for that leave spread over a maximum of 28 weeks at a rate no less than half normal salary. where payment is spread over a longer period, a maximum of 14 weeks ofthe leave period will .count as service. 194. on ending the initial period of up to 52 weeks of maternity or parental leave, employees may request an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial leave period . 26
National Health Funding Body EA.txt1461maternity leavematernity leave provided by the ml act. 190. employees who adopt or permanently foster a child, and have or will have responsibility for the care of the child, are entitled to up to 52 weeks of parental leave . for primary caregivers, up to 14 weeks will be paid leave, commencing from the time of placement ofthe child, provided the employee satisfies the same qualifying requirements as those required to receive paid leave in accordance with the ml act. 191. employees are entitled to parental leave for adoption or permanent foster care when that child: a. is under 16 years of age; b. has not, or will not have, lived continuously with the employee for a period of 6 months or more as at the day (or expected day) of placement; and c. is not (otherwise than because of the adoption) a child of the employee or the employee ' s spouse/partner. 192. documentary evidence of approval for adoption or enduring parental responsibilities under formal fostering arrangements must be submitted when applying for parental leave for adoption or permanent foster carer purposes. 193. employees who are eligible for paid maternity or parental leave may elect to have the payment for that leave spread over a maximum of 28 weeks at a rate no less than half normal salary. where payment is spread over a longer period, a maximum of 14 weeks ofthe leave period will .count as service. 194. on ending the initial period of up to 52 weeks of maternity or parental leave, employees may request an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial leave period . 26 195. unpaid maternity or parental leave will not count as service for any purpose. 196. maternity or parental leave is inclusive of public holidays and will not be extended because a public holiday [or christmas closedown] falls during a period of paid or
National Health Funding Body EA.txt1463parental leaveresponsibility for the care of the child, are entitled to up to 52 weeks of parental leave . for primary caregivers, up to 14 weeks will be paid leave, commencing from the time of placement ofthe child, provided the employee satisfies the same qualifying requirements as those required to receive paid leave in accordance with the ml act. 191. employees are entitled to parental leave for adoption or permanent foster care when that child: a. is under 16 years of age; b. has not, or will not have, lived continuously with the employee for a period of 6 months or more as at the day (or expected day) of placement; and c. is not (otherwise than because of the adoption) a child of the employee or the employee ' s spouse/partner. 192. documentary evidence of approval for adoption or enduring parental responsibilities under formal fostering arrangements must be submitted when applying for parental leave for adoption or permanent foster carer purposes. 193. employees who are eligible for paid maternity or parental leave may elect to have the payment for that leave spread over a maximum of 28 weeks at a rate no less than half normal salary. where payment is spread over a longer period, a maximum of 14 weeks ofthe leave period will .count as service. 194. on ending the initial period of up to 52 weeks of maternity or parental leave, employees may request an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial leave period . 26 195. unpaid maternity or parental leave will not count as service for any purpose. 196. maternity or parental leave is inclusive of public holidays and will not be extended because a public holiday [or christmas closedown] falls during a period of paid or unpaid maternity or parental leave. ·
National Health Funding Body EA.txt1467parental leave191. employees are entitled to parental leave for adoption or permanent foster care when that child: a. is under 16 years of age; b. has not, or will not have, lived continuously with the employee for a period of 6 months or more as at the day (or expected day) of placement; and c. is not (otherwise than because of the adoption) a child of the employee or the employee ' s spouse/partner. 192. documentary evidence of approval for adoption or enduring parental responsibilities under formal fostering arrangements must be submitted when applying for parental leave for adoption or permanent foster carer purposes. 193. employees who are eligible for paid maternity or parental leave may elect to have the payment for that leave spread over a maximum of 28 weeks at a rate no less than half normal salary. where payment is spread over a longer period, a maximum of 14 weeks ofthe leave period will .count as service. 194. on ending the initial period of up to 52 weeks of maternity or parental leave, employees may request an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial leave period . 26 195. unpaid maternity or parental leave will not count as service for any purpose. 196. maternity or parental leave is inclusive of public holidays and will not be extended because a public holiday [or christmas closedown] falls during a period of paid or unpaid maternity or parental leave. · 197. an employee on ending parental or maternity leave is entitled to return to the employees pre-parental leave position in accordance with section 83 and 84 of the fw act.
National Health Funding Body EA.txt1477parental leave193. employees who are eligible for paid maternity or parental leave may elect to have the payment for that leave spread over a maximum of 28 weeks at a rate no less than half normal salary. where payment is spread over a longer period, a maximum of 14 weeks ofthe leave period will .count as service. 194. on ending the initial period of up to 52 weeks of maternity or parental leave, employees may request an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial leave period . 26 195. unpaid maternity or parental leave will not count as service for any purpose. 196. maternity or parental leave is inclusive of public holidays and will not be extended because a public holiday [or christmas closedown] falls during a period of paid or unpaid maternity or parental leave. · 197. an employee on ending parental or maternity leave is entitled to return to the employees pre-parental leave position in accordance with section 83 and 84 of the fw act. parental (partner) leave 198. employees who are-a child ' s non-primary care giver and stand in a domestic or household relationship with the child are entitled to be granted four (4) weeks paid parental leave on the birth, adoption or permanent foster care placement of a child or their partner's child. this paid leave will count as service for all purposes. 199. employees may elect to have the payment for paid parental leave spread over a maximum of eight (8) weeks at a rate of no less than half normal salary. where payment is spread over the longer period, only half of the total weeks of the leave period will count as service. 200. employees who are a child's non-primary care givers and stand in a domestic or
National Health Funding Body EA.txt1481parental leave194. on ending the initial period of up to 52 weeks of maternity or parental leave, employees may request an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial leave period . 26 195. unpaid maternity or parental leave will not count as service for any purpose. 196. maternity or parental leave is inclusive of public holidays and will not be extended because a public holiday [or christmas closedown] falls during a period of paid or unpaid maternity or parental leave. · 197. an employee on ending parental or maternity leave is entitled to return to the employees pre-parental leave position in accordance with section 83 and 84 of the fw act. parental (partner) leave 198. employees who are-a child ' s non-primary care giver and stand in a domestic or household relationship with the child are entitled to be granted four (4) weeks paid parental leave on the birth, adoption or permanent foster care placement of a child or their partner's child. this paid leave will count as service for all purposes. 199. employees may elect to have the payment for paid parental leave spread over a maximum of eight (8) weeks at a rate of no less than half normal salary. where payment is spread over the longer period, only half of the total weeks of the leave period will count as service. 200. employees who are a child's non-primary care givers and stand in a domestic or household relationship with the child are also entitled to granted unpaid miscellaneous leave up to a total absence of 52 weeks (including paid leave) on the birth , adoption or permanent foster care placement of a child or their patiner's child. 201. documentary evidence as outlined in clause 192, or a birth cetiificate following the
National Health Funding Body EA.txt1482parental leaveemployees may request an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial leave period . 26 195. unpaid maternity or parental leave will not count as service for any purpose. 196. maternity or parental leave is inclusive of public holidays and will not be extended because a public holiday [or christmas closedown] falls during a period of paid or unpaid maternity or parental leave. · 197. an employee on ending parental or maternity leave is entitled to return to the employees pre-parental leave position in accordance with section 83 and 84 of the fw act. parental (partner) leave 198. employees who are-a child ' s non-primary care giver and stand in a domestic or household relationship with the child are entitled to be granted four (4) weeks paid parental leave on the birth, adoption or permanent foster care placement of a child or their partner's child. this paid leave will count as service for all purposes. 199. employees may elect to have the payment for paid parental leave spread over a maximum of eight (8) weeks at a rate of no less than half normal salary. where payment is spread over the longer period, only half of the total weeks of the leave period will count as service. 200. employees who are a child's non-primary care givers and stand in a domestic or household relationship with the child are also entitled to granted unpaid miscellaneous leave up to a total absence of 52 weeks (including paid leave) on the birth , adoption or permanent foster care placement of a child or their patiner's child. 201. documentary evidence as outlined in clause 192, or a birth cetiificate following the birth of a child, must be submitted when applying for parental (patiner) leave.
National Health Funding Body EA.txt1488parental leave195. unpaid maternity or parental leave will not count as service for any purpose. 196. maternity or parental leave is inclusive of public holidays and will not be extended because a public holiday [or christmas closedown] falls during a period of paid or unpaid maternity or parental leave. · 197. an employee on ending parental or maternity leave is entitled to return to the employees pre-parental leave position in accordance with section 83 and 84 of the fw act. parental (partner) leave 198. employees who are-a child ' s non-primary care giver and stand in a domestic or household relationship with the child are entitled to be granted four (4) weeks paid parental leave on the birth, adoption or permanent foster care placement of a child or their partner's child. this paid leave will count as service for all purposes. 199. employees may elect to have the payment for paid parental leave spread over a maximum of eight (8) weeks at a rate of no less than half normal salary. where payment is spread over the longer period, only half of the total weeks of the leave period will count as service. 200. employees who are a child's non-primary care givers and stand in a domestic or household relationship with the child are also entitled to granted unpaid miscellaneous leave up to a total absence of 52 weeks (including paid leave) on the birth , adoption or permanent foster care placement of a child or their patiner's child. 201. documentary evidence as outlined in clause 192, or a birth cetiificate following the birth of a child, must be submitted when applying for parental (patiner) leave. 27 part h- performance and developmemt performance management scheme 202. employees must participate in the nhfb ' s performance management scheme known
National Health Funding Body EA.txt1489parental leave196. maternity or parental leave is inclusive of public holidays and will not be extended because a public holiday [or christmas closedown] falls during a period of paid or unpaid maternity or parental leave. · 197. an employee on ending parental or maternity leave is entitled to return to the employees pre-parental leave position in accordance with section 83 and 84 of the fw act. parental (partner) leave 198. employees who are-a child ' s non-primary care giver and stand in a domestic or household relationship with the child are entitled to be granted four (4) weeks paid parental leave on the birth, adoption or permanent foster care placement of a child or their partner's child. this paid leave will count as service for all purposes. 199. employees may elect to have the payment for paid parental leave spread over a maximum of eight (8) weeks at a rate of no less than half normal salary. where payment is spread over the longer period, only half of the total weeks of the leave period will count as service. 200. employees who are a child's non-primary care givers and stand in a domestic or household relationship with the child are also entitled to granted unpaid miscellaneous leave up to a total absence of 52 weeks (including paid leave) on the birth , adoption or permanent foster care placement of a child or their patiner's child. 201. documentary evidence as outlined in clause 192, or a birth cetiificate following the birth of a child, must be submitted when applying for parental (patiner) leave. 27 part h- performance and developmemt performance management scheme 202. employees must participate in the nhfb ' s performance management scheme known as the pds . the performance management cycle runs from 1 july to 30 june each year.
National Health Funding Body EA.txt1491parental leaveunpaid maternity or parental leave. · 197. an employee on ending parental or maternity leave is entitled to return to the employees pre-parental leave position in accordance with section 83 and 84 of the fw act. parental (partner) leave 198. employees who are-a child ' s non-primary care giver and stand in a domestic or household relationship with the child are entitled to be granted four (4) weeks paid parental leave on the birth, adoption or permanent foster care placement of a child or their partner's child. this paid leave will count as service for all purposes. 199. employees may elect to have the payment for paid parental leave spread over a maximum of eight (8) weeks at a rate of no less than half normal salary. where payment is spread over the longer period, only half of the total weeks of the leave period will count as service. 200. employees who are a child's non-primary care givers and stand in a domestic or household relationship with the child are also entitled to granted unpaid miscellaneous leave up to a total absence of 52 weeks (including paid leave) on the birth , adoption or permanent foster care placement of a child or their patiner's child. 201. documentary evidence as outlined in clause 192, or a birth cetiificate following the birth of a child, must be submitted when applying for parental (patiner) leave. 27 part h- performance and developmemt performance management scheme 202. employees must participate in the nhfb ' s performance management scheme known as the pds . the performance management cycle runs from 1 july to 30 june each year. 203 . the performance management guidelines set out performance management processes, including the responsibilities, rights and obligations of managers and employees in
National Health Funding Body EA.txt1493maternity leave197. an employee on ending parental or maternity leave is entitled to return to the employees pre-parental leave position in accordance with section 83 and 84 of the fw act. parental (partner) leave 198. employees who are-a child ' s non-primary care giver and stand in a domestic or household relationship with the child are entitled to be granted four (4) weeks paid parental leave on the birth, adoption or permanent foster care placement of a child or their partner's child. this paid leave will count as service for all purposes. 199. employees may elect to have the payment for paid parental leave spread over a maximum of eight (8) weeks at a rate of no less than half normal salary. where payment is spread over the longer period, only half of the total weeks of the leave period will count as service. 200. employees who are a child's non-primary care givers and stand in a domestic or household relationship with the child are also entitled to granted unpaid miscellaneous leave up to a total absence of 52 weeks (including paid leave) on the birth , adoption or permanent foster care placement of a child or their patiner's child. 201. documentary evidence as outlined in clause 192, or a birth cetiificate following the birth of a child, must be submitted when applying for parental (patiner) leave. 27 part h- performance and developmemt performance management scheme 202. employees must participate in the nhfb ' s performance management scheme known as the pds . the performance management cycle runs from 1 july to 30 june each year. 203 . the performance management guidelines set out performance management processes, including the responsibilities, rights and obligations of managers and employees in managing performance.
National Health Funding Body EA.txt1494parental leaveemployees pre-parental leave position in accordance with section 83 and 84 of the fw act. parental (partner) leave 198. employees who are-a child ' s non-primary care giver and stand in a domestic or household relationship with the child are entitled to be granted four (4) weeks paid parental leave on the birth, adoption or permanent foster care placement of a child or their partner's child. this paid leave will count as service for all purposes. 199. employees may elect to have the payment for paid parental leave spread over a maximum of eight (8) weeks at a rate of no less than half normal salary. where payment is spread over the longer period, only half of the total weeks of the leave period will count as service. 200. employees who are a child's non-primary care givers and stand in a domestic or household relationship with the child are also entitled to granted unpaid miscellaneous leave up to a total absence of 52 weeks (including paid leave) on the birth , adoption or permanent foster care placement of a child or their patiner's child. 201. documentary evidence as outlined in clause 192, or a birth cetiificate following the birth of a child, must be submitted when applying for parental (patiner) leave. 27 part h- performance and developmemt performance management scheme 202. employees must participate in the nhfb ' s performance management scheme known as the pds . the performance management cycle runs from 1 july to 30 june each year. 203 . the performance management guidelines set out performance management processes, including the responsibilities, rights and obligations of managers and employees in managing performance. eligibility for performance salary advancement
National Health Funding Body EA.txt1500parental leaveparental leave on the birth, adoption or permanent foster care placement of a child or their partner's child. this paid leave will count as service for all purposes. 199. employees may elect to have the payment for paid parental leave spread over a maximum of eight (8) weeks at a rate of no less than half normal salary. where payment is spread over the longer period, only half of the total weeks of the leave period will count as service. 200. employees who are a child's non-primary care givers and stand in a domestic or household relationship with the child are also entitled to granted unpaid miscellaneous leave up to a total absence of 52 weeks (including paid leave) on the birth , adoption or permanent foster care placement of a child or their patiner's child. 201. documentary evidence as outlined in clause 192, or a birth cetiificate following the birth of a child, must be submitted when applying for parental (patiner) leave. 27 part h- performance and developmemt performance management scheme 202. employees must participate in the nhfb ' s performance management scheme known as the pds . the performance management cycle runs from 1 july to 30 june each year. 203 . the performance management guidelines set out performance management processes, including the responsibilities, rights and obligations of managers and employees in managing performance. eligibility for performance salary advancement 204. employees who are not on the top of the range for their classification will be eligible for progression to the next increment point in their classification subject to being assessed as per the conditions set out in clause 13. managing underperformance 205. where an employee ' s performance against the pds is rated ' requiring development' ,
National Health Funding Body EA.txt1502parental leave199. employees may elect to have the payment for paid parental leave spread over a maximum of eight (8) weeks at a rate of no less than half normal salary. where payment is spread over the longer period, only half of the total weeks of the leave period will count as service. 200. employees who are a child's non-primary care givers and stand in a domestic or household relationship with the child are also entitled to granted unpaid miscellaneous leave up to a total absence of 52 weeks (including paid leave) on the birth , adoption or permanent foster care placement of a child or their patiner's child. 201. documentary evidence as outlined in clause 192, or a birth cetiificate following the birth of a child, must be submitted when applying for parental (patiner) leave. 27 part h- performance and developmemt performance management scheme 202. employees must participate in the nhfb ' s performance management scheme known as the pds . the performance management cycle runs from 1 july to 30 june each year. 203 . the performance management guidelines set out performance management processes, including the responsibilities, rights and obligations of managers and employees in managing performance. eligibility for performance salary advancement 204. employees who are not on the top of the range for their classification will be eligible for progression to the next increment point in their classification subject to being assessed as per the conditions set out in clause 13. managing underperformance 205. where an employee ' s performance against the pds is rated ' requiring development' , and remains below a 'reliable and meaningful contribution and performance' (satisfactory) rating, an underperformance process will be initiated by the ceo.
National Health Funding Body EA.txt1523salary advancementeligibility for performance salary advancement 204. employees who are not on the top of the range for their classification will be eligible for progression to the next increment point in their classification subject to being assessed as per the conditions set out in clause 13. managing underperformance 205. where an employee ' s performance against the pds is rated ' requiring development' , and remains below a 'reliable and meaningful contribution and performance' (satisfactory) rating, an underperformance process will be initiated by the ceo. 206. in addressing underperformahce the pds framework is designed to: a. be timely and effective; b. restore performance of the employee to the required standard; c. have regard to the individual circumstances of the employee, including any health issues; d. have regard to natural justice and procedural fairness; e. include learning and development as the focus for improving performance;
National Health Funding Body EA.txt1600professional developmentcontinuing professional development 210. the nhfb may have positions which require mandatory qualifications. where continuing professional development is required to maintain the mandated qualifications, practicing certificates and relevant skills, the nhfb will : a. b. provide access to training; or · on application , provide a professional development allowance to meet the reasonable costs of continuing professional development. 211. where an employee has received a professional development allowance (pda), that pda must be used entirely before an application under clause 208 can be made. 212. the ceo may provide financial or other assistance to an employee to undertake formal courses of study at tertiary and higher education institutions and other vocational education, for positions which require mandatory qualifications, where continuing professional development is required to maintain the mandated qualifications practicing certificates and relevant skills. mature age employee's financial assistance 213. the ceo may provide an employee aged 54 years and over who is approaching or genuinely considering retirement, access to financial assistance in the form of a one off . .reimbursement payment up to a total maximum of $500 (inclusive of gst) to obtain financial advice from a registered financial advisor. 29 part i- workforce adjustment employee initiated separation from the aps 214. ifthe employee is an ongoing employee, they may resign by giving two (2) weeks '
National Health Funding Body EA.txt1602professional developmentcontinuing professional development is required to maintain the mandated qualifications, practicing certificates and relevant skills, the nhfb will : a. b. provide access to training; or · on application , provide a professional development allowance to meet the reasonable costs of continuing professional development. 211. where an employee has received a professional development allowance (pda), that pda must be used entirely before an application under clause 208 can be made. 212. the ceo may provide financial or other assistance to an employee to undertake formal courses of study at tertiary and higher education institutions and other vocational education, for positions which require mandatory qualifications, where continuing professional development is required to maintain the mandated qualifications practicing certificates and relevant skills. mature age employee's financial assistance 213. the ceo may provide an employee aged 54 years and over who is approaching or genuinely considering retirement, access to financial assistance in the form of a one off . .reimbursement payment up to a total maximum of $500 (inclusive of gst) to obtain financial advice from a registered financial advisor. 29 part i- workforce adjustment employee initiated separation from the aps 214. ifthe employee is an ongoing employee, they may resign by giving two (2) weeks ' notice of their resignation unless a different period is agreed or set out in their letter of engagement.
National Health Funding Body EA.txt1608professional developmenton application , provide a professional development allowance to meet the reasonable costs of continuing professional development. 211. where an employee has received a professional development allowance (pda), that pda must be used entirely before an application under clause 208 can be made. 212. the ceo may provide financial or other assistance to an employee to undertake formal courses of study at tertiary and higher education institutions and other vocational education, for positions which require mandatory qualifications, where continuing professional development is required to maintain the mandated qualifications practicing certificates and relevant skills. mature age employee's financial assistance 213. the ceo may provide an employee aged 54 years and over who is approaching or genuinely considering retirement, access to financial assistance in the form of a one off . .reimbursement payment up to a total maximum of $500 (inclusive of gst) to obtain financial advice from a registered financial advisor. 29 part i- workforce adjustment employee initiated separation from the aps 214. ifthe employee is an ongoing employee, they may resign by giving two (2) weeks ' notice of their resignation unless a different period is agreed or set out in their letter of engagement. coverage 215. the following provisions will apply to all employees of the nhfb with the exception of: a. b.
National Health Funding Body EA.txt1609professional developmentreasonable costs of continuing professional development. 211. where an employee has received a professional development allowance (pda), that pda must be used entirely before an application under clause 208 can be made. 212. the ceo may provide financial or other assistance to an employee to undertake formal courses of study at tertiary and higher education institutions and other vocational education, for positions which require mandatory qualifications, where continuing professional development is required to maintain the mandated qualifications practicing certificates and relevant skills. mature age employee's financial assistance 213. the ceo may provide an employee aged 54 years and over who is approaching or genuinely considering retirement, access to financial assistance in the form of a one off . .reimbursement payment up to a total maximum of $500 (inclusive of gst) to obtain financial advice from a registered financial advisor. 29 part i- workforce adjustment employee initiated separation from the aps 214. ifthe employee is an ongoing employee, they may resign by giving two (2) weeks ' notice of their resignation unless a different period is agreed or set out in their letter of engagement. coverage 215. the following provisions will apply to all employees of the nhfb with the exception of: a. b.
National Health Funding Body EA.txt1611professional development211. where an employee has received a professional development allowance (pda), that pda must be used entirely before an application under clause 208 can be made. 212. the ceo may provide financial or other assistance to an employee to undertake formal courses of study at tertiary and higher education institutions and other vocational education, for positions which require mandatory qualifications, where continuing professional development is required to maintain the mandated qualifications practicing certificates and relevant skills. mature age employee's financial assistance 213. the ceo may provide an employee aged 54 years and over who is approaching or genuinely considering retirement, access to financial assistance in the form of a one off . .reimbursement payment up to a total maximum of $500 (inclusive of gst) to obtain financial advice from a registered financial advisor. 29 part i- workforce adjustment employee initiated separation from the aps 214. ifthe employee is an ongoing employee, they may resign by giving two (2) weeks ' notice of their resignation unless a different period is agreed or set out in their letter of engagement. coverage 215. the following provisions will apply to all employees of the nhfb with the exception of: a. b. ongoing employees who are on probation ; and non-ongoing and casual employees.
National Health Funding Body EA.txt1616professional developmentprofessional development is required to maintain the mandated qualifications practicing certificates and relevant skills. mature age employee's financial assistance 213. the ceo may provide an employee aged 54 years and over who is approaching or genuinely considering retirement, access to financial assistance in the form of a one off . .reimbursement payment up to a total maximum of $500 (inclusive of gst) to obtain financial advice from a registered financial advisor. 29 part i- workforce adjustment employee initiated separation from the aps 214. ifthe employee is an ongoing employee, they may resign by giving two (2) weeks ' notice of their resignation unless a different period is agreed or set out in their letter of engagement. coverage 215. the following provisions will apply to all employees of the nhfb with the exception of: a. b. ongoing employees who are on probation ; and non-ongoing and casual employees. definition of excess employees 216. an employee is ' excess' when: a. b.
National Health Funding Body EA.txt1746long service leavegovernment service as defined in section 10 of the long service leave (commonwealth employees) act 1976; service with a commonwealth body (other than service with a joint commonwealth-state body corporate) in with the commonwealth has a controlling interest which is recognised for long service leave purposes; service with the australian defence forces; aps service immediately preceding deemed resignation under repealed section 49 of the ps act, if the service has not previously been recognised for pay purposes; and service in another organisation where: 1. an employee was transferred from the aps to that organisation with a transfer of function; or 11. an employee engaged by that organisation on work within a function is engaged as an aps employee as a result of the transfer of that function to the aps ; and 111. such service is recognised for long service leave purposes. 231. absences from work which do not count as service for leave purposes will not count as service for severance benefit purposes. rate of payment 232. for the purpose of calculating any payment under clause 226, salary will include: a. b. c.
National Health Funding Body EA.txt1750long service leavecontrolling interest which is recognised for long service leave purposes; service with the australian defence forces; aps service immediately preceding deemed resignation under repealed section 49 of the ps act, if the service has not previously been recognised for pay purposes; and service in another organisation where: 1. an employee was transferred from the aps to that organisation with a transfer of function; or 11. an employee engaged by that organisation on work within a function is engaged as an aps employee as a result of the transfer of that function to the aps ; and 111. such service is recognised for long service leave purposes. 231. absences from work which do not count as service for leave purposes will not count as service for severance benefit purposes. rate of payment 232. for the purpose of calculating any payment under clause 226, salary will include: a. b. c. the employee's salary at the substantive work value level; or the salary of the higher classification, where the employee has been working at the higher classification for a continuous period of at least 12 months immediately preceding the date on which the employee is declared excess in
National Health Funding Body EA.txt1764long service leavesuch service is recognised for long service leave purposes. 231. absences from work which do not count as service for leave purposes will not count as service for severance benefit purposes. rate of payment 232. for the purpose of calculating any payment under clause 226, salary will include: a. b. c. the employee's salary at the substantive work value level; or the salary of the higher classification, where the employee has been working at the higher classification for a continuous period of at least 12 months immediately preceding the date on which the employee is declared excess in accordance with clause 221; and other allowances in the nature of salary which are paid during periods of annual leave and on a regular basis, excluding allowances which are a reimbursement for expenses incurred, or a payment for disabilities associated with the performance of duty. retention periods 233. where an excess employee has not elected for voluntary retrenchment with the payment of a redundancy benefit, the employee will be entitled to the following period of retention: 32 a. b.
National Health Funding Body EA.txt1824travel239. the excess employee may request assistance in meeting reasonable travel and incidental expenses incurred in seeking alternative employment where these expenses are not met by the prospective employer. involuntary retrenchment 240. in accordance with section 29 of the ps act, the ceo may involuntarily terminate the employment of an excess employee at the end of the retention period. 241. the ceo will not terminate the employment of an excess employee if the excess employee has not been invited to accept an offer of voluntary retrenchment or has elected to accept an offer of voluntary retrenchment but the ceo has refused to approve it. 33 partj consultation and communication consultation 242. this term applies if: a. b. the nhfb has made a definite decision to introduce a major change to production, program, organisation, structure or technology in relation to its enterprise that is likely to have a significant effect on the employees; or proposes to introduce a change to the regular roster or ordinary hours of work of employees.
National Health Funding Body EA.txt2482flextime"flextime" is a system of flexible working arrangements which enables an employee and the ceo to vary working hours, patterns and arrangements (subject to operational requirements) to average working hours of 37 hours and 30 minutes per week for the settlement period. "foster care" means an arrangement whereby an employee, as a carer, assumes long term responsibility for a child: 41 a. arising from the placement of the child by a 'fostering' arrangement or parenting order by a person i organisation with statutory responsibility for the placement of the child b. where the child is, or will be, under 16 years of age as at the day of placement, or the expected day of placement, of the child c. where the placement of the child: 1. is for a period longer than six months; and 11. in circumstances where it is not expected that the child will return to their family; and d. the child is not (otherwise than because of the fostering) a child of the employee or the employee's spouse or de facto partner.
National Health Funding Body EA.txt2516travel11. the day on which the employee starts any travel that is reasonably necessary to take custody of the child. "graduate aps" means an employee allocated the classification of graduate aps in accordance with the classification rules 2000. graduates undertake a structured program of training and work placements. "manager" means the person to whom an employee generally rep011s to on a day to day basis for work related matters, and may include a person referred to as a supervisor. "nes" means national employment standards in part 2-2 of the fw act, as amended from time to time. "non-ongoing employee" means an employee who has been engaged under s. 22(2)(b) of the public service act for either a specified term or for the duration of a specified task. "official travel" means travel that an employee is requested to undertake on behalf of the nhfb. official travel requires formal approval by the ceo via a movement requisition. "ps act" means the public service act 1999 as amended from time to time. "settlement period" means a four week period beginning on a pay day thursday for the purposes of determining flextime debit or credit carryover. "trainee aps (administrative)" means an employee allocated the classification of trainee aps (administrative) in accordance with the classification rules 2000. trainee aps (administrative) employees unde11ake a training program for a period of 12 months which combines time at work with training, and can be full-time, pmt-time or schoolbased. " working day" is monday to friday and excludes public holidays and the christmas closedown. 42
National Health Funding Body EA.txt2528travel"official travel" means travel that an employee is requested to undertake on behalf of the nhfb. official travel requires formal approval by the ceo via a movement requisition. "ps act" means the public service act 1999 as amended from time to time. "settlement period" means a four week period beginning on a pay day thursday for the purposes of determining flextime debit or credit carryover. "trainee aps (administrative)" means an employee allocated the classification of trainee aps (administrative) in accordance with the classification rules 2000. trainee aps (administrative) employees unde11ake a training program for a period of 12 months which combines time at work with training, and can be full-time, pmt-time or schoolbased. " working day" is monday to friday and excludes public holidays and the christmas closedown. 42
National Health Funding Body EA.txt2529travelthe nhfb. official travel requires formal approval by the ceo via a movement requisition. "ps act" means the public service act 1999 as amended from time to time. "settlement period" means a four week period beginning on a pay day thursday for the purposes of determining flextime debit or credit carryover. "trainee aps (administrative)" means an employee allocated the classification of trainee aps (administrative) in accordance with the classification rules 2000. trainee aps (administrative) employees unde11ake a training program for a period of 12 months which combines time at work with training, and can be full-time, pmt-time or schoolbased. " working day" is monday to friday and excludes public holidays and the christmas closedown. 42
National Health Funding Body EA.txt2533flextimepurposes of determining flextime debit or credit carryover. "trainee aps (administrative)" means an employee allocated the classification of trainee aps (administrative) in accordance with the classification rules 2000. trainee aps (administrative) employees unde11ake a training program for a period of 12 months which combines time at work with training, and can be full-time, pmt-time or schoolbased. " working day" is monday to friday and excludes public holidays and the christmas closedown. 42
Food Standards Australia and New Zealand EA - March 2016.txt156traveltravel policies and procedures  studybank policy  probation policy  performance management policy and procedures 3 individual flexibility arrangements [fair work regulations 2009, regulation 2.08] 6. the chief executive officer and an employee covered by this ea may agree to make an individual flexibility arrangement to vary the effect of terms of the ea if: a. the agreement deals with one or more of the following matters: i. arrangements about when work is performed ii. overtime rates iii. penalty rates iv. allowances v. remuneration, and/or vi. leave and leave loading, and b. the arrangement meets the genuine needs of the employer and employee in relation
Food Standards Australia and New Zealand EA - March 2016.txt180overtimeii. overtime rates iii. penalty rates iv. allowances v. remuneration, and/or vi. leave and leave loading, and b. the arrangement meets the genuine needs of the employer and employee in relation to one or more of the matters mentioned in paragraph (a), and c. the arrangement is genuinely agreed to by the employer and employee. 7. the employer must ensure that the terms of the individual flexibility arrangement: a. are about permitted matters under section 172 of the fw act, and b. are not unlawful terms under section 194 of the fw act, and c. result in the employee being better off overall than the employee would be if no arrangement was made. 8. the employer must ensure that the individual flexibility arrangement: a. is in writing, and b. includes the name of the employer and employee, and c. is signed by the employer and employee and if the employee is under 18 years of age, signed by a parent or guardian of the employee, and d. includes details of: i. the terms of the ea that will be varied by the arrangement, ii. how the arrangement will vary the effect of the terms, and iii. how the employee will be better off overall in relation to the terms and conditions
Food Standards Australia and New Zealand EA - March 2016.txt324bandwidthhours of duty and bandwidth 30. ordinary hours of duty for full-time employees are 7 hours 30 minutes per day, or 150 hours over a four week period (the “settlement period”). the hours of duty for part-time employees are the hours stated in the employee’s part-time work agreement. 31. the bandwidth of hours in which an employee may work ordinary hours of duty is 7:00 am to 8:00 pm monday to friday. 32. the official standard hours of operation are 8:30 am to 5:00 pm, with one hour for lunch, monday to friday. 33. the pattern of hours by which an employee meets the hours of duty is subject to operational requirements and the agreement of the relevant manager. however, an employee: a. will not be expected to work more than ten hours of ordinary time on any day, and b. must take a meal break of at least 30 minutes after five consecutive hours of duty. 34. where an employee requests to work outside the bandwidth, the employee may do so, subject to clause 33. however, any hours worked on this basis will be considered “ordinary hours” and not attract additional duty rates. flexitime scheme 35. the flexitime scheme applies to full-time employees at the aps1-6 classification level. hours worked in excess of ordinary hours may be accumulated as flexitime and carried over from one settlement period to the next. 36. the pattern of hours by which eligible employees meet their required hours of duty is subject to operational requirements. 37. when it is necessary to do so because of essential work requirements, managers may require an employee or group of employees in a workplace to work standard hours for a specific period. 38. the maximum flexitime credit that may be carried over from one settlement period to the next is 37.5 hours. hours in excess of the maximum may, with the approval of the employee’s manager, be: a. carried over if a strategy has been agreed to reduce the credit below 37.5 hours in the next settlement period, or
Food Standards Australia and New Zealand EA - March 2016.txt328bandwidth31. the bandwidth of hours in which an employee may work ordinary hours of duty is 7:00 am to 8:00 pm monday to friday. 32. the official standard hours of operation are 8:30 am to 5:00 pm, with one hour for lunch, monday to friday. 33. the pattern of hours by which an employee meets the hours of duty is subject to operational requirements and the agreement of the relevant manager. however, an employee: a. will not be expected to work more than ten hours of ordinary time on any day, and b. must take a meal break of at least 30 minutes after five consecutive hours of duty. 34. where an employee requests to work outside the bandwidth, the employee may do so, subject to clause 33. however, any hours worked on this basis will be considered “ordinary hours” and not attract additional duty rates. flexitime scheme 35. the flexitime scheme applies to full-time employees at the aps1-6 classification level. hours worked in excess of ordinary hours may be accumulated as flexitime and carried over from one settlement period to the next. 36. the pattern of hours by which eligible employees meet their required hours of duty is subject to operational requirements. 37. when it is necessary to do so because of essential work requirements, managers may require an employee or group of employees in a workplace to work standard hours for a specific period. 38. the maximum flexitime credit that may be carried over from one settlement period to the next is 37.5 hours. hours in excess of the maximum may, with the approval of the employee’s manager, be: a. carried over if a strategy has been agreed to reduce the credit below 37.5 hours in the next settlement period, or b. cashed out at ordinary time rates at the end of the settlement period. 8
Food Standards Australia and New Zealand EA - March 2016.txt337bandwidth34. where an employee requests to work outside the bandwidth, the employee may do so, subject to clause 33. however, any hours worked on this basis will be considered “ordinary hours” and not attract additional duty rates. flexitime scheme 35. the flexitime scheme applies to full-time employees at the aps1-6 classification level. hours worked in excess of ordinary hours may be accumulated as flexitime and carried over from one settlement period to the next. 36. the pattern of hours by which eligible employees meet their required hours of duty is subject to operational requirements. 37. when it is necessary to do so because of essential work requirements, managers may require an employee or group of employees in a workplace to work standard hours for a specific period. 38. the maximum flexitime credit that may be carried over from one settlement period to the next is 37.5 hours. hours in excess of the maximum may, with the approval of the employee’s manager, be: a. carried over if a strategy has been agreed to reduce the credit below 37.5 hours in the next settlement period, or b. cashed out at ordinary time rates at the end of the settlement period. 8 39. the maximum flexitime debit an employee may accumulate and carry over from one settlement period to the next is 10 hours. in circumstances where the maximum debit is exceeded at the end of a settlement period: a. the employee will endeavour to reduce the debit to the maximum allowable (or lower) over the next settlement period, or b. should this not occur, the amount by which the maximum is exceeded shall be treated as leave without pay and an appropriate deduction made from the employee's pay. 40. where it is reasonably considered that an employee has failed to comply with the
Food Standards Australia and New Zealand EA - March 2016.txt396bandwidth47. additional duty refers to work performed outside the bandwidth of hours (as per clause 31) or in excess of 10 hours per day (monday to friday). 9 48. aps1-6 level employees (or equivalent) may be entitled to be compensated in the form of time off in lieu (toil) or payment for the additional duty. however, additional duty compensation does not apply to additional hours carried out voluntarily. 49. employees are entitled to refuse to work additional hours if they are unreasonable in accordance with section 62 of the fw act. 50. toil is calculated at the following rates: a. monday to saturday - time and one half b. sunday and public holidays - double time. 51. part-time employees at the aps1-6 level (or equivalent) may be recompensed for additional duty: a. performed at the direction of management b. that is not continuous with the employee’s agreed or specified hours of work, and/or c. that is beyond the total hours specified in the employee’s part-time work agreement over a settlement period, unless the part-time employee has an agreement in place with their manager to access flexitime. 52. executive level employees may be provided with time off in compensation for additional hours worked, in addition to any negotiated flexible working arrangements. time off will be on a reasonable basis, however will not be granted on an hour for hour basis. 53. a manager may approve the use of taxis by an employee for after-hours work, as part of
Food Standards Australia and New Zealand EA - March 2016.txt446salary advancementpart d: remuneration and salary advancement timing and quantum of salary increases 57. salary rates, as per attachment b, will increase with effect on: a. the beginning of the first full pay period after the date of commencement of the ea – increase of 3% b. one year following the commencement of the ea – 2% c. two years following the commencement of the ea – 1%. payment of salary 58. an employee’s annual salary, as per attachment b, will be salary for all purposes. annual salary will be paid fortnightly and the fortnightly rate of pay will be based on the following formula: fortnightly pay = annual salary x 12 313 overpayments 59. where an employee is overpaid an amount of salary or other benefits, the overpayment will be recovered. note: further details are provided in the chief executive officer instructions. salary on commencement 60. where an employee commences at fsanz salary will be payable at the minimum point of the salary range applicable to the position classification. however, the chief executive officer may authorise payment of salary above the minimum point in the range, having regard to the experience, qualifications and skills of the employee, and the employee’s ability to make a substantial contribution to fsanz from the date of commencement. 61. if an employee's salary is set at an incorrect salary point at the time of commencement, the chief executive officer may determine the correct pay point to apply in order to correct any anomaly or misunderstanding that may have occurred. 62. where an employee moves to fsanz and the employee’s current salary from the previous aps employer exceeds the maximum salary offered by fsanz at the equivalent classification level in this ea, the chief executive officer may authorise that
Food Standards Australia and New Zealand EA - March 2016.txt481salary advancementsalary advancement within classification levels 63. salary advancement within all classification levels will occur from the first full pay period after 1 january each year, and: a. completion of the requirements of the fsanz performance management and development scheme (pmd) b. performance of duties at the employee’s substantive level or above within fsanz, for an aggregate of six months or more within the pmd cycle c. achievement of at least a fully effective rating, or d. the advancement provisions applying to specific groups of staff as outlined in this section. salary advancement for probationers 64. all ongoing employees engaged by fsanz must undergo a minimum three month probation period. the minimum period of probation may be extended to a maximum of six months. non-ongoing employees, with contracts to work six consecutive months or more, are also subject to the same probation conditions as ongoing employees. 65. employees on probation will be eligible for salary advancement from the date they cease to be a probationer and subject to clause 63. note: further information is available in the fsanz probation policy salary advancement for non-ongoing staff 66. non-ongoing employees will be eligible for salary advancement where they have been engaged to perform the same duties continuously for six months at the same classification during the pmd cycle. non-ongoing employees are subject to the same qualifying ratings under the pmd as ongoing staff. 67. this clause does not affect the chief executive officer’s discretion to determine salary on the commencement of each period of engagement. arrangements for specific classifications executive level 2 68. a section manager (an el2 designated as section manager by the chief executive officer) will commence at the el2.5 point of the salary scale. an employee who is directed to act as a section manager will be paid at the el2.4 salary point.
Food Standards Australia and New Zealand EA - March 2016.txt482salary advancement63. salary advancement within all classification levels will occur from the first full pay period after 1 january each year, and: a. completion of the requirements of the fsanz performance management and development scheme (pmd) b. performance of duties at the employee’s substantive level or above within fsanz, for an aggregate of six months or more within the pmd cycle c. achievement of at least a fully effective rating, or d. the advancement provisions applying to specific groups of staff as outlined in this section. salary advancement for probationers 64. all ongoing employees engaged by fsanz must undergo a minimum three month probation period. the minimum period of probation may be extended to a maximum of six months. non-ongoing employees, with contracts to work six consecutive months or more, are also subject to the same probation conditions as ongoing employees. 65. employees on probation will be eligible for salary advancement from the date they cease to be a probationer and subject to clause 63. note: further information is available in the fsanz probation policy salary advancement for non-ongoing staff 66. non-ongoing employees will be eligible for salary advancement where they have been engaged to perform the same duties continuously for six months at the same classification during the pmd cycle. non-ongoing employees are subject to the same qualifying ratings under the pmd as ongoing staff. 67. this clause does not affect the chief executive officer’s discretion to determine salary on the commencement of each period of engagement. arrangements for specific classifications executive level 2 68. a section manager (an el2 designated as section manager by the chief executive officer) will commence at the el2.5 point of the salary scale. an employee who is directed to act as a section manager will be paid at the el2.4 salary point. 69. subject to clause 68, a non-section manager executive level 2 employee cannot move
Food Standards Australia and New Zealand EA - March 2016.txt491salary advancementsalary advancement for probationers 64. all ongoing employees engaged by fsanz must undergo a minimum three month probation period. the minimum period of probation may be extended to a maximum of six months. non-ongoing employees, with contracts to work six consecutive months or more, are also subject to the same probation conditions as ongoing employees. 65. employees on probation will be eligible for salary advancement from the date they cease to be a probationer and subject to clause 63. note: further information is available in the fsanz probation policy salary advancement for non-ongoing staff 66. non-ongoing employees will be eligible for salary advancement where they have been engaged to perform the same duties continuously for six months at the same classification during the pmd cycle. non-ongoing employees are subject to the same qualifying ratings under the pmd as ongoing staff. 67. this clause does not affect the chief executive officer’s discretion to determine salary on the commencement of each period of engagement. arrangements for specific classifications executive level 2 68. a section manager (an el2 designated as section manager by the chief executive officer) will commence at the el2.5 point of the salary scale. an employee who is directed to act as a section manager will be paid at the el2.4 salary point. 69. subject to clause 68, a non-section manager executive level 2 employee cannot move beyond the el2.3 salary point. legal officers 70. salary advancement for legal officers will occur in accordance with attachment c. 71. advancement to the legal 2 classification will be based on a formal merit selection process and salary advancement within each level will be made in accordance with attachment c. 12
Food Standards Australia and New Zealand EA - March 2016.txt496salary advancement65. employees on probation will be eligible for salary advancement from the date they cease to be a probationer and subject to clause 63. note: further information is available in the fsanz probation policy salary advancement for non-ongoing staff 66. non-ongoing employees will be eligible for salary advancement where they have been engaged to perform the same duties continuously for six months at the same classification during the pmd cycle. non-ongoing employees are subject to the same qualifying ratings under the pmd as ongoing staff. 67. this clause does not affect the chief executive officer’s discretion to determine salary on the commencement of each period of engagement. arrangements for specific classifications executive level 2 68. a section manager (an el2 designated as section manager by the chief executive officer) will commence at the el2.5 point of the salary scale. an employee who is directed to act as a section manager will be paid at the el2.4 salary point. 69. subject to clause 68, a non-section manager executive level 2 employee cannot move beyond the el2.3 salary point. legal officers 70. salary advancement for legal officers will occur in accordance with attachment c. 71. advancement to the legal 2 classification will be based on a formal merit selection process and salary advancement within each level will be made in accordance with attachment c. 12 review of assessment 72. where a staff member has sought a review of their assessment under the pmd and the review is subsequently upheld, salary advancement will occur from the appropriate january advancement date. performance of the duties of a higher classification
Food Standards Australia and New Zealand EA - March 2016.txt499salary advancementsalary advancement for non-ongoing staff 66. non-ongoing employees will be eligible for salary advancement where they have been engaged to perform the same duties continuously for six months at the same classification during the pmd cycle. non-ongoing employees are subject to the same qualifying ratings under the pmd as ongoing staff. 67. this clause does not affect the chief executive officer’s discretion to determine salary on the commencement of each period of engagement. arrangements for specific classifications executive level 2 68. a section manager (an el2 designated as section manager by the chief executive officer) will commence at the el2.5 point of the salary scale. an employee who is directed to act as a section manager will be paid at the el2.4 salary point. 69. subject to clause 68, a non-section manager executive level 2 employee cannot move beyond the el2.3 salary point. legal officers 70. salary advancement for legal officers will occur in accordance with attachment c. 71. advancement to the legal 2 classification will be based on a formal merit selection process and salary advancement within each level will be made in accordance with attachment c. 12 review of assessment 72. where a staff member has sought a review of their assessment under the pmd and the review is subsequently upheld, salary advancement will occur from the appropriate january advancement date. performance of the duties of a higher classification 73. where an employee has been temporarily reassigned duties at a higher classification for a period, the employee: a. will receive higher duties allowance (hda) for any unbroken period of five working
Food Standards Australia and New Zealand EA - March 2016.txt500salary advancement66. non-ongoing employees will be eligible for salary advancement where they have been engaged to perform the same duties continuously for six months at the same classification during the pmd cycle. non-ongoing employees are subject to the same qualifying ratings under the pmd as ongoing staff. 67. this clause does not affect the chief executive officer’s discretion to determine salary on the commencement of each period of engagement. arrangements for specific classifications executive level 2 68. a section manager (an el2 designated as section manager by the chief executive officer) will commence at the el2.5 point of the salary scale. an employee who is directed to act as a section manager will be paid at the el2.4 salary point. 69. subject to clause 68, a non-section manager executive level 2 employee cannot move beyond the el2.3 salary point. legal officers 70. salary advancement for legal officers will occur in accordance with attachment c. 71. advancement to the legal 2 classification will be based on a formal merit selection process and salary advancement within each level will be made in accordance with attachment c. 12 review of assessment 72. where a staff member has sought a review of their assessment under the pmd and the review is subsequently upheld, salary advancement will occur from the appropriate january advancement date. performance of the duties of a higher classification 73. where an employee has been temporarily reassigned duties at a higher classification for a period, the employee: a. will receive higher duties allowance (hda) for any unbroken period of five working days or more
Food Standards Australia and New Zealand EA - March 2016.txt514salary advancement70. salary advancement for legal officers will occur in accordance with attachment c. 71. advancement to the legal 2 classification will be based on a formal merit selection process and salary advancement within each level will be made in accordance with attachment c. 12 review of assessment 72. where a staff member has sought a review of their assessment under the pmd and the review is subsequently upheld, salary advancement will occur from the appropriate january advancement date. performance of the duties of a higher classification 73. where an employee has been temporarily reassigned duties at a higher classification for a period, the employee: a. will receive higher duties allowance (hda) for any unbroken period of five working days or more b. will be paid at the salary point nominated by the relevant manager but within the range attached to the higher classification for any period prescribed in (a), and c. may be eligible for salary advancement for the purposes of future or continuing hda for cumulative periods of hda of six months or more, subject to clause 63. 74. where an employee has performed higher duties at different levels, salary progression will usually occur at the hda level closest to the staff member’s substantive level, unless the employee has acted for six months or more at the higher classification level. 75. employees on short term hda remain eligible for advancement within their substantive classification level. partial performance of the duties of a higher classification 76. where an employee has been directed to temporarily perform part of the duties of a higher classification, the chief executive officer may determine the amount of hda payable. salary on reduction
Food Standards Australia and New Zealand EA - March 2016.txt516salary advancementprocess and salary advancement within each level will be made in accordance with attachment c. 12 review of assessment 72. where a staff member has sought a review of their assessment under the pmd and the review is subsequently upheld, salary advancement will occur from the appropriate january advancement date. performance of the duties of a higher classification 73. where an employee has been temporarily reassigned duties at a higher classification for a period, the employee: a. will receive higher duties allowance (hda) for any unbroken period of five working days or more b. will be paid at the salary point nominated by the relevant manager but within the range attached to the higher classification for any period prescribed in (a), and c. may be eligible for salary advancement for the purposes of future or continuing hda for cumulative periods of hda of six months or more, subject to clause 63. 74. where an employee has performed higher duties at different levels, salary progression will usually occur at the hda level closest to the staff member’s substantive level, unless the employee has acted for six months or more at the higher classification level. 75. employees on short term hda remain eligible for advancement within their substantive classification level. partial performance of the duties of a higher classification 76. where an employee has been directed to temporarily perform part of the duties of a higher classification, the chief executive officer may determine the amount of hda payable. salary on reduction 77. where an employee requests to perform work at a lower work classification level, the chief executive officer may determine the rate of salary the employee will be paid within
Food Standards Australia and New Zealand EA - March 2016.txt523salary advancementreview is subsequently upheld, salary advancement will occur from the appropriate january advancement date. performance of the duties of a higher classification 73. where an employee has been temporarily reassigned duties at a higher classification for a period, the employee: a. will receive higher duties allowance (hda) for any unbroken period of five working days or more b. will be paid at the salary point nominated by the relevant manager but within the range attached to the higher classification for any period prescribed in (a), and c. may be eligible for salary advancement for the purposes of future or continuing hda for cumulative periods of hda of six months or more, subject to clause 63. 74. where an employee has performed higher duties at different levels, salary progression will usually occur at the hda level closest to the staff member’s substantive level, unless the employee has acted for six months or more at the higher classification level. 75. employees on short term hda remain eligible for advancement within their substantive classification level. partial performance of the duties of a higher classification 76. where an employee has been directed to temporarily perform part of the duties of a higher classification, the chief executive officer may determine the amount of hda payable. salary on reduction 77. where an employee requests to perform work at a lower work classification level, the chief executive officer may determine the rate of salary the employee will be paid within the lower classification level. resignation or separation 78. where an ongoing employee wishes to tender formal notice of their intention to separate from fsanz (either on resignation or promotion/permanent movement to another agency), the employee is required to provide a minimum four weeks’ notice. in certain circumstances, the chief executive officer may agree to reduce the notice period. 79. a non-ongoing employee may terminate their employment at any time by mutual
Food Standards Australia and New Zealand EA - March 2016.txt532salary advancementc. may be eligible for salary advancement for the purposes of future or continuing hda for cumulative periods of hda of six months or more, subject to clause 63. 74. where an employee has performed higher duties at different levels, salary progression will usually occur at the hda level closest to the staff member’s substantive level, unless the employee has acted for six months or more at the higher classification level. 75. employees on short term hda remain eligible for advancement within their substantive classification level. partial performance of the duties of a higher classification 76. where an employee has been directed to temporarily perform part of the duties of a higher classification, the chief executive officer may determine the amount of hda payable. salary on reduction 77. where an employee requests to perform work at a lower work classification level, the chief executive officer may determine the rate of salary the employee will be paid within the lower classification level. resignation or separation 78. where an ongoing employee wishes to tender formal notice of their intention to separate from fsanz (either on resignation or promotion/permanent movement to another agency), the employee is required to provide a minimum four weeks’ notice. in certain circumstances, the chief executive officer may agree to reduce the notice period. 79. a non-ongoing employee may terminate their employment at any time by mutual agreement between the chief executive officer and the employee. however, in the absence of such an agreement, the employee must provide a minimum of four weeks’ notice of the effective date of resignation. performance bonuses for section managers and senior advisors 80. section managers and senior advisors may be paid a performance bonus. the section manager or senior advisor may receive a variable performance pay component of: a. 5% of the employee’s annual salary for a rating of superior or b. 10% of the employee’s annual salary for a rating of outstanding. 13
Food Standards Australia and New Zealand EA - March 2016.txt576bandwidthcontactable and available to work for a period outside the bandwidth hours, the employee will be paid a restriction allowance, payable at a rate of: a. 7.5% monday to friday b. 10% saturday and sunday, and c. 15% for each public holiday occurring within the period. 86. executive level 1 officers or above (and equivalents) are not eligible to receive payment for restriction duty, except where the chief executive officer considers that exceptional circumstances warrant payment. 87. in addition to payment of a restriction allowance for periods of restriction, eligible employees may be entitled to be paid or be allowed toil for any period they are recalled to work including reasonable travel time to the workplace and back to the destination they were recalled from. professional membership 88. fsanz will pay for the cost of one annual membership fee or the registration cost of a professional association where membership of the association is an essential requirement for the position. first aid allowance 89. where an employee possesses the required qualifications for first aid at the minimum accreditation standard of senior first aid certificate (level 2 or equivalent), has continuing expertise commensurate with that training, and is appointed as a first aid officer by the chief executive officer, that employee will be paid first aid allowance at the rate of $16.88 per week. the allowance will increase in line with clause 57b and c. harassment contact officer allowance 90. where an employee possesses the required qualifications to be a harassment contact officer (hco), has continuing expertise commensurate with that training, and is appointed as an hco by the chief executive officer, they will be paid hco allowance 14 at the rate of $16.88 per week. the allowance will increase in line with clause 57 b and c.
Food Standards Australia and New Zealand EA - March 2016.txt586travelrecalled to work including reasonable travel time to the workplace and back to the destination they were recalled from. professional membership 88. fsanz will pay for the cost of one annual membership fee or the registration cost of a professional association where membership of the association is an essential requirement for the position. first aid allowance 89. where an employee possesses the required qualifications for first aid at the minimum accreditation standard of senior first aid certificate (level 2 or equivalent), has continuing expertise commensurate with that training, and is appointed as a first aid officer by the chief executive officer, that employee will be paid first aid allowance at the rate of $16.88 per week. the allowance will increase in line with clause 57b and c. harassment contact officer allowance 90. where an employee possesses the required qualifications to be a harassment contact officer (hco), has continuing expertise commensurate with that training, and is appointed as an hco by the chief executive officer, they will be paid hco allowance 14 at the rate of $16.88 per week. the allowance will increase in line with clause 57 b and c. eyesight testing 91. after a three month qualification period, eligible employees may request access to subsidised eyesight testing at two-yearly intervals, unless the employee provides medical evidence indicating that further testing is necessary. eligible employees are those who, as an integral part of their duties, are required to operate screen-based equipment. 92. employees applying for testing at intervals of less than two years should support their application with medical evidence. 93. where corrective lens are prescribed, as a result of eyesight testing or retesting in accordance with clauses 91 and 92, specifically for use with screen-based equipment,
Food Standards Australia and New Zealand EA - March 2016.txt624traveldomestic and overseas travel 96. reasonable travel assistance, subject to approval, will be payable to an employee who undertakes travel on official business and is required to be absent overnight. travel assistance is in addition to the cost of conveyance and is paid on the basis that employees are not out of pocket for the reasonable costs of accommodation, meals and incidentals incurred while travelling on official business. note: further information on domestic and overseas travel arrangements are set out in the relevant policy. motor vehicle use 97. an employee may be authorised to use a private motor vehicle owned or hired by the employee for official purposes where the use of the private motor vehicle will result in greater efficiency. the employee will be paid the lesser of the rate of allowance per kilometre or the equivalent fares. relocation costs 98. where an employee is recruited to fsanz from another geographical location, the chief executive officer may reimburse that employee for some, or all, of the costs involved in relocating to take up employment. superannuation 99. fsanz will make compulsory employer contributions as required by the applicable legislation and fund requirements. fsanz will make superannuation contributions for employees who earn below the superannuation guarantee minimum payment of $450. 15 100. all new employees engaged in fsanz will be offered their choice of superannuation fund in accordance with government legislation. all employees who elect to join the public sector superannuation accumulation plan (pssap) will have their superannuation contributions administered in accordance with the superannuation act 2005 (super act). all employees will be given, and encouraged to consider, the pssap product disclosure statement so they can make a proper decision about their choice of superannuation fund.
Food Standards Australia and New Zealand EA - March 2016.txt625travel96. reasonable travel assistance, subject to approval, will be payable to an employee who undertakes travel on official business and is required to be absent overnight. travel assistance is in addition to the cost of conveyance and is paid on the basis that employees are not out of pocket for the reasonable costs of accommodation, meals and incidentals incurred while travelling on official business. note: further information on domestic and overseas travel arrangements are set out in the relevant policy. motor vehicle use 97. an employee may be authorised to use a private motor vehicle owned or hired by the employee for official purposes where the use of the private motor vehicle will result in greater efficiency. the employee will be paid the lesser of the rate of allowance per kilometre or the equivalent fares. relocation costs 98. where an employee is recruited to fsanz from another geographical location, the chief executive officer may reimburse that employee for some, or all, of the costs involved in relocating to take up employment. superannuation 99. fsanz will make compulsory employer contributions as required by the applicable legislation and fund requirements. fsanz will make superannuation contributions for employees who earn below the superannuation guarantee minimum payment of $450. 15 100. all new employees engaged in fsanz will be offered their choice of superannuation fund in accordance with government legislation. all employees who elect to join the public sector superannuation accumulation plan (pssap) will have their superannuation contributions administered in accordance with the superannuation act 2005 (super act). all employees will be given, and encouraged to consider, the pssap product disclosure statement so they can make a proper decision about their choice of superannuation fund. 101. employer contributions to the pssap will be 15.4% of the employee’s fortnightly
Food Standards Australia and New Zealand EA - March 2016.txt626travelundertakes travel on official business and is required to be absent overnight. travel assistance is in addition to the cost of conveyance and is paid on the basis that employees are not out of pocket for the reasonable costs of accommodation, meals and incidentals incurred while travelling on official business. note: further information on domestic and overseas travel arrangements are set out in the relevant policy. motor vehicle use 97. an employee may be authorised to use a private motor vehicle owned or hired by the employee for official purposes where the use of the private motor vehicle will result in greater efficiency. the employee will be paid the lesser of the rate of allowance per kilometre or the equivalent fares. relocation costs 98. where an employee is recruited to fsanz from another geographical location, the chief executive officer may reimburse that employee for some, or all, of the costs involved in relocating to take up employment. superannuation 99. fsanz will make compulsory employer contributions as required by the applicable legislation and fund requirements. fsanz will make superannuation contributions for employees who earn below the superannuation guarantee minimum payment of $450. 15 100. all new employees engaged in fsanz will be offered their choice of superannuation fund in accordance with government legislation. all employees who elect to join the public sector superannuation accumulation plan (pssap) will have their superannuation contributions administered in accordance with the superannuation act 2005 (super act). all employees will be given, and encouraged to consider, the pssap product disclosure statement so they can make a proper decision about their choice of superannuation fund. 101. employer contributions to the pssap will be 15.4% of the employee’s fortnightly contribution salary [or ordinary time earnings]. employer contributions for employees in
Food Standards Australia and New Zealand EA - March 2016.txt629travelincidentals incurred while travelling on official business. note: further information on domestic and overseas travel arrangements are set out in the relevant policy. motor vehicle use 97. an employee may be authorised to use a private motor vehicle owned or hired by the employee for official purposes where the use of the private motor vehicle will result in greater efficiency. the employee will be paid the lesser of the rate of allowance per kilometre or the equivalent fares. relocation costs 98. where an employee is recruited to fsanz from another geographical location, the chief executive officer may reimburse that employee for some, or all, of the costs involved in relocating to take up employment. superannuation 99. fsanz will make compulsory employer contributions as required by the applicable legislation and fund requirements. fsanz will make superannuation contributions for employees who earn below the superannuation guarantee minimum payment of $450. 15 100. all new employees engaged in fsanz will be offered their choice of superannuation fund in accordance with government legislation. all employees who elect to join the public sector superannuation accumulation plan (pssap) will have their superannuation contributions administered in accordance with the superannuation act 2005 (super act). all employees will be given, and encouraged to consider, the pssap product disclosure statement so they can make a proper decision about their choice of superannuation fund. 101. employer contributions to the pssap will be 15.4% of the employee’s fortnightly contribution salary [or ordinary time earnings]. employer contributions for employees in other accumulation schemes will be at the same rate of the fortnightly superannuation contribution salary as for employees in pssap. employer contributions will not be reduced by any other contributions made through salary sacrifice arrangements. this
Food Standards Australia and New Zealand EA - March 2016.txt630travelnote: further information on domestic and overseas travel arrangements are set out in the relevant policy. motor vehicle use 97. an employee may be authorised to use a private motor vehicle owned or hired by the employee for official purposes where the use of the private motor vehicle will result in greater efficiency. the employee will be paid the lesser of the rate of allowance per kilometre or the equivalent fares. relocation costs 98. where an employee is recruited to fsanz from another geographical location, the chief executive officer may reimburse that employee for some, or all, of the costs involved in relocating to take up employment. superannuation 99. fsanz will make compulsory employer contributions as required by the applicable legislation and fund requirements. fsanz will make superannuation contributions for employees who earn below the superannuation guarantee minimum payment of $450. 15 100. all new employees engaged in fsanz will be offered their choice of superannuation fund in accordance with government legislation. all employees who elect to join the public sector superannuation accumulation plan (pssap) will have their superannuation contributions administered in accordance with the superannuation act 2005 (super act). all employees will be given, and encouraged to consider, the pssap product disclosure statement so they can make a proper decision about their choice of superannuation fund. 101. employer contributions to the pssap will be 15.4% of the employee’s fortnightly contribution salary [or ordinary time earnings]. employer contributions for employees in other accumulation schemes will be at the same rate of the fortnightly superannuation contribution salary as for employees in pssap. employer contributions will not be reduced by any other contributions made through salary sacrifice arrangements. this clause does not apply where a superannuation fund cannot accept employer
Food Standards Australia and New Zealand EA - March 2016.txt662parental leave102. for employees who take paid or unpaid parental leave (which includes maternity, adoption, supporting partner and foster care leave), employer contributions (based on the employer contribution amount in the full pay period immediately prior to commencing supporting partner leave) will be made for a period equal to a maximum of 52 weeks, in accordance with the rules of the appropriate superannuation scheme. for employees in pssap the rules permit employer contributions to be made. employer superannuation contributions will not be paid in respect of other periods of unpaid leave, unless prescribed by legislation. 103. the chief executive officer may choose to limit superannuation choice to complying superannuation funds that allow employee and/or employer contributions to be paid through fortnightly electronic funds transfer (eft), using a file generated by fsanz’s payroll system. 104. employees over the age of 70 will receive a superannuation allowance, where the agency is not permitted by any commonwealth law to pay all of the employer contribution to the employee’s superannuation fund. the superannuation allowance payable to the employee will be equivalent to the amount the agency would have paid if the employee was entitled to receive employer superannuation contributions, less any contribution amount accepted to the employee’s superannuation fund. this will comprise part of the employee’s taxable fortnightly salary, and does not count as salary for superannuation purposes. mature age workers – transition to retirement 105. where an employee is working, or is proposing to work, past the superannuation preservation age, a manager may approve specific arrangements to facilitate the employee’s transition to retirement. 106. any arrangement entered into will be subject to operational requirements. mature-aged employees financial assistance 107. to assist with retirement planning, employees aged 54 years and over who are approaching or genuinely considering retirement, and who have not previously received this assistance from fsanz, may access financial assistance in the form of a one off 16
Food Standards Australia and New Zealand EA - March 2016.txt695salary packagingsalary packaging 108. all employees may elect to have up to 100% of their salary packaged. however: a. if an employee takes the option of remuneration packaging on a salary sacrifice basis, the employee's pre-sacrifice salary will be salary for all purposes, and b. any fringe benefits tax and administrative costs incurred as a result of the remuneration packaging arrangement will be met by the employee on a salary sacrifice basis. note: further information may be found on the approved salary packaging provider’s website. 17 part e: leave, holiday and other general conditions 109. this ea does not affect any unused leave accrued by employees prior to its commencement. recall to duty 110. employees will not unreasonably be recalled to duty while on leave or requested to cancel approved leave. where an employee has been recalled to duty, the chief executive officer may approve the reasonable cost of travel and incidental expenses. portability of accrued leave entitlements 111. where an employee moves (including on promotion or for an agreed period) from another agency where they were an ongoing aps employee, the employee’s unused accrued recreation leave and personal/carer’s leave (however described) will be transferred, provided there is no break in continuity of service. 112. where an employee is engaged immediately following a period of ongoing employment in the parliamentary service or the act government service, the employee’s unused accrued recreation leave and personal/carer’s leave (however described) will be recognised unless the employee received payment in lieu of those entitlements on termination of employment. 113. where a person is engaged as an ongoing employee, and immediately prior to the engagement the person was employed as a non-ongoing aps employee (whether in fsanz or another agency) the chief executive officer may, at the employee’s request,
Food Standards Australia and New Zealand EA - March 2016.txt701salary packagingnote: further information may be found on the approved salary packaging provider’s website. 17 part e: leave, holiday and other general conditions 109. this ea does not affect any unused leave accrued by employees prior to its commencement. recall to duty 110. employees will not unreasonably be recalled to duty while on leave or requested to cancel approved leave. where an employee has been recalled to duty, the chief executive officer may approve the reasonable cost of travel and incidental expenses. portability of accrued leave entitlements 111. where an employee moves (including on promotion or for an agreed period) from another agency where they were an ongoing aps employee, the employee’s unused accrued recreation leave and personal/carer’s leave (however described) will be transferred, provided there is no break in continuity of service. 112. where an employee is engaged immediately following a period of ongoing employment in the parliamentary service or the act government service, the employee’s unused accrued recreation leave and personal/carer’s leave (however described) will be recognised unless the employee received payment in lieu of those entitlements on termination of employment. 113. where a person is engaged as an ongoing employee, and immediately prior to the engagement the person was employed as a non-ongoing aps employee (whether in fsanz or another agency) the chief executive officer may, at the employee’s request, recognise any unused, accrued annual leave (excluding accrued leave paid out on termination of employment) and personal/carer’s leave (however described). recreation leave 114. employees will progressively accrue 20 days (150 hours) recreation leave each year. 115. varying periods of part-time service will be calculated based on the actual hours the employee worked. all recreation leave credits, whether full-time or part-time, are pooled
Food Standards Australia and New Zealand EA - March 2016.txt711travelexecutive officer may approve the reasonable cost of travel and incidental expenses. portability of accrued leave entitlements 111. where an employee moves (including on promotion or for an agreed period) from another agency where they were an ongoing aps employee, the employee’s unused accrued recreation leave and personal/carer’s leave (however described) will be transferred, provided there is no break in continuity of service. 112. where an employee is engaged immediately following a period of ongoing employment in the parliamentary service or the act government service, the employee’s unused accrued recreation leave and personal/carer’s leave (however described) will be recognised unless the employee received payment in lieu of those entitlements on termination of employment. 113. where a person is engaged as an ongoing employee, and immediately prior to the engagement the person was employed as a non-ongoing aps employee (whether in fsanz or another agency) the chief executive officer may, at the employee’s request, recognise any unused, accrued annual leave (excluding accrued leave paid out on termination of employment) and personal/carer’s leave (however described). recreation leave 114. employees will progressively accrue 20 days (150 hours) recreation leave each year. 115. varying periods of part-time service will be calculated based on the actual hours the employee worked. all recreation leave credits, whether full-time or part-time, are pooled and expressed as a total number of hours of leave available. 116. employees may take recreation leave at half pay if they choose. half pay leave is deducted from credits at half the duration. 117. during recreation leave at half pay, personal leave, recreation leave and long service leave will accrue at the full pay rate. 118. the timing for taking recreation leave will be subject to operational requirements and the approval of the relevant manager. 119. public holidays that occur during a period of recreation leave will not be deducted from the employee’s recreation leave credits. 120. an employee who has accumulated more than 35 days recreation leave credits as at 30
Food Standards Australia and New Zealand EA - March 2016.txt866travelduties will be provided with paid miscellaneous leave, including travelling and recovery time. war service sick leave 150. the chief executive officer may grant leave to an employee, either with or without pay, for the purposes of war service sick leave. naidoc leave 151. the chief executive officer may grant leave to an employee, either with or without pay, for the purposes attending naidoc week celebrations. compassionate/bereavement leave 152. employees are entitled to three days of paid compassionate/bereavement leave to spend time with a member of their immediate family or household who has sustained a 21 life-threatening illness or injury and/or after the death of a member of the employee's immediate family or household. 153. the chief executive officer may approve compassionate/bereavement leave for each occasion as prescribed above and the entitlement may be taken as a continuous period or in separate periods. leave for adf reserve and continuous full-time service or cadet force obligations 154. an employee may be granted leave (with or without pay) to enable the employee to fulfil australian defence force (adf) reserve and continuous full-time service (cfts) or cadet force obligations. 155. an employee is entitled to leave with pay, of up to four weeks during each financial year, and an additional two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling service in the adf reserve. 156. with the exception of the additional two weeks in the first year of service, leave can be accumulated and taken over a period of two years, to enable the employee to undertake training as a member of the adf reserves.
Food Standards Australia and New Zealand EA - March 2016.txt912parental leavematernity and parental leave maternity leave 162. employees who are pregnant, or give birth are covered by the provisions of the maternity leave (commonwealth employees) act 1973 (the ml act). 163. employees with an entitlement to paid leave under the ml act are provided with an additional two weeks of paid leave, to be taken continuous with an entitlement to paid maternity leave provided by the ml act. 22 164. employees who adopt or permanently foster a child, and who has responsibility for the care of that child, are entitled to up to 52 weeks of parental leave. up to 14 weeks of that leave will be paid leave to an employee who is the primary caregiver of the child, commencing from the time of the placement of the child, provided the employee satisfies the same qualifying requirements as those required to receive paid leave in accordance with the ml act. 165. employees are entitled to parental leave for adoption or permanent foster care when that child: a. is under 16 years of age b. has not, or will not have, lived continuously with the employee for a period of six months or more as at the day (or expected day) of placement, and c. is not (otherwise than because of the adoption) a child of the employee or the employee’s spouse/partner. 166. documentary evidence of approval for adoption or enduring parental responsibilities under formal fostering arrangements must be submitted when applying for parental leave for adoption or permanent foster carer purposes. 167. employees who are eligible for paid maternity or parental leave may elect to have payment for that leave spread over a maximum of 28 weeks at a rate of no less than half normal salary. where payment is spread over a longer period, a maximum of 14 weeks of the leave will count as service.
Food Standards Australia and New Zealand EA - March 2016.txt913maternity leavematernity leave 162. employees who are pregnant, or give birth are covered by the provisions of the maternity leave (commonwealth employees) act 1973 (the ml act). 163. employees with an entitlement to paid leave under the ml act are provided with an additional two weeks of paid leave, to be taken continuous with an entitlement to paid maternity leave provided by the ml act. 22 164. employees who adopt or permanently foster a child, and who has responsibility for the care of that child, are entitled to up to 52 weeks of parental leave. up to 14 weeks of that leave will be paid leave to an employee who is the primary caregiver of the child, commencing from the time of the placement of the child, provided the employee satisfies the same qualifying requirements as those required to receive paid leave in accordance with the ml act. 165. employees are entitled to parental leave for adoption or permanent foster care when that child: a. is under 16 years of age b. has not, or will not have, lived continuously with the employee for a period of six months or more as at the day (or expected day) of placement, and c. is not (otherwise than because of the adoption) a child of the employee or the employee’s spouse/partner. 166. documentary evidence of approval for adoption or enduring parental responsibilities under formal fostering arrangements must be submitted when applying for parental leave for adoption or permanent foster carer purposes. 167. employees who are eligible for paid maternity or parental leave may elect to have payment for that leave spread over a maximum of 28 weeks at a rate of no less than half normal salary. where payment is spread over a longer period, a maximum of 14 weeks of the leave will count as service. 168. on ending the initial period of up to 52 weeks of maternity or parental leave, employees
Food Standards Australia and New Zealand EA - March 2016.txt915maternity leavematernity leave (commonwealth employees) act 1973 (the ml act). 163. employees with an entitlement to paid leave under the ml act are provided with an additional two weeks of paid leave, to be taken continuous with an entitlement to paid maternity leave provided by the ml act. 22 164. employees who adopt or permanently foster a child, and who has responsibility for the care of that child, are entitled to up to 52 weeks of parental leave. up to 14 weeks of that leave will be paid leave to an employee who is the primary caregiver of the child, commencing from the time of the placement of the child, provided the employee satisfies the same qualifying requirements as those required to receive paid leave in accordance with the ml act. 165. employees are entitled to parental leave for adoption or permanent foster care when that child: a. is under 16 years of age b. has not, or will not have, lived continuously with the employee for a period of six months or more as at the day (or expected day) of placement, and c. is not (otherwise than because of the adoption) a child of the employee or the employee’s spouse/partner. 166. documentary evidence of approval for adoption or enduring parental responsibilities under formal fostering arrangements must be submitted when applying for parental leave for adoption or permanent foster carer purposes. 167. employees who are eligible for paid maternity or parental leave may elect to have payment for that leave spread over a maximum of 28 weeks at a rate of no less than half normal salary. where payment is spread over a longer period, a maximum of 14 weeks of the leave will count as service. 168. on ending the initial period of up to 52 weeks of maternity or parental leave, employees may request an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the
Food Standards Australia and New Zealand EA - March 2016.txt918maternity leavematernity leave provided by the ml act. 22 164. employees who adopt or permanently foster a child, and who has responsibility for the care of that child, are entitled to up to 52 weeks of parental leave. up to 14 weeks of that leave will be paid leave to an employee who is the primary caregiver of the child, commencing from the time of the placement of the child, provided the employee satisfies the same qualifying requirements as those required to receive paid leave in accordance with the ml act. 165. employees are entitled to parental leave for adoption or permanent foster care when that child: a. is under 16 years of age b. has not, or will not have, lived continuously with the employee for a period of six months or more as at the day (or expected day) of placement, and c. is not (otherwise than because of the adoption) a child of the employee or the employee’s spouse/partner. 166. documentary evidence of approval for adoption or enduring parental responsibilities under formal fostering arrangements must be submitted when applying for parental leave for adoption or permanent foster carer purposes. 167. employees who are eligible for paid maternity or parental leave may elect to have payment for that leave spread over a maximum of 28 weeks at a rate of no less than half normal salary. where payment is spread over a longer period, a maximum of 14 weeks of the leave will count as service. 168. on ending the initial period of up to 52 weeks of maternity or parental leave, employees may request an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial leave period. 169. unpaid maternity or parental leave will not count as service for any purpose except for unpaid leave during the first 14 weeks.
Food Standards Australia and New Zealand EA - March 2016.txt923parental leavecare of that child, are entitled to up to 52 weeks of parental leave. up to 14 weeks of that leave will be paid leave to an employee who is the primary caregiver of the child, commencing from the time of the placement of the child, provided the employee satisfies the same qualifying requirements as those required to receive paid leave in accordance with the ml act. 165. employees are entitled to parental leave for adoption or permanent foster care when that child: a. is under 16 years of age b. has not, or will not have, lived continuously with the employee for a period of six months or more as at the day (or expected day) of placement, and c. is not (otherwise than because of the adoption) a child of the employee or the employee’s spouse/partner. 166. documentary evidence of approval for adoption or enduring parental responsibilities under formal fostering arrangements must be submitted when applying for parental leave for adoption or permanent foster carer purposes. 167. employees who are eligible for paid maternity or parental leave may elect to have payment for that leave spread over a maximum of 28 weeks at a rate of no less than half normal salary. where payment is spread over a longer period, a maximum of 14 weeks of the leave will count as service. 168. on ending the initial period of up to 52 weeks of maternity or parental leave, employees may request an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial leave period. 169. unpaid maternity or parental leave will not count as service for any purpose except for unpaid leave during the first 14 weeks. 170. this leave is inclusive of public holidays and will not be extended because a public holiday or christmas closedown falls during a period of paid or unpaid maternity or parental leave. on ending maternity or parental leave, employees have the return to work guarantee and the right to request flexible working arrangements that are provided by the fw act.
Food Standards Australia and New Zealand EA - March 2016.txt928parental leave165. employees are entitled to parental leave for adoption or permanent foster care when that child: a. is under 16 years of age b. has not, or will not have, lived continuously with the employee for a period of six months or more as at the day (or expected day) of placement, and c. is not (otherwise than because of the adoption) a child of the employee or the employee’s spouse/partner. 166. documentary evidence of approval for adoption or enduring parental responsibilities under formal fostering arrangements must be submitted when applying for parental leave for adoption or permanent foster carer purposes. 167. employees who are eligible for paid maternity or parental leave may elect to have payment for that leave spread over a maximum of 28 weeks at a rate of no less than half normal salary. where payment is spread over a longer period, a maximum of 14 weeks of the leave will count as service. 168. on ending the initial period of up to 52 weeks of maternity or parental leave, employees may request an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial leave period. 169. unpaid maternity or parental leave will not count as service for any purpose except for unpaid leave during the first 14 weeks. 170. this leave is inclusive of public holidays and will not be extended because a public holiday or christmas closedown falls during a period of paid or unpaid maternity or parental leave. on ending maternity or parental leave, employees have the return to work guarantee and the right to request flexible working arrangements that are provided by the fw act. breastfeeding facilities 171. the chief executive officer will provide appropriate facilities for mothers to undertake breastfeeding, lactation and other associated activities in the workplace. note: further information can be found in the leave and attendance policy. supporting partner leave
Food Standards Australia and New Zealand EA - March 2016.txt938parental leave167. employees who are eligible for paid maternity or parental leave may elect to have payment for that leave spread over a maximum of 28 weeks at a rate of no less than half normal salary. where payment is spread over a longer period, a maximum of 14 weeks of the leave will count as service. 168. on ending the initial period of up to 52 weeks of maternity or parental leave, employees may request an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial leave period. 169. unpaid maternity or parental leave will not count as service for any purpose except for unpaid leave during the first 14 weeks. 170. this leave is inclusive of public holidays and will not be extended because a public holiday or christmas closedown falls during a period of paid or unpaid maternity or parental leave. on ending maternity or parental leave, employees have the return to work guarantee and the right to request flexible working arrangements that are provided by the fw act. breastfeeding facilities 171. the chief executive officer will provide appropriate facilities for mothers to undertake breastfeeding, lactation and other associated activities in the workplace. note: further information can be found in the leave and attendance policy. supporting partner leave 172. employees who are not otherwise entitled to paid maternity leave under the ml act or parental leave under this ea are entitled to six weeks of paid leave on the birth, adoption or permanent foster care placement of a child or their partner’s child. 173. this leave is to be taken within 52 weeks of the birth/placement of the child and is inclusive of public holidays, i.e. leave will not be extended because a public holiday or christmas closedown falls within a period of leave provided by this clause. 23 174. documentary evidence as outlined in clause 166, or a birth certificate following the birth of a child must be submitted when applying for supporting partner/other primary
Food Standards Australia and New Zealand EA - March 2016.txt942parental leave168. on ending the initial period of up to 52 weeks of maternity or parental leave, employees may request an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial leave period. 169. unpaid maternity or parental leave will not count as service for any purpose except for unpaid leave during the first 14 weeks. 170. this leave is inclusive of public holidays and will not be extended because a public holiday or christmas closedown falls during a period of paid or unpaid maternity or parental leave. on ending maternity or parental leave, employees have the return to work guarantee and the right to request flexible working arrangements that are provided by the fw act. breastfeeding facilities 171. the chief executive officer will provide appropriate facilities for mothers to undertake breastfeeding, lactation and other associated activities in the workplace. note: further information can be found in the leave and attendance policy. supporting partner leave 172. employees who are not otherwise entitled to paid maternity leave under the ml act or parental leave under this ea are entitled to six weeks of paid leave on the birth, adoption or permanent foster care placement of a child or their partner’s child. 173. this leave is to be taken within 52 weeks of the birth/placement of the child and is inclusive of public holidays, i.e. leave will not be extended because a public holiday or christmas closedown falls within a period of leave provided by this clause. 23 174. documentary evidence as outlined in clause 166, or a birth certificate following the birth of a child must be submitted when applying for supporting partner/other primary caregiver leave. 175. this paid leave will count as service for all purposes. long service leave 176. an employee is eligible for long service leave in accordance with the long service
Food Standards Australia and New Zealand EA - March 2016.txt943parental leavemay request an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial leave period. 169. unpaid maternity or parental leave will not count as service for any purpose except for unpaid leave during the first 14 weeks. 170. this leave is inclusive of public holidays and will not be extended because a public holiday or christmas closedown falls during a period of paid or unpaid maternity or parental leave. on ending maternity or parental leave, employees have the return to work guarantee and the right to request flexible working arrangements that are provided by the fw act. breastfeeding facilities 171. the chief executive officer will provide appropriate facilities for mothers to undertake breastfeeding, lactation and other associated activities in the workplace. note: further information can be found in the leave and attendance policy. supporting partner leave 172. employees who are not otherwise entitled to paid maternity leave under the ml act or parental leave under this ea are entitled to six weeks of paid leave on the birth, adoption or permanent foster care placement of a child or their partner’s child. 173. this leave is to be taken within 52 weeks of the birth/placement of the child and is inclusive of public holidays, i.e. leave will not be extended because a public holiday or christmas closedown falls within a period of leave provided by this clause. 23 174. documentary evidence as outlined in clause 166, or a birth certificate following the birth of a child must be submitted when applying for supporting partner/other primary caregiver leave. 175. this paid leave will count as service for all purposes. long service leave 176. an employee is eligible for long service leave in accordance with the long service leave (commonwealth employees) act 1976.
Food Standards Australia and New Zealand EA - March 2016.txt946parental leave169. unpaid maternity or parental leave will not count as service for any purpose except for unpaid leave during the first 14 weeks. 170. this leave is inclusive of public holidays and will not be extended because a public holiday or christmas closedown falls during a period of paid or unpaid maternity or parental leave. on ending maternity or parental leave, employees have the return to work guarantee and the right to request flexible working arrangements that are provided by the fw act. breastfeeding facilities 171. the chief executive officer will provide appropriate facilities for mothers to undertake breastfeeding, lactation and other associated activities in the workplace. note: further information can be found in the leave and attendance policy. supporting partner leave 172. employees who are not otherwise entitled to paid maternity leave under the ml act or parental leave under this ea are entitled to six weeks of paid leave on the birth, adoption or permanent foster care placement of a child or their partner’s child. 173. this leave is to be taken within 52 weeks of the birth/placement of the child and is inclusive of public holidays, i.e. leave will not be extended because a public holiday or christmas closedown falls within a period of leave provided by this clause. 23 174. documentary evidence as outlined in clause 166, or a birth certificate following the birth of a child must be submitted when applying for supporting partner/other primary caregiver leave. 175. this paid leave will count as service for all purposes. long service leave 176. an employee is eligible for long service leave in accordance with the long service leave (commonwealth employees) act 1976. 177. the minimum period for which long service leave will be granted is seven calendar days at full pay (or 14 calendar days at half pay). long service leave cannot be broken with other periods of leave except as otherwise provide by legislation.
Food Standards Australia and New Zealand EA - March 2016.txt950parental leaveparental leave. on ending maternity or parental leave, employees have the return to work guarantee and the right to request flexible working arrangements that are provided by the fw act. breastfeeding facilities 171. the chief executive officer will provide appropriate facilities for mothers to undertake breastfeeding, lactation and other associated activities in the workplace. note: further information can be found in the leave and attendance policy. supporting partner leave 172. employees who are not otherwise entitled to paid maternity leave under the ml act or parental leave under this ea are entitled to six weeks of paid leave on the birth, adoption or permanent foster care placement of a child or their partner’s child. 173. this leave is to be taken within 52 weeks of the birth/placement of the child and is inclusive of public holidays, i.e. leave will not be extended because a public holiday or christmas closedown falls within a period of leave provided by this clause. 23 174. documentary evidence as outlined in clause 166, or a birth certificate following the birth of a child must be submitted when applying for supporting partner/other primary caregiver leave. 175. this paid leave will count as service for all purposes. long service leave 176. an employee is eligible for long service leave in accordance with the long service leave (commonwealth employees) act 1976. 177. the minimum period for which long service leave will be granted is seven calendar days at full pay (or 14 calendar days at half pay). long service leave cannot be broken with other periods of leave except as otherwise provide by legislation. public holidays 178. employees are entitled to the following public holidays: a. b.
Food Standards Australia and New Zealand EA - March 2016.txt958maternity leave172. employees who are not otherwise entitled to paid maternity leave under the ml act or parental leave under this ea are entitled to six weeks of paid leave on the birth, adoption or permanent foster care placement of a child or their partner’s child. 173. this leave is to be taken within 52 weeks of the birth/placement of the child and is inclusive of public holidays, i.e. leave will not be extended because a public holiday or christmas closedown falls within a period of leave provided by this clause. 23 174. documentary evidence as outlined in clause 166, or a birth certificate following the birth of a child must be submitted when applying for supporting partner/other primary caregiver leave. 175. this paid leave will count as service for all purposes. long service leave 176. an employee is eligible for long service leave in accordance with the long service leave (commonwealth employees) act 1976. 177. the minimum period for which long service leave will be granted is seven calendar days at full pay (or 14 calendar days at half pay). long service leave cannot be broken with other periods of leave except as otherwise provide by legislation. public holidays 178. employees are entitled to the following public holidays: a. b. c. d. e. f. new year's day (1 january) australia day (26 january) good friday
Food Standards Australia and New Zealand EA - March 2016.txt959parental leaveparental leave under this ea are entitled to six weeks of paid leave on the birth, adoption or permanent foster care placement of a child or their partner’s child. 173. this leave is to be taken within 52 weeks of the birth/placement of the child and is inclusive of public holidays, i.e. leave will not be extended because a public holiday or christmas closedown falls within a period of leave provided by this clause. 23 174. documentary evidence as outlined in clause 166, or a birth certificate following the birth of a child must be submitted when applying for supporting partner/other primary caregiver leave. 175. this paid leave will count as service for all purposes. long service leave 176. an employee is eligible for long service leave in accordance with the long service leave (commonwealth employees) act 1976. 177. the minimum period for which long service leave will be granted is seven calendar days at full pay (or 14 calendar days at half pay). long service leave cannot be broken with other periods of leave except as otherwise provide by legislation. public holidays 178. employees are entitled to the following public holidays: a. b. c. d. e. f. new year's day (1 january) australia day (26 january) good friday easter monday
Food Standards Australia and New Zealand EA - March 2016.txt970long service leavelong service leave 176. an employee is eligible for long service leave in accordance with the long service leave (commonwealth employees) act 1976. 177. the minimum period for which long service leave will be granted is seven calendar days at full pay (or 14 calendar days at half pay). long service leave cannot be broken with other periods of leave except as otherwise provide by legislation. public holidays 178. employees are entitled to the following public holidays: a. b. c. d. e. f. new year's day (1 january) australia day (26 january) good friday easter monday anzac day (25 april) the queen's birthday holiday (on the day on which it is celebrated in a state or territory or a region of a state or territory) g. christmas day (25 december) h. boxing day (26 december) i. any other day, or part-day, declared or prescribed by or under a law of a state or territory to be observed generally within the state or territory, or a region of the state or territory, as a public holiday, other than a day or part day, or a kind of day or part-day, that is excluded by the fair work regulations from counting as a public holiday. 179. if under a law of a state or territory, a day or part day is substituted for one of the public
Food Standards Australia and New Zealand EA - March 2016.txt971long service leave176. an employee is eligible for long service leave in accordance with the long service leave (commonwealth employees) act 1976. 177. the minimum period for which long service leave will be granted is seven calendar days at full pay (or 14 calendar days at half pay). long service leave cannot be broken with other periods of leave except as otherwise provide by legislation. public holidays 178. employees are entitled to the following public holidays: a. b. c. d. e. f. new year's day (1 january) australia day (26 january) good friday easter monday anzac day (25 april) the queen's birthday holiday (on the day on which it is celebrated in a state or territory or a region of a state or territory) g. christmas day (25 december) h. boxing day (26 december) i. any other day, or part-day, declared or prescribed by or under a law of a state or territory to be observed generally within the state or territory, or a region of the state or territory, as a public holiday, other than a day or part day, or a kind of day or part-day, that is excluded by the fair work regulations from counting as a public holiday. 179. if under a law of a state or territory, a day or part day is substituted for one of the public holidays in clause 178, then the substituted day or part day is the public holiday.
Food Standards Australia and New Zealand EA - March 2016.txt973long service leave177. the minimum period for which long service leave will be granted is seven calendar days at full pay (or 14 calendar days at half pay). long service leave cannot be broken with other periods of leave except as otherwise provide by legislation. public holidays 178. employees are entitled to the following public holidays: a. b. c. d. e. f. new year's day (1 january) australia day (26 january) good friday easter monday anzac day (25 april) the queen's birthday holiday (on the day on which it is celebrated in a state or territory or a region of a state or territory) g. christmas day (25 december) h. boxing day (26 december) i. any other day, or part-day, declared or prescribed by or under a law of a state or territory to be observed generally within the state or territory, or a region of the state or territory, as a public holiday, other than a day or part day, or a kind of day or part-day, that is excluded by the fair work regulations from counting as a public holiday. 179. if under a law of a state or territory, a day or part day is substituted for one of the public holidays in clause 178, then the substituted day or part day is the public holiday. 180. the chief executive officer and an employee may agree on the substitution of a day or part day that would otherwise be a public holiday, having regard to operational
Food Standards Australia and New Zealand EA - March 2016.txt974long service leaveat full pay (or 14 calendar days at half pay). long service leave cannot be broken with other periods of leave except as otherwise provide by legislation. public holidays 178. employees are entitled to the following public holidays: a. b. c. d. e. f. new year's day (1 january) australia day (26 january) good friday easter monday anzac day (25 april) the queen's birthday holiday (on the day on which it is celebrated in a state or territory or a region of a state or territory) g. christmas day (25 december) h. boxing day (26 december) i. any other day, or part-day, declared or prescribed by or under a law of a state or territory to be observed generally within the state or territory, or a region of the state or territory, as a public holiday, other than a day or part day, or a kind of day or part-day, that is excluded by the fair work regulations from counting as a public holiday. 179. if under a law of a state or territory, a day or part day is substituted for one of the public holidays in clause 178, then the substituted day or part day is the public holiday. 180. the chief executive officer and an employee may agree on the substitution of a day or part day that would otherwise be a public holiday, having regard to operational requirements.
Food Standards Australia and New Zealand EA - March 2016.txt1011long service leaveentitlement for that form of leave (e.g. if on long service leave on half pay, payment is at half pay). 24 fsanz annual shutdown 183. fsanz will close down its normal operations from the close of business on the last working day before christmas, with business resuming on the first working day after new year’s day (‘christmas closedown’). 184. employees will be entitled to be absent with pay for the working days during christmas closedown. 185. payment for absences on working days during christmas closedown will be made in accordance with an employee’s usual ordinary hours of work for that day. however, where an employee would otherwise be absent on leave on that day, the rate of payment will be in accordance with the payment for that leave entitlement, e.g. if the employee is absent on long service leave at half pay, payment for the day will also be at half pay. 186. where an employee is recalled to duty during the christmas closedown period, the employee may be eligible for compensation as outlined in clauses 47 - 53 - additional duty and time in lieu. 25 part f: people management performance management and development 187. employees must participate in the pmd scheme. the pmd scheme runs from 1 august to 31 july each year. 188. the pmd guidelines set out performance management processes including responsibilities, rights and obligations of managers and employees in managing performance.
Food Standards Australia and New Zealand EA - March 2016.txt1026long service leaveemployee is absent on long service leave at half pay, payment for the day will also be at half pay. 186. where an employee is recalled to duty during the christmas closedown period, the employee may be eligible for compensation as outlined in clauses 47 - 53 - additional duty and time in lieu. 25 part f: people management performance management and development 187. employees must participate in the pmd scheme. the pmd scheme runs from 1 august to 31 july each year. 188. the pmd guidelines set out performance management processes including responsibilities, rights and obligations of managers and employees in managing performance. studybank 189. all ongoing employees, including ongoing part-time employees are eligible to apply for studybank. however, approval is discretionary and approval should therefore be sought before making a formal commitment to study. 190. non-ongoing employees may be granted approval to study under studybank in exceptional circumstances. redeployment, reduction and retrenchment excess staff definition 191. an employee is ‘excess’ when: a. they are included in a group of employees within fsanz, comprising a greater number than is necessary for the efficient and economical working of fsanz b. due to technological or other changes in the work methods of fsanz, or structural or other changes in the nature, extent or organisation of the functions of fsanz, the services of the employee cannot be effectively used, or
Food Standards Australia and New Zealand EA - March 2016.txt1179long service leaveb. government service as defined in section 10 of the long service leave act 1976 c. service with the commonwealth (other than service with a joint commonwealth/state body corporate in which the commonwealth does not have a controlling interest) which is recognised for long service leave purposes d. service with the adf e. aps service immediately preceding deemed resignation under the repealed section 49 of the public service act 1922, if service has not previously been recognised for severance pay purposes, and f. service in another organisation where an employee was i. moved from the aps to that organisation with a transfer of function, or ii. engaged by that organisation on work within a function is engaged in the aps as a result of the transfer of that function to the aps; and such service is recognised for long service leave purposes. 29 211. any period of service that ceased: a. through termination on the following grounds, or on a ground equivalent to any of the following grounds: i. the employee lacks, or has lost, an essential qualification for performing his or her duties ii. non-performance, or under performance, of duties iii. inability to perform duties because of physical or mental incapacity iv. failure to satisfactorily complete an entry level training course v. failure to meet a condition imposed under subsection 22(6) of the ps act, or vi. a breach of the code of conduct, or b. on a ground equivalent to a ground listed in subparagraph (a) above under the repealed public service act 1922, or
Food Standards Australia and New Zealand EA - March 2016.txt1182long service leavecontrolling interest) which is recognised for long service leave purposes d. service with the adf e. aps service immediately preceding deemed resignation under the repealed section 49 of the public service act 1922, if service has not previously been recognised for severance pay purposes, and f. service in another organisation where an employee was i. moved from the aps to that organisation with a transfer of function, or ii. engaged by that organisation on work within a function is engaged in the aps as a result of the transfer of that function to the aps; and such service is recognised for long service leave purposes. 29 211. any period of service that ceased: a. through termination on the following grounds, or on a ground equivalent to any of the following grounds: i. the employee lacks, or has lost, an essential qualification for performing his or her duties ii. non-performance, or under performance, of duties iii. inability to perform duties because of physical or mental incapacity iv. failure to satisfactorily complete an entry level training course v. failure to meet a condition imposed under subsection 22(6) of the ps act, or vi. a breach of the code of conduct, or b. on a ground equivalent to a ground listed in subparagraph (a) above under the repealed public service act 1922, or c. through voluntary retirement at or above the minimum retiring age applicable to the employee, or d. with the payment of a redundancy benefit or similar payment or an employerfinanced retirement benefit,
Food Standards Australia and New Zealand EA - March 2016.txt1193long service leavefor long service leave purposes. 29 211. any period of service that ceased: a. through termination on the following grounds, or on a ground equivalent to any of the following grounds: i. the employee lacks, or has lost, an essential qualification for performing his or her duties ii. non-performance, or under performance, of duties iii. inability to perform duties because of physical or mental incapacity iv. failure to satisfactorily complete an entry level training course v. failure to meet a condition imposed under subsection 22(6) of the ps act, or vi. a breach of the code of conduct, or b. on a ground equivalent to a ground listed in subparagraph (a) above under the repealed public service act 1922, or c. through voluntary retirement at or above the minimum retiring age applicable to the employee, or d. with the payment of a redundancy benefit or similar payment or an employerfinanced retirement benefit, will not count as service for severance pay purposes. 212. absences from work that do not count as service for any purpose will not count as service for severance pay purposes. rate of payment - severance benefit 213. for the purpose of calculating any payment under clause 205, salary will include: a. the employee's salary. or b. the salary of the higher classification, where the employee has performed at the higher level for a continuous period of at least 12 months immediately preceding the date on which he or she is given notice of retrenchment, and c. other allowances in the nature of salary which are paid during periods of recreation leave and on a regular basis, excluding allowances which are a reimbursement for
Food Standards Australia and New Zealand EA - March 2016.txt1257travel219. fsanz may pay an excess employee the reasonable travel and incidental expenses incurred by that employee in seeking alternative employment where these are not met by the prospective employer. 220. where the chief executive officer is satisfied that there is insufficient productive work available for the employee during the remainder of their retention period and that there is no reasonable redeployment prospects in the aps, the chief executive officer may terminate the employee’s employment under section 29 of the ps act on the grounds that the employee is excess to requirements. 31 221. upon termination the employee will be paid a lump sum comprising: a. the balance of the retention period (as shortened for the nes under clause 209) and this payment will be taken to include the payment in lieu of notice or termination of employment, and b. an additional redundancy payment equal to the amount the retention period was shortened by under clause 209 above (i.e. the nes component). 222. an excess employee will not be retrenched under clause 213 if the employee has not been invited to elect to be voluntarily retrenched, or has elected to be retrenched under clause 199 but the chief executive officer refuses to approve it. 223. an excess employee will be given four weeks’ notice (or five weeks’ notice for an employee over 45 years of age with at least five years of continuous service) where it is proposed that he or she will be involuntarily retrenched. the notice period will be concurrent with the retention period, wherever possible. 32 part g: dispute resolution [fair work regulations 2009, regulation 6.01] 224. if a dispute relates to:
Food Standards Australia and New Zealand EA - March 2016.txt1826salary advancementsalary advancement 4. an employee who meets the conditions specified in clause 1(b) of this attachment b shall be advanced through the salary scale subject to performance ratings and the conditions specified in clause 5 of this attachment b. 5. where an employee has completed at least six months’ service as a legal 1 and attained a performance rating shown in column 1 of the table, the employee is entitled to be advanced by the number of salary points specified in column 2 corresponding to the performance rating attained by the employee. 37 column 1 - performance rating column 2 - rate of advancement unsatisfactory, or such equivalent ratings as described in the relevant policy no advancement needs improvement, or such equivalent ratings as described in the relevant policy no advancement fully effective, or an equivalent rating as described in the relevant policy
Food Standards Australia and New Zealand EA - March 2016.txt1890salary advancementshall be advanced within the legal 2 classification in accordance with the salary advancement provisions of this agreement. 38 attachment c formal acceptance of this agreement this enterprise agreement is made in accordance with part 2-4 of the fair work act 2009 (fw act) and approved under part 2-4, division 4 of the fw act. by signing below, the parties covered by the an agreement for the employees of food standards australia new zealand 2016 – 2019, signify their agreement to its terms. dated: ______________________________________________ steve mccutcheon, chief executive officer, food standards australia new zealand on behalf of the minister for health in respect of employees employed by food standards australia new zealand 55 blackall street, barton act 2600 dated: ______________________________________________ ms sandra rissa employee bargaining representative 55 blackall street, barton act 2600 dated:
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt357zone of discretion16. advancement within the zone of discretion 16.1 where an employee is on the highest pay point or has a salary within the zone of discretion for their classification, and has demonstrated sustained strong performance, the ceo may determine an increase within the zone of discretion or to the maximum guidepoint within the substantive classification salary range. 17. ineligibility for annual salary and pay point advancement 17.1 an employee who does not receive a satisfactory performance rating at the end of the performance cycle will be placed on a performance improvement plan and will be ineligible for an annual salary increase and pay point advancement until such time as 4 the employee’s performance is rated as satisfactory. in this case, increases will not be backdated. 18. salary payable on engagement, promotion and movement 18.1 unless otherwise determined by the ceo, salary will be payable in accordance with the following table. type of movement and circumstance promoted or engaged. pay point
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt362zone of discretionperformance, the ceo may determine an increase within the zone of discretion or to the maximum guidepoint within the substantive classification salary range. 17. ineligibility for annual salary and pay point advancement 17.1 an employee who does not receive a satisfactory performance rating at the end of the performance cycle will be placed on a performance improvement plan and will be ineligible for an annual salary increase and pay point advancement until such time as 4 the employee’s performance is rated as satisfactory. in this case, increases will not be backdated. 18. salary payable on engagement, promotion and movement 18.1 unless otherwise determined by the ceo, salary will be payable in accordance with the following table. type of movement and circumstance promoted or engaged. pay point first pay point of the relevant classification salary range. promoted – where the employee’s former substantive salary was at, or above, the first pay
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt463parental leavefunds during periods of paid and unpaid parental leave (including maternity, parental, adoption and long-term foster leave) for periods of leave to a maximum of 52 weeks. 19.4 ipea will make employer superannuation payments to any eligible superannuation fund nominated by an employee, provided that it accepts payment by fortnightly electronic funds transfer using a file generated by ipea’s human resource information management system (hrims). 20. salary sacrificing 20.1 employees may access salary sacrificing arrangements, and may sacrifice up to 100 per cent of their available salary. this includes the option of salary sacrificing to superannuation for casual employees. employees are encouraged to seek independent financial advice prior to entering into a salary sacrificing arrangement. 20.2 any fringe benefits tax incurred by an employee as a result of a salary sacrificing arrangement will be met by the employee. general allowances and payments 21. allowances for part-time employees 21.1 allowances for part-time employees will be calculated on a pro-rata basis (based on the proportion of full-time equivalent hours worked), apart from expense-related allowances and reimbursements, where a part-time employee will receive the same
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt593traveltravel for official purposes 26. travel rates 26.1 reasonable and actual costs incurred while travelling for official purposes will be paid in one of two forms: (a) the primary method will be by corporate credit card; and (b) in circumstances where payment by corporate credit card is not accepted or available, the alternative method is by reimbursement as soon as possible following the travel. 26.2 the ceo may approve the prepayment of accommodation and transportation costs associated with official travel. where prepayment is not possible the costs will be reimbursed as soon as possible following the travel. 26.3 all travel should be undertaken in accordance with ipea’s accountable authority instructions. 27. illness while travelling 27.1 where an employee falls ill or is injured while travelling on official business and subsequently takes leave, the ceo may determine that all reasonable return journey costs will be provided to the employee on their return home. 28. recognition of travel time
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt594travel26. travel rates 26.1 reasonable and actual costs incurred while travelling for official purposes will be paid in one of two forms: (a) the primary method will be by corporate credit card; and (b) in circumstances where payment by corporate credit card is not accepted or available, the alternative method is by reimbursement as soon as possible following the travel. 26.2 the ceo may approve the prepayment of accommodation and transportation costs associated with official travel. where prepayment is not possible the costs will be reimbursed as soon as possible following the travel. 26.3 all travel should be undertaken in accordance with ipea’s accountable authority instructions. 27. illness while travelling 27.1 where an employee falls ill or is injured while travelling on official business and subsequently takes leave, the ceo may determine that all reasonable return journey costs will be provided to the employee on their return home. 28. recognition of travel time 28.1
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt597travelreasonable and actual costs incurred while travelling for official purposes will be paid in one of two forms: (a) the primary method will be by corporate credit card; and (b) in circumstances where payment by corporate credit card is not accepted or available, the alternative method is by reimbursement as soon as possible following the travel. 26.2 the ceo may approve the prepayment of accommodation and transportation costs associated with official travel. where prepayment is not possible the costs will be reimbursed as soon as possible following the travel. 26.3 all travel should be undertaken in accordance with ipea’s accountable authority instructions. 27. illness while travelling 27.1 where an employee falls ill or is injured while travelling on official business and subsequently takes leave, the ceo may determine that all reasonable return journey costs will be provided to the employee on their return home. 28. recognition of travel time 28.1 all time spent in transit en route between origin and destination, or between destinations if there is more than one, will be recorded as work hours and will attract:
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt602travelfollowing the travel. 26.2 the ceo may approve the prepayment of accommodation and transportation costs associated with official travel. where prepayment is not possible the costs will be reimbursed as soon as possible following the travel. 26.3 all travel should be undertaken in accordance with ipea’s accountable authority instructions. 27. illness while travelling 27.1 where an employee falls ill or is injured while travelling on official business and subsequently takes leave, the ceo may determine that all reasonable return journey costs will be provided to the employee on their return home. 28. recognition of travel time 28.1 all time spent in transit en route between origin and destination, or between destinations if there is more than one, will be recorded as work hours and will attract: (a) flextime for aps1 to 6 employees in accordance with subclauses 36.1 to 36.4 and overtime in accordance with subclauses 37.1 and 37.2; and (b) time off in lieu (toil) for el employees in accordance with subclauses 38.1 to 38.3.
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt607travelassociated with official travel. where prepayment is not possible the costs will be reimbursed as soon as possible following the travel. 26.3 all travel should be undertaken in accordance with ipea’s accountable authority instructions. 27. illness while travelling 27.1 where an employee falls ill or is injured while travelling on official business and subsequently takes leave, the ceo may determine that all reasonable return journey costs will be provided to the employee on their return home. 28. recognition of travel time 28.1 all time spent in transit en route between origin and destination, or between destinations if there is more than one, will be recorded as work hours and will attract: (a) flextime for aps1 to 6 employees in accordance with subclauses 36.1 to 36.4 and overtime in accordance with subclauses 37.1 and 37.2; and (b) time off in lieu (toil) for el employees in accordance with subclauses 38.1 to 38.3. 28.2 the amount of time ordinarily spent travelling to and from work will be excluded from the travel time recorded unless otherwise agreed by the ceo.
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt608travelreimbursed as soon as possible following the travel. 26.3 all travel should be undertaken in accordance with ipea’s accountable authority instructions. 27. illness while travelling 27.1 where an employee falls ill or is injured while travelling on official business and subsequently takes leave, the ceo may determine that all reasonable return journey costs will be provided to the employee on their return home. 28. recognition of travel time 28.1 all time spent in transit en route between origin and destination, or between destinations if there is more than one, will be recorded as work hours and will attract: (a) flextime for aps1 to 6 employees in accordance with subclauses 36.1 to 36.4 and overtime in accordance with subclauses 37.1 and 37.2; and (b) time off in lieu (toil) for el employees in accordance with subclauses 38.1 to 38.3. 28.2 the amount of time ordinarily spent travelling to and from work will be excluded from the travel time recorded unless otherwise agreed by the ceo. 29. motor vehicle allowance
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt612travelall travel should be undertaken in accordance with ipea’s accountable authority instructions. 27. illness while travelling 27.1 where an employee falls ill or is injured while travelling on official business and subsequently takes leave, the ceo may determine that all reasonable return journey costs will be provided to the employee on their return home. 28. recognition of travel time 28.1 all time spent in transit en route between origin and destination, or between destinations if there is more than one, will be recorded as work hours and will attract: (a) flextime for aps1 to 6 employees in accordance with subclauses 36.1 to 36.4 and overtime in accordance with subclauses 37.1 and 37.2; and (b) time off in lieu (toil) for el employees in accordance with subclauses 38.1 to 38.3. 28.2 the amount of time ordinarily spent travelling to and from work will be excluded from the travel time recorded unless otherwise agreed by the ceo. 29. motor vehicle allowance 29.1 motor vehicle allowance is payable where an employee is approved to use a private car for official purposes.
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt615travel27. illness while travelling 27.1 where an employee falls ill or is injured while travelling on official business and subsequently takes leave, the ceo may determine that all reasonable return journey costs will be provided to the employee on their return home. 28. recognition of travel time 28.1 all time spent in transit en route between origin and destination, or between destinations if there is more than one, will be recorded as work hours and will attract: (a) flextime for aps1 to 6 employees in accordance with subclauses 36.1 to 36.4 and overtime in accordance with subclauses 37.1 and 37.2; and (b) time off in lieu (toil) for el employees in accordance with subclauses 38.1 to 38.3. 28.2 the amount of time ordinarily spent travelling to and from work will be excluded from the travel time recorded unless otherwise agreed by the ceo. 29. motor vehicle allowance 29.1 motor vehicle allowance is payable where an employee is approved to use a private car for official purposes. 29.2
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt618travelwhere an employee falls ill or is injured while travelling on official business and subsequently takes leave, the ceo may determine that all reasonable return journey costs will be provided to the employee on their return home. 28. recognition of travel time 28.1 all time spent in transit en route between origin and destination, or between destinations if there is more than one, will be recorded as work hours and will attract: (a) flextime for aps1 to 6 employees in accordance with subclauses 36.1 to 36.4 and overtime in accordance with subclauses 37.1 and 37.2; and (b) time off in lieu (toil) for el employees in accordance with subclauses 38.1 to 38.3. 28.2 the amount of time ordinarily spent travelling to and from work will be excluded from the travel time recorded unless otherwise agreed by the ceo. 29. motor vehicle allowance 29.1 motor vehicle allowance is payable where an employee is approved to use a private car for official purposes. 29.2 where an employee seeks, and is approved to use, a private vehicle, the motor vehicle allowance rate will be equivalent to the rate per kilometre in accordance with the applicable taxation determination.
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt622travel28. recognition of travel time 28.1 all time spent in transit en route between origin and destination, or between destinations if there is more than one, will be recorded as work hours and will attract: (a) flextime for aps1 to 6 employees in accordance with subclauses 36.1 to 36.4 and overtime in accordance with subclauses 37.1 and 37.2; and (b) time off in lieu (toil) for el employees in accordance with subclauses 38.1 to 38.3. 28.2 the amount of time ordinarily spent travelling to and from work will be excluded from the travel time recorded unless otherwise agreed by the ceo. 29. motor vehicle allowance 29.1 motor vehicle allowance is payable where an employee is approved to use a private car for official purposes. 29.2 where an employee seeks, and is approved to use, a private vehicle, the motor vehicle allowance rate will be equivalent to the rate per kilometre in accordance with the applicable taxation determination. 30. restriction payment restriction eligibility 30.1
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt622recognition of travel time28. recognition of travel time 28.1 all time spent in transit en route between origin and destination, or between destinations if there is more than one, will be recorded as work hours and will attract: (a) flextime for aps1 to 6 employees in accordance with subclauses 36.1 to 36.4 and overtime in accordance with subclauses 37.1 and 37.2; and (b) time off in lieu (toil) for el employees in accordance with subclauses 38.1 to 38.3. 28.2 the amount of time ordinarily spent travelling to and from work will be excluded from the travel time recorded unless otherwise agreed by the ceo. 29. motor vehicle allowance 29.1 motor vehicle allowance is payable where an employee is approved to use a private car for official purposes. 29.2 where an employee seeks, and is approved to use, a private vehicle, the motor vehicle allowance rate will be equivalent to the rate per kilometre in accordance with the applicable taxation determination. 30. restriction payment restriction eligibility 30.1
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt627flextime(a) flextime for aps1 to 6 employees in accordance with subclauses 36.1 to 36.4 and overtime in accordance with subclauses 37.1 and 37.2; and (b) time off in lieu (toil) for el employees in accordance with subclauses 38.1 to 38.3. 28.2 the amount of time ordinarily spent travelling to and from work will be excluded from the travel time recorded unless otherwise agreed by the ceo. 29. motor vehicle allowance 29.1 motor vehicle allowance is payable where an employee is approved to use a private car for official purposes. 29.2 where an employee seeks, and is approved to use, a private vehicle, the motor vehicle allowance rate will be equivalent to the rate per kilometre in accordance with the applicable taxation determination. 30. restriction payment restriction eligibility 30.1 the ceo may approve the provision of a restriction payment to an employee where there is a requirement to be contactable and available to work for a specified period outside the bandwidth of hours.
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt628overtimeand overtime in accordance with subclauses 37.1 and 37.2; and (b) time off in lieu (toil) for el employees in accordance with subclauses 38.1 to 38.3. 28.2 the amount of time ordinarily spent travelling to and from work will be excluded from the travel time recorded unless otherwise agreed by the ceo. 29. motor vehicle allowance 29.1 motor vehicle allowance is payable where an employee is approved to use a private car for official purposes. 29.2 where an employee seeks, and is approved to use, a private vehicle, the motor vehicle allowance rate will be equivalent to the rate per kilometre in accordance with the applicable taxation determination. 30. restriction payment restriction eligibility 30.1 the ceo may approve the provision of a restriction payment to an employee where there is a requirement to be contactable and available to work for a specified period outside the bandwidth of hours. 30.2
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt634travelthe amount of time ordinarily spent travelling to and from work will be excluded from the travel time recorded unless otherwise agreed by the ceo. 29. motor vehicle allowance 29.1 motor vehicle allowance is payable where an employee is approved to use a private car for official purposes. 29.2 where an employee seeks, and is approved to use, a private vehicle, the motor vehicle allowance rate will be equivalent to the rate per kilometre in accordance with the applicable taxation determination. 30. restriction payment restriction eligibility 30.1 the ceo may approve the provision of a restriction payment to an employee where there is a requirement to be contactable and available to work for a specified period outside the bandwidth of hours. 30.2 restriction payment is payable whether or not the restricted employee is required to work. an employee who is receiving a restriction payment and is required to perform 8
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt635travelthe travel time recorded unless otherwise agreed by the ceo. 29. motor vehicle allowance 29.1 motor vehicle allowance is payable where an employee is approved to use a private car for official purposes. 29.2 where an employee seeks, and is approved to use, a private vehicle, the motor vehicle allowance rate will be equivalent to the rate per kilometre in accordance with the applicable taxation determination. 30. restriction payment restriction eligibility 30.1 the ceo may approve the provision of a restriction payment to an employee where there is a requirement to be contactable and available to work for a specified period outside the bandwidth of hours. 30.2 restriction payment is payable whether or not the restricted employee is required to work. an employee who is receiving a restriction payment and is required to perform 8 duty while restricted will not receive overtime, flextime and/or toil where they are
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt655bandwidthoutside the bandwidth of hours. 30.2 restriction payment is payable whether or not the restricted employee is required to work. an employee who is receiving a restriction payment and is required to perform 8 duty while restricted will not receive overtime, flextime and/or toil where they are recalled to duty or respond to a call as a result of a restriction arrangement. 30.3 where an employee is not restricted and is required to work due to an emergency, overtime, flextime and/or toil will accrue as appropriate. restriction rates 30.4 an eligible employee will be paid fortnightly, based on a pro-rata calculation of the annual rates listed below, and the number of days (or part thereof) the employee has been, or will be, restricted in a financial year. days (or part thereof) on commencement following the first
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt664flextimeduty while restricted will not receive overtime, flextime and/or toil where they are recalled to duty or respond to a call as a result of a restriction arrangement. 30.3 where an employee is not restricted and is required to work due to an emergency, overtime, flextime and/or toil will accrue as appropriate. restriction rates 30.4 an eligible employee will be paid fortnightly, based on a pro-rata calculation of the annual rates listed below, and the number of days (or part thereof) the employee has been, or will be, restricted in a financial year. days (or part thereof) on commencement following the first salary increase following the second salary increase following the third salary increase
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt664overtimeduty while restricted will not receive overtime, flextime and/or toil where they are recalled to duty or respond to a call as a result of a restriction arrangement. 30.3 where an employee is not restricted and is required to work due to an emergency, overtime, flextime and/or toil will accrue as appropriate. restriction rates 30.4 an eligible employee will be paid fortnightly, based on a pro-rata calculation of the annual rates listed below, and the number of days (or part thereof) the employee has been, or will be, restricted in a financial year. days (or part thereof) on commencement following the first salary increase following the second salary increase following the third salary increase
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt669flextimeovertime, flextime and/or toil will accrue as appropriate. restriction rates 30.4 an eligible employee will be paid fortnightly, based on a pro-rata calculation of the annual rates listed below, and the number of days (or part thereof) the employee has been, or will be, restricted in a financial year. days (or part thereof) on commencement following the first salary increase following the second salary increase following the third salary increase 38 – 53 $11,799
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt669overtimeovertime, flextime and/or toil will accrue as appropriate. restriction rates 30.4 an eligible employee will be paid fortnightly, based on a pro-rata calculation of the annual rates listed below, and the number of days (or part thereof) the employee has been, or will be, restricted in a financial year. days (or part thereof) on commencement following the first salary increase following the second salary increase following the third salary increase 38 – 53 $11,799
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt813flexible work arrangementsof working hours and leave planning, including flexible work arrangements, into operational requirements. 35.3 it is expected that employees may work reasonable additional hours consistent with the act. part-time hours 35.4 a part-time employee is one who regularly works less than full-time ordinary hours according to an agreed work pattern. the minimum hours to be worked on any one day are three hours. 35.5 a part-time employee may not vary their hours for a period of one pay period or less. changes in hours (for example to attend training) for these periods should be accommodated using flextime (aps1 to 6), toil (el), or alternative informal arrangements as agreed with their manager. 35.6 the ceo may approve part-time hours of work for an employee, subject to operational requirements. part-time work agreements will be reviewed at least once every 12 months. 10
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt832flextimeaccommodated using flextime (aps1 to 6), toil (el), or alternative informal arrangements as agreed with their manager. 35.6 the ceo may approve part-time hours of work for an employee, subject to operational requirements. part-time work agreements will be reviewed at least once every 12 months. 10 35.7 a full-time employee who has converted to part-time hours can revert to full-time at the end of the agreed period. any variation during that period will be by agreement between the employee and the manager. job sharing 35.8 the ceo may approve job sharing arrangements between two or more employees subject to operational requirements, on the basis of the employees’ applications. pattern of hours 35.9 the pattern of hours by which employees complete their ordinary hours is by agreement between the manager and the employee. however, an employee will not normally be expected to work more than: (a) 10 hours ordinary time on any day; and
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt869bandwidthbandwidth of hours 35.12 the bandwidth of hours in which employees will work their ordinary hours are 7.00 am to 7.00 pm monday to friday. nine-hour break 35.13 excluding exceptional circumstances, where an aps1 to 6 employee works overtime the employee will be entitled to a nine-hour break (including travelling time) before recommencing work, without incurring any loss of pay. 35.14 excluding exceptional circumstances, where an el employee works a continuous period of greater than 10 hours the employee will be entitled to a nine-hour break (including travelling time) before recommencing work, without incurring any loss of pay. recording attendance 35.15 all aps1 to 6 employees must accurately record their attendance, including commencement, break and finish times, and their leave or absences in ipea’s hrims. 35.16 on days in which an employee is not actually at work (including public holidays and periods of approved leave), employees will record their ordinary working hours (excluding any leave taken with flextime credits). 35.17 el employees must record all hours that attract toil, and may choose to record all their working hours. 11 36. flextime eligibility for flextime 36.1 aps1 to 6 employees, excluding casual employees, will be eligible to work flextime. work performed in excess of ordinary hours, which does not attract overtime, will accrue as flextime on an hour-for-hour basis.
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt870bandwidth35.12 the bandwidth of hours in which employees will work their ordinary hours are 7.00 am to 7.00 pm monday to friday. nine-hour break 35.13 excluding exceptional circumstances, where an aps1 to 6 employee works overtime the employee will be entitled to a nine-hour break (including travelling time) before recommencing work, without incurring any loss of pay. 35.14 excluding exceptional circumstances, where an el employee works a continuous period of greater than 10 hours the employee will be entitled to a nine-hour break (including travelling time) before recommencing work, without incurring any loss of pay. recording attendance 35.15 all aps1 to 6 employees must accurately record their attendance, including commencement, break and finish times, and their leave or absences in ipea’s hrims. 35.16 on days in which an employee is not actually at work (including public holidays and periods of approved leave), employees will record their ordinary working hours (excluding any leave taken with flextime credits). 35.17 el employees must record all hours that attract toil, and may choose to record all their working hours. 11 36. flextime eligibility for flextime 36.1 aps1 to 6 employees, excluding casual employees, will be eligible to work flextime. work performed in excess of ordinary hours, which does not attract overtime, will accrue as flextime on an hour-for-hour basis.
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt873overtime35.13 excluding exceptional circumstances, where an aps1 to 6 employee works overtime the employee will be entitled to a nine-hour break (including travelling time) before recommencing work, without incurring any loss of pay. 35.14 excluding exceptional circumstances, where an el employee works a continuous period of greater than 10 hours the employee will be entitled to a nine-hour break (including travelling time) before recommencing work, without incurring any loss of pay. recording attendance 35.15 all aps1 to 6 employees must accurately record their attendance, including commencement, break and finish times, and their leave or absences in ipea’s hrims. 35.16 on days in which an employee is not actually at work (including public holidays and periods of approved leave), employees will record their ordinary working hours (excluding any leave taken with flextime credits). 35.17 el employees must record all hours that attract toil, and may choose to record all their working hours. 11 36. flextime eligibility for flextime 36.1 aps1 to 6 employees, excluding casual employees, will be eligible to work flextime. work performed in excess of ordinary hours, which does not attract overtime, will accrue as flextime on an hour-for-hour basis. 36.2 where there is agreement between a manager and employee on how flextime will
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt874travelthe employee will be entitled to a nine-hour break (including travelling time) before recommencing work, without incurring any loss of pay. 35.14 excluding exceptional circumstances, where an el employee works a continuous period of greater than 10 hours the employee will be entitled to a nine-hour break (including travelling time) before recommencing work, without incurring any loss of pay. recording attendance 35.15 all aps1 to 6 employees must accurately record their attendance, including commencement, break and finish times, and their leave or absences in ipea’s hrims. 35.16 on days in which an employee is not actually at work (including public holidays and periods of approved leave), employees will record their ordinary working hours (excluding any leave taken with flextime credits). 35.17 el employees must record all hours that attract toil, and may choose to record all their working hours. 11 36. flextime eligibility for flextime 36.1 aps1 to 6 employees, excluding casual employees, will be eligible to work flextime. work performed in excess of ordinary hours, which does not attract overtime, will accrue as flextime on an hour-for-hour basis. 36.2 where there is agreement between a manager and employee on how flextime will work within the team, an employee may:
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt878travel(including travelling time) before recommencing work, without incurring any loss of pay. recording attendance 35.15 all aps1 to 6 employees must accurately record their attendance, including commencement, break and finish times, and their leave or absences in ipea’s hrims. 35.16 on days in which an employee is not actually at work (including public holidays and periods of approved leave), employees will record their ordinary working hours (excluding any leave taken with flextime credits). 35.17 el employees must record all hours that attract toil, and may choose to record all their working hours. 11 36. flextime eligibility for flextime 36.1 aps1 to 6 employees, excluding casual employees, will be eligible to work flextime. work performed in excess of ordinary hours, which does not attract overtime, will accrue as flextime on an hour-for-hour basis. 36.2 where there is agreement between a manager and employee on how flextime will work within the team, an employee may: (a) vary their hours of work; and/or (b) work additional hours. 36.3
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt886flextime(excluding any leave taken with flextime credits). 35.17 el employees must record all hours that attract toil, and may choose to record all their working hours. 11 36. flextime eligibility for flextime 36.1 aps1 to 6 employees, excluding casual employees, will be eligible to work flextime. work performed in excess of ordinary hours, which does not attract overtime, will accrue as flextime on an hour-for-hour basis. 36.2 where there is agreement between a manager and employee on how flextime will work within the team, an employee may: (a) vary their hours of work; and/or (b) work additional hours. 36.3 where there is insufficient work, a manager will not agree that an employee can work hours in addition to their ordinary hours. 36.4 employees must seek prior approval from their manager for absence from the workplace to utilise flextime credits.
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt892flextime36. flextime eligibility for flextime 36.1 aps1 to 6 employees, excluding casual employees, will be eligible to work flextime. work performed in excess of ordinary hours, which does not attract overtime, will accrue as flextime on an hour-for-hour basis. 36.2 where there is agreement between a manager and employee on how flextime will work within the team, an employee may: (a) vary their hours of work; and/or (b) work additional hours. 36.3 where there is insufficient work, a manager will not agree that an employee can work hours in addition to their ordinary hours. 36.4 employees must seek prior approval from their manager for absence from the workplace to utilise flextime credits. maximum flextime balance and debit 36.5 where operational requirements do not provide for an employee to minimise their flextime balance by the end of the fortnightly recording period, a maximum:
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt893flextimeeligibility for flextime 36.1 aps1 to 6 employees, excluding casual employees, will be eligible to work flextime. work performed in excess of ordinary hours, which does not attract overtime, will accrue as flextime on an hour-for-hour basis. 36.2 where there is agreement between a manager and employee on how flextime will work within the team, an employee may: (a) vary their hours of work; and/or (b) work additional hours. 36.3 where there is insufficient work, a manager will not agree that an employee can work hours in addition to their ordinary hours. 36.4 employees must seek prior approval from their manager for absence from the workplace to utilise flextime credits. maximum flextime balance and debit 36.5 where operational requirements do not provide for an employee to minimise their flextime balance by the end of the fortnightly recording period, a maximum: (a) credit of 37.5; or
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt896flextimeaps1 to 6 employees, excluding casual employees, will be eligible to work flextime. work performed in excess of ordinary hours, which does not attract overtime, will accrue as flextime on an hour-for-hour basis. 36.2 where there is agreement between a manager and employee on how flextime will work within the team, an employee may: (a) vary their hours of work; and/or (b) work additional hours. 36.3 where there is insufficient work, a manager will not agree that an employee can work hours in addition to their ordinary hours. 36.4 employees must seek prior approval from their manager for absence from the workplace to utilise flextime credits. maximum flextime balance and debit 36.5 where operational requirements do not provide for an employee to minimise their flextime balance by the end of the fortnightly recording period, a maximum: (a) credit of 37.5; or (b) debit of 10 hours can be carried to the next fortnightly recording period.
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt897overtimework performed in excess of ordinary hours, which does not attract overtime, will accrue as flextime on an hour-for-hour basis. 36.2 where there is agreement between a manager and employee on how flextime will work within the team, an employee may: (a) vary their hours of work; and/or (b) work additional hours. 36.3 where there is insufficient work, a manager will not agree that an employee can work hours in addition to their ordinary hours. 36.4 employees must seek prior approval from their manager for absence from the workplace to utilise flextime credits. maximum flextime balance and debit 36.5 where operational requirements do not provide for an employee to minimise their flextime balance by the end of the fortnightly recording period, a maximum: (a) credit of 37.5; or (b) debit of 10 hours can be carried to the next fortnightly recording period. 36.6
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt898flextimeaccrue as flextime on an hour-for-hour basis. 36.2 where there is agreement between a manager and employee on how flextime will work within the team, an employee may: (a) vary their hours of work; and/or (b) work additional hours. 36.3 where there is insufficient work, a manager will not agree that an employee can work hours in addition to their ordinary hours. 36.4 employees must seek prior approval from their manager for absence from the workplace to utilise flextime credits. maximum flextime balance and debit 36.5 where operational requirements do not provide for an employee to minimise their flextime balance by the end of the fortnightly recording period, a maximum: (a) credit of 37.5; or (b) debit of 10 hours can be carried to the next fortnightly recording period. 36.6
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt902flextimewhere there is agreement between a manager and employee on how flextime will work within the team, an employee may: (a) vary their hours of work; and/or (b) work additional hours. 36.3 where there is insufficient work, a manager will not agree that an employee can work hours in addition to their ordinary hours. 36.4 employees must seek prior approval from their manager for absence from the workplace to utilise flextime credits. maximum flextime balance and debit 36.5 where operational requirements do not provide for an employee to minimise their flextime balance by the end of the fortnightly recording period, a maximum: (a) credit of 37.5; or (b) debit of 10 hours can be carried to the next fortnightly recording period. 36.6 where there is an excess balance, the employee and their manager will identify and discuss appropriate actions to try to reduce the flextime credit to below 37.5 hours by the end of the following fortnightly recording period. no reasonable request for flextime leave will be refused by the manager.
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt915flextimeworkplace to utilise flextime credits. maximum flextime balance and debit 36.5 where operational requirements do not provide for an employee to minimise their flextime balance by the end of the fortnightly recording period, a maximum: (a) credit of 37.5; or (b) debit of 10 hours can be carried to the next fortnightly recording period. 36.6 where there is an excess balance, the employee and their manager will identify and discuss appropriate actions to try to reduce the flextime credit to below 37.5 hours by the end of the following fortnightly recording period. no reasonable request for flextime leave will be refused by the manager. 36.7 where there is a flextime debit in excess of 10 hours, the excess balance must be reduced by the end of the following fortnightly recording period or the employee will have the excess balance deducted as leave without pay. exceptional circumstances 36.8 in exceptional circumstances where operational requirements do not provide an opportunity for an employee to undertake leave to access flextime credits, the ceo may approve flextime balances of up to 37.5 hours be cashed out or converted to
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt917flextimemaximum flextime balance and debit 36.5 where operational requirements do not provide for an employee to minimise their flextime balance by the end of the fortnightly recording period, a maximum: (a) credit of 37.5; or (b) debit of 10 hours can be carried to the next fortnightly recording period. 36.6 where there is an excess balance, the employee and their manager will identify and discuss appropriate actions to try to reduce the flextime credit to below 37.5 hours by the end of the following fortnightly recording period. no reasonable request for flextime leave will be refused by the manager. 36.7 where there is a flextime debit in excess of 10 hours, the excess balance must be reduced by the end of the following fortnightly recording period or the employee will have the excess balance deducted as leave without pay. exceptional circumstances 36.8 in exceptional circumstances where operational requirements do not provide an opportunity for an employee to undertake leave to access flextime credits, the ceo may approve flextime balances of up to 37.5 hours be cashed out or converted to annual leave on a one-for-one basis.
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt921flextimeflextime balance by the end of the fortnightly recording period, a maximum: (a) credit of 37.5; or (b) debit of 10 hours can be carried to the next fortnightly recording period. 36.6 where there is an excess balance, the employee and their manager will identify and discuss appropriate actions to try to reduce the flextime credit to below 37.5 hours by the end of the following fortnightly recording period. no reasonable request for flextime leave will be refused by the manager. 36.7 where there is a flextime debit in excess of 10 hours, the excess balance must be reduced by the end of the following fortnightly recording period or the employee will have the excess balance deducted as leave without pay. exceptional circumstances 36.8 in exceptional circumstances where operational requirements do not provide an opportunity for an employee to undertake leave to access flextime credits, the ceo may approve flextime balances of up to 37.5 hours be cashed out or converted to annual leave on a one-for-one basis. reversion to standard hours 36.9 a manager may revert an employee to standard hours (subclause 35.11) of
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt929flextimediscuss appropriate actions to try to reduce the flextime credit to below 37.5 hours by the end of the following fortnightly recording period. no reasonable request for flextime leave will be refused by the manager. 36.7 where there is a flextime debit in excess of 10 hours, the excess balance must be reduced by the end of the following fortnightly recording period or the employee will have the excess balance deducted as leave without pay. exceptional circumstances 36.8 in exceptional circumstances where operational requirements do not provide an opportunity for an employee to undertake leave to access flextime credits, the ceo may approve flextime balances of up to 37.5 hours be cashed out or converted to annual leave on a one-for-one basis. reversion to standard hours 36.9 a manager may revert an employee to standard hours (subclause 35.11) of attendance where an employee fails to maintain a satisfactory performance and/or pattern of attendance or misuses flextime provisions. 36.10 a manager may revert an employee to standard hours (subclause 35.11) based on operational requirements, following consultation and reasonable notice. 12
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt931flextimeflextime leave will be refused by the manager. 36.7 where there is a flextime debit in excess of 10 hours, the excess balance must be reduced by the end of the following fortnightly recording period or the employee will have the excess balance deducted as leave without pay. exceptional circumstances 36.8 in exceptional circumstances where operational requirements do not provide an opportunity for an employee to undertake leave to access flextime credits, the ceo may approve flextime balances of up to 37.5 hours be cashed out or converted to annual leave on a one-for-one basis. reversion to standard hours 36.9 a manager may revert an employee to standard hours (subclause 35.11) of attendance where an employee fails to maintain a satisfactory performance and/or pattern of attendance or misuses flextime provisions. 36.10 a manager may revert an employee to standard hours (subclause 35.11) based on operational requirements, following consultation and reasonable notice. 12 flextime balances at cessation or aps transfer 36.11 prior to ceasing employment or transferring, employees must take reasonable steps,
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt935flextimewhere there is a flextime debit in excess of 10 hours, the excess balance must be reduced by the end of the following fortnightly recording period or the employee will have the excess balance deducted as leave without pay. exceptional circumstances 36.8 in exceptional circumstances where operational requirements do not provide an opportunity for an employee to undertake leave to access flextime credits, the ceo may approve flextime balances of up to 37.5 hours be cashed out or converted to annual leave on a one-for-one basis. reversion to standard hours 36.9 a manager may revert an employee to standard hours (subclause 35.11) of attendance where an employee fails to maintain a satisfactory performance and/or pattern of attendance or misuses flextime provisions. 36.10 a manager may revert an employee to standard hours (subclause 35.11) based on operational requirements, following consultation and reasonable notice. 12 flextime balances at cessation or aps transfer 36.11 prior to ceasing employment or transferring, employees must take reasonable steps, and managers will provide reasonable opportunities, to balance any flextime credits or debits. 36.12 where flextime credits are outstanding at cessation of employment, these credits will not be paid to the employee.
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt943flextimeopportunity for an employee to undertake leave to access flextime credits, the ceo may approve flextime balances of up to 37.5 hours be cashed out or converted to annual leave on a one-for-one basis. reversion to standard hours 36.9 a manager may revert an employee to standard hours (subclause 35.11) of attendance where an employee fails to maintain a satisfactory performance and/or pattern of attendance or misuses flextime provisions. 36.10 a manager may revert an employee to standard hours (subclause 35.11) based on operational requirements, following consultation and reasonable notice. 12 flextime balances at cessation or aps transfer 36.11 prior to ceasing employment or transferring, employees must take reasonable steps, and managers will provide reasonable opportunities, to balance any flextime credits or debits. 36.12 where flextime credits are outstanding at cessation of employment, these credits will not be paid to the employee. 36.13 any remaining flextime debits will be recovered from the employee’s separation payment. flextime balances on promotion or on higher duties 36.14 employees who are promoted to the el classification and have an existing flextime debit or credit must clear the balance prior to commencement at the higher classification. any flextime credit will not translate across as toil. 36.15 employees who have accrued toil whilst acting at the el classification must make all reasonable efforts, in the first instance, to clear the toil prior to returning to their
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt944flextimemay approve flextime balances of up to 37.5 hours be cashed out or converted to annual leave on a one-for-one basis. reversion to standard hours 36.9 a manager may revert an employee to standard hours (subclause 35.11) of attendance where an employee fails to maintain a satisfactory performance and/or pattern of attendance or misuses flextime provisions. 36.10 a manager may revert an employee to standard hours (subclause 35.11) based on operational requirements, following consultation and reasonable notice. 12 flextime balances at cessation or aps transfer 36.11 prior to ceasing employment or transferring, employees must take reasonable steps, and managers will provide reasonable opportunities, to balance any flextime credits or debits. 36.12 where flextime credits are outstanding at cessation of employment, these credits will not be paid to the employee. 36.13 any remaining flextime debits will be recovered from the employee’s separation payment. flextime balances on promotion or on higher duties 36.14 employees who are promoted to the el classification and have an existing flextime debit or credit must clear the balance prior to commencement at the higher classification. any flextime credit will not translate across as toil. 36.15 employees who have accrued toil whilst acting at the el classification must make all reasonable efforts, in the first instance, to clear the toil prior to returning to their substantive classification.
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt952flextimepattern of attendance or misuses flextime provisions. 36.10 a manager may revert an employee to standard hours (subclause 35.11) based on operational requirements, following consultation and reasonable notice. 12 flextime balances at cessation or aps transfer 36.11 prior to ceasing employment or transferring, employees must take reasonable steps, and managers will provide reasonable opportunities, to balance any flextime credits or debits. 36.12 where flextime credits are outstanding at cessation of employment, these credits will not be paid to the employee. 36.13 any remaining flextime debits will be recovered from the employee’s separation payment. flextime balances on promotion or on higher duties 36.14 employees who are promoted to the el classification and have an existing flextime debit or credit must clear the balance prior to commencement at the higher classification. any flextime credit will not translate across as toil. 36.15 employees who have accrued toil whilst acting at the el classification must make all reasonable efforts, in the first instance, to clear the toil prior to returning to their substantive classification. 37. overtime 37.1 employees in the aps1 to 6 classifications, will be paid overtime where they are directed to, and perform, additional work: (a) on a public holiday or weekend; (b) that requires the employee to return to work, or address workplace issues,
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt952flextime provisionspattern of attendance or misuses flextime provisions. 36.10 a manager may revert an employee to standard hours (subclause 35.11) based on operational requirements, following consultation and reasonable notice. 12 flextime balances at cessation or aps transfer 36.11 prior to ceasing employment or transferring, employees must take reasonable steps, and managers will provide reasonable opportunities, to balance any flextime credits or debits. 36.12 where flextime credits are outstanding at cessation of employment, these credits will not be paid to the employee. 36.13 any remaining flextime debits will be recovered from the employee’s separation payment. flextime balances on promotion or on higher duties 36.14 employees who are promoted to the el classification and have an existing flextime debit or credit must clear the balance prior to commencement at the higher classification. any flextime credit will not translate across as toil. 36.15 employees who have accrued toil whilst acting at the el classification must make all reasonable efforts, in the first instance, to clear the toil prior to returning to their substantive classification. 37. overtime 37.1 employees in the aps1 to 6 classifications, will be paid overtime where they are directed to, and perform, additional work: (a) on a public holiday or weekend; (b) that requires the employee to return to work, or address workplace issues,
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt959flextimeflextime balances at cessation or aps transfer 36.11 prior to ceasing employment or transferring, employees must take reasonable steps, and managers will provide reasonable opportunities, to balance any flextime credits or debits. 36.12 where flextime credits are outstanding at cessation of employment, these credits will not be paid to the employee. 36.13 any remaining flextime debits will be recovered from the employee’s separation payment. flextime balances on promotion or on higher duties 36.14 employees who are promoted to the el classification and have an existing flextime debit or credit must clear the balance prior to commencement at the higher classification. any flextime credit will not translate across as toil. 36.15 employees who have accrued toil whilst acting at the el classification must make all reasonable efforts, in the first instance, to clear the toil prior to returning to their substantive classification. 37. overtime 37.1 employees in the aps1 to 6 classifications, will be paid overtime where they are directed to, and perform, additional work: (a) on a public holiday or weekend; (b) that requires the employee to return to work, or address workplace issues, outside the bandwidth (subclause 35.12); (c) in excess of 10 hours on any one normal working day; or (d) during annual closedown. 37.2 overtime payments will be based on the actual additional period worked and is
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt961flextimeand managers will provide reasonable opportunities, to balance any flextime credits or debits. 36.12 where flextime credits are outstanding at cessation of employment, these credits will not be paid to the employee. 36.13 any remaining flextime debits will be recovered from the employee’s separation payment. flextime balances on promotion or on higher duties 36.14 employees who are promoted to the el classification and have an existing flextime debit or credit must clear the balance prior to commencement at the higher classification. any flextime credit will not translate across as toil. 36.15 employees who have accrued toil whilst acting at the el classification must make all reasonable efforts, in the first instance, to clear the toil prior to returning to their substantive classification. 37. overtime 37.1 employees in the aps1 to 6 classifications, will be paid overtime where they are directed to, and perform, additional work: (a) on a public holiday or weekend; (b) that requires the employee to return to work, or address workplace issues, outside the bandwidth (subclause 35.12); (c) in excess of 10 hours on any one normal working day; or (d) during annual closedown. 37.2 overtime payments will be based on the actual additional period worked and is calculated at a rate of time-and-one half.
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt963flextime36.12 where flextime credits are outstanding at cessation of employment, these credits will not be paid to the employee. 36.13 any remaining flextime debits will be recovered from the employee’s separation payment. flextime balances on promotion or on higher duties 36.14 employees who are promoted to the el classification and have an existing flextime debit or credit must clear the balance prior to commencement at the higher classification. any flextime credit will not translate across as toil. 36.15 employees who have accrued toil whilst acting at the el classification must make all reasonable efforts, in the first instance, to clear the toil prior to returning to their substantive classification. 37. overtime 37.1 employees in the aps1 to 6 classifications, will be paid overtime where they are directed to, and perform, additional work: (a) on a public holiday or weekend; (b) that requires the employee to return to work, or address workplace issues, outside the bandwidth (subclause 35.12); (c) in excess of 10 hours on any one normal working day; or (d) during annual closedown. 37.2 overtime payments will be based on the actual additional period worked and is calculated at a rate of time-and-one half. 38. toil eligibility for toil
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt965flextime36.13 any remaining flextime debits will be recovered from the employee’s separation payment. flextime balances on promotion or on higher duties 36.14 employees who are promoted to the el classification and have an existing flextime debit or credit must clear the balance prior to commencement at the higher classification. any flextime credit will not translate across as toil. 36.15 employees who have accrued toil whilst acting at the el classification must make all reasonable efforts, in the first instance, to clear the toil prior to returning to their substantive classification. 37. overtime 37.1 employees in the aps1 to 6 classifications, will be paid overtime where they are directed to, and perform, additional work: (a) on a public holiday or weekend; (b) that requires the employee to return to work, or address workplace issues, outside the bandwidth (subclause 35.12); (c) in excess of 10 hours on any one normal working day; or (d) during annual closedown. 37.2 overtime payments will be based on the actual additional period worked and is calculated at a rate of time-and-one half. 38. toil eligibility for toil 38.1
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt967flextimeflextime balances on promotion or on higher duties 36.14 employees who are promoted to the el classification and have an existing flextime debit or credit must clear the balance prior to commencement at the higher classification. any flextime credit will not translate across as toil. 36.15 employees who have accrued toil whilst acting at the el classification must make all reasonable efforts, in the first instance, to clear the toil prior to returning to their substantive classification. 37. overtime 37.1 employees in the aps1 to 6 classifications, will be paid overtime where they are directed to, and perform, additional work: (a) on a public holiday or weekend; (b) that requires the employee to return to work, or address workplace issues, outside the bandwidth (subclause 35.12); (c) in excess of 10 hours on any one normal working day; or (d) during annual closedown. 37.2 overtime payments will be based on the actual additional period worked and is calculated at a rate of time-and-one half. 38. toil eligibility for toil 38.1 a manager will approve the accrual of toil for an el employee (and their equivalent) for work performed at the manager’s request or by agreement with the
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt968flextime36.14 employees who are promoted to the el classification and have an existing flextime debit or credit must clear the balance prior to commencement at the higher classification. any flextime credit will not translate across as toil. 36.15 employees who have accrued toil whilst acting at the el classification must make all reasonable efforts, in the first instance, to clear the toil prior to returning to their substantive classification. 37. overtime 37.1 employees in the aps1 to 6 classifications, will be paid overtime where they are directed to, and perform, additional work: (a) on a public holiday or weekend; (b) that requires the employee to return to work, or address workplace issues, outside the bandwidth (subclause 35.12); (c) in excess of 10 hours on any one normal working day; or (d) during annual closedown. 37.2 overtime payments will be based on the actual additional period worked and is calculated at a rate of time-and-one half. 38. toil eligibility for toil 38.1 a manager will approve the accrual of toil for an el employee (and their equivalent) for work performed at the manager’s request or by agreement with the manager:
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt970flextimeclassification. any flextime credit will not translate across as toil. 36.15 employees who have accrued toil whilst acting at the el classification must make all reasonable efforts, in the first instance, to clear the toil prior to returning to their substantive classification. 37. overtime 37.1 employees in the aps1 to 6 classifications, will be paid overtime where they are directed to, and perform, additional work: (a) on a public holiday or weekend; (b) that requires the employee to return to work, or address workplace issues, outside the bandwidth (subclause 35.12); (c) in excess of 10 hours on any one normal working day; or (d) during annual closedown. 37.2 overtime payments will be based on the actual additional period worked and is calculated at a rate of time-and-one half. 38. toil eligibility for toil 38.1 a manager will approve the accrual of toil for an el employee (and their equivalent) for work performed at the manager’s request or by agreement with the manager: (a) in excess of eight hours 30 minutes on any one day; (b) on a weekend or public holiday; or
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt975overtime37. overtime 37.1 employees in the aps1 to 6 classifications, will be paid overtime where they are directed to, and perform, additional work: (a) on a public holiday or weekend; (b) that requires the employee to return to work, or address workplace issues, outside the bandwidth (subclause 35.12); (c) in excess of 10 hours on any one normal working day; or (d) during annual closedown. 37.2 overtime payments will be based on the actual additional period worked and is calculated at a rate of time-and-one half. 38. toil eligibility for toil 38.1 a manager will approve the accrual of toil for an el employee (and their equivalent) for work performed at the manager’s request or by agreement with the manager: (a) in excess of eight hours 30 minutes on any one day; (b) on a weekend or public holiday; or (c) during annual closedown. 38.2 toil will accrue and may be taken on an hour-for-hour basis monday to friday, and
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt978overtimeemployees in the aps1 to 6 classifications, will be paid overtime where they are directed to, and perform, additional work: (a) on a public holiday or weekend; (b) that requires the employee to return to work, or address workplace issues, outside the bandwidth (subclause 35.12); (c) in excess of 10 hours on any one normal working day; or (d) during annual closedown. 37.2 overtime payments will be based on the actual additional period worked and is calculated at a rate of time-and-one half. 38. toil eligibility for toil 38.1 a manager will approve the accrual of toil for an el employee (and their equivalent) for work performed at the manager’s request or by agreement with the manager: (a) in excess of eight hours 30 minutes on any one day; (b) on a weekend or public holiday; or (c) during annual closedown. 38.2 toil will accrue and may be taken on an hour-for-hour basis monday to friday, and at a rate of 1.5 hours per hour for work performed on a weekend, annual closedown or public holiday.
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt982bandwidthoutside the bandwidth (subclause 35.12); (c) in excess of 10 hours on any one normal working day; or (d) during annual closedown. 37.2 overtime payments will be based on the actual additional period worked and is calculated at a rate of time-and-one half. 38. toil eligibility for toil 38.1 a manager will approve the accrual of toil for an el employee (and their equivalent) for work performed at the manager’s request or by agreement with the manager: (a) in excess of eight hours 30 minutes on any one day; (b) on a weekend or public holiday; or (c) during annual closedown. 38.2 toil will accrue and may be taken on an hour-for-hour basis monday to friday, and at a rate of 1.5 hours per hour for work performed on a weekend, annual closedown or public holiday. 38.3 the provisions for toil as outlined in this clause do not alter the ordinary hours for full-time el employees.
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt988overtimeovertime payments will be based on the actual additional period worked and is calculated at a rate of time-and-one half. 38. toil eligibility for toil 38.1 a manager will approve the accrual of toil for an el employee (and their equivalent) for work performed at the manager’s request or by agreement with the manager: (a) in excess of eight hours 30 minutes on any one day; (b) on a weekend or public holiday; or (c) during annual closedown. 38.2 toil will accrue and may be taken on an hour-for-hour basis monday to friday, and at a rate of 1.5 hours per hour for work performed on a weekend, annual closedown or public holiday. 38.3 the provisions for toil as outlined in this clause do not alter the ordinary hours for full-time el employees. 13 part-time el toil 38.4
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt1074flextimeemployee’s manager, without entitlement to flextime, toil or payment for overtime. public holidays during paid leave 39.3 where a public holiday falls during a period when an employee is on annual or paid personal/carer’s leave, payment for the public holiday will be made at the employee’s ordinary hours of work. payment for a public holiday during other forms of leave will 14 be in accordance with the entitlement to that form of leave (e.g. if on long service leave at half pay, payment is at half pay). annual closedown 39.4 ipea will be closed for normal business and employees will not be required to perform normal duty on the working days between christmas day and new years’ day. employees will be paid in accordance with their ordinary hours of work on these days. 39.5 employees on parental leave, leave without pay, or long service leave during the annual closedown will not be entitled to re-crediting of leave. 39.6 part-time employees normally not working on the days of the week on which annual closedown or a public holiday occurs will not be entitled to alternative time off duty or
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt1074overtimeemployee’s manager, without entitlement to flextime, toil or payment for overtime. public holidays during paid leave 39.3 where a public holiday falls during a period when an employee is on annual or paid personal/carer’s leave, payment for the public holiday will be made at the employee’s ordinary hours of work. payment for a public holiday during other forms of leave will 14 be in accordance with the entitlement to that form of leave (e.g. if on long service leave at half pay, payment is at half pay). annual closedown 39.4 ipea will be closed for normal business and employees will not be required to perform normal duty on the working days between christmas day and new years’ day. employees will be paid in accordance with their ordinary hours of work on these days. 39.5 employees on parental leave, leave without pay, or long service leave during the annual closedown will not be entitled to re-crediting of leave. 39.6 part-time employees normally not working on the days of the week on which annual closedown or a public holiday occurs will not be entitled to alternative time off duty or
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt1097parental leaveemployees on parental leave, leave without pay, or long service leave during the annual closedown will not be entitled to re-crediting of leave. 39.6 part-time employees normally not working on the days of the week on which annual closedown or a public holiday occurs will not be entitled to alternative time off duty or additional payment. public holidays and/or annual closedown 39.7 employees required to work on public holidays and/or annual closedown will be entitled to the following: (a) aps1 to 6 employees will accrue overtime consistent with subclauses 37.1 and 37.2; and (b) el employees will accrue toil consistent with subclauses 38.1 to 38.3. leave 40. general conditions non-approval of leave 40.1 where an employee has had a formal application for leave rejected, the ceo will advise the employee of the reason(s) for the decision in writing, where requested by the employee. balances and record keeping 40.2
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt1097long service leaveemployees on parental leave, leave without pay, or long service leave during the annual closedown will not be entitled to re-crediting of leave. 39.6 part-time employees normally not working on the days of the week on which annual closedown or a public holiday occurs will not be entitled to alternative time off duty or additional payment. public holidays and/or annual closedown 39.7 employees required to work on public holidays and/or annual closedown will be entitled to the following: (a) aps1 to 6 employees will accrue overtime consistent with subclauses 37.1 and 37.2; and (b) el employees will accrue toil consistent with subclauses 38.1 to 38.3. leave 40. general conditions non-approval of leave 40.1 where an employee has had a formal application for leave rejected, the ceo will advise the employee of the reason(s) for the decision in writing, where requested by the employee. balances and record keeping 40.2
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt1111overtime(a) aps1 to 6 employees will accrue overtime consistent with subclauses 37.1 and 37.2; and (b) el employees will accrue toil consistent with subclauses 38.1 to 38.3. leave 40. general conditions non-approval of leave 40.1 where an employee has had a formal application for leave rejected, the ceo will advise the employee of the reason(s) for the decision in writing, where requested by the employee. balances and record keeping 40.2 all accrued leave entitlements will be expressed and deducted in hours and minutes, with the exception of long service leave which is expressed in calendar days. recall to duty 40.3 ipea will not unreasonably cancel approved leave or recall employees to duty while on approved leave, or on weekends or public holidays. in such circumstances the ceo will approve reimbursement of reasonable costs towards travel expenses, incidental expenses or family care costs not otherwise recoverable under insurance or from another source. 41. recognition of prior service portability of leave
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt1128long service leavewith the exception of long service leave which is expressed in calendar days. recall to duty 40.3 ipea will not unreasonably cancel approved leave or recall employees to duty while on approved leave, or on weekends or public holidays. in such circumstances the ceo will approve reimbursement of reasonable costs towards travel expenses, incidental expenses or family care costs not otherwise recoverable under insurance or from another source. 41. recognition of prior service portability of leave 41.1 where an employee moves (including on promotion or for an agreed period) from another agency where they were an ongoing aps employee, the employee’s unused accrued annual leave and personal/carers leave (however described) will be transferred, provided there is no break in continuity of service. 15 41.2 where an employee is engaged as either an ongoing or non-ongoing aps employee immediately following a period of ongoing employment in the parliamentary service or the act government service, the employee’s unused accrued annual leave and personal/carers leave (however described) will be recognised. 41.3
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt1135travelceo will approve reimbursement of reasonable costs towards travel expenses, incidental expenses or family care costs not otherwise recoverable under insurance or from another source. 41. recognition of prior service portability of leave 41.1 where an employee moves (including on promotion or for an agreed period) from another agency where they were an ongoing aps employee, the employee’s unused accrued annual leave and personal/carers leave (however described) will be transferred, provided there is no break in continuity of service. 15 41.2 where an employee is engaged as either an ongoing or non-ongoing aps employee immediately following a period of ongoing employment in the parliamentary service or the act government service, the employee’s unused accrued annual leave and personal/carers leave (however described) will be recognised. 41.3 for the purposes of this clause: (a) ‘aps employee’ has the same meaning as in the ps act; and (b) ‘parliamentary service’ refers to employment under the parliamentary service act 1999. portability of leave – former non-ongoing employees
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt1362parental leavedoes not include parental leave. substitution is subject to the provision of satisfactory evidence. annual and long service leave will be credited to the extent of other paid leave granted. unpaid carer’s leave 43.18 an employee is entitled to a period of up to two days unpaid carer’s leave for each occasion, where paid leave credits are exhausted, and a member of the employee’s immediate family or household requires care or support because of personal illness or injury or an unexpected emergency. 43.19 the period of unpaid personal leave may be taken as a single period of two days or any separate period to which the employee and manager agree. 44. compassionate and bereavement leave compassionate leave 44.1 an employee will be granted two days paid compassionate leave on each occasion that a member of the employee’s immediate family or household: (a) contracts or develops a personal illness that poses a serious threat to their life; or (b) sustains a personal injury that poses a serious threat to their life. 44.2 an additional one day paid compassionate leave per occasion is provided to all employees other than casual employees. 19 44.3
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt1363long service leaveevidence. annual and long service leave will be credited to the extent of other paid leave granted. unpaid carer’s leave 43.18 an employee is entitled to a period of up to two days unpaid carer’s leave for each occasion, where paid leave credits are exhausted, and a member of the employee’s immediate family or household requires care or support because of personal illness or injury or an unexpected emergency. 43.19 the period of unpaid personal leave may be taken as a single period of two days or any separate period to which the employee and manager agree. 44. compassionate and bereavement leave compassionate leave 44.1 an employee will be granted two days paid compassionate leave on each occasion that a member of the employee’s immediate family or household: (a) contracts or develops a personal illness that poses a serious threat to their life; or (b) sustains a personal injury that poses a serious threat to their life. 44.2 an additional one day paid compassionate leave per occasion is provided to all employees other than casual employees. 19 44.3 the employee may take the period of leave as a single period or any separate period
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt1408parental leave45. maternity and parental leave maternity leave 45.1 eligible employees are entitled to maternity leave in accordance with the maternity leave (commonwealth employees) act 1973 (ml act). 45.2 employees who are eligible for paid maternity leave under the ml act are entitled to an additional four weeks (inclusive of public holidays) of paid leave, to be taken immediately following the period of paid maternity leave provided by the ml act. maternity leave at half pay 45.3 the ceo will approve spreading the payment during maternity leave over a maximum period of 32 continuous weeks when an employee elects to do so. where an employee opts for this arrangement a maximum of 16 weeks will count as service. special maternity leave 45.4 where an expecting mother experiences a pregnancy related illness, or her pregnancy ends within 28 weeks of expected birth, she will be granted paid personal/carer’s leave for the period of leave as set out in the acceptable evidence provided in accordance with subclause 43.9. if personal/carer’s leave credits are exhausted, the remainder of leave will be unpaid. 45.5
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt1409maternity leavematernity leave 45.1 eligible employees are entitled to maternity leave in accordance with the maternity leave (commonwealth employees) act 1973 (ml act). 45.2 employees who are eligible for paid maternity leave under the ml act are entitled to an additional four weeks (inclusive of public holidays) of paid leave, to be taken immediately following the period of paid maternity leave provided by the ml act. maternity leave at half pay 45.3 the ceo will approve spreading the payment during maternity leave over a maximum period of 32 continuous weeks when an employee elects to do so. where an employee opts for this arrangement a maximum of 16 weeks will count as service. special maternity leave 45.4 where an expecting mother experiences a pregnancy related illness, or her pregnancy ends within 28 weeks of expected birth, she will be granted paid personal/carer’s leave for the period of leave as set out in the acceptable evidence provided in accordance with subclause 43.9. if personal/carer’s leave credits are exhausted, the remainder of leave will be unpaid. 45.5
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt1412maternity leaveeligible employees are entitled to maternity leave in accordance with the maternity leave (commonwealth employees) act 1973 (ml act). 45.2 employees who are eligible for paid maternity leave under the ml act are entitled to an additional four weeks (inclusive of public holidays) of paid leave, to be taken immediately following the period of paid maternity leave provided by the ml act. maternity leave at half pay 45.3 the ceo will approve spreading the payment during maternity leave over a maximum period of 32 continuous weeks when an employee elects to do so. where an employee opts for this arrangement a maximum of 16 weeks will count as service. special maternity leave 45.4 where an expecting mother experiences a pregnancy related illness, or her pregnancy ends within 28 weeks of expected birth, she will be granted paid personal/carer’s leave for the period of leave as set out in the acceptable evidence provided in accordance with subclause 43.9. if personal/carer’s leave credits are exhausted, the remainder of leave will be unpaid. 45.5 special maternity leave will operate in conjunction with entitlements under the ml act.
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt1417maternity leaveemployees who are eligible for paid maternity leave under the ml act are entitled to an additional four weeks (inclusive of public holidays) of paid leave, to be taken immediately following the period of paid maternity leave provided by the ml act. maternity leave at half pay 45.3 the ceo will approve spreading the payment during maternity leave over a maximum period of 32 continuous weeks when an employee elects to do so. where an employee opts for this arrangement a maximum of 16 weeks will count as service. special maternity leave 45.4 where an expecting mother experiences a pregnancy related illness, or her pregnancy ends within 28 weeks of expected birth, she will be granted paid personal/carer’s leave for the period of leave as set out in the acceptable evidence provided in accordance with subclause 43.9. if personal/carer’s leave credits are exhausted, the remainder of leave will be unpaid. 45.5 special maternity leave will operate in conjunction with entitlements under the ml act. supporting partner leave 45.6 within 12 months of the birth, adoption or long-term fostering of a child, an employee who has, or will have, responsibility for the care of a child and who is otherwise
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt1419maternity leaveimmediately following the period of paid maternity leave provided by the ml act. maternity leave at half pay 45.3 the ceo will approve spreading the payment during maternity leave over a maximum period of 32 continuous weeks when an employee elects to do so. where an employee opts for this arrangement a maximum of 16 weeks will count as service. special maternity leave 45.4 where an expecting mother experiences a pregnancy related illness, or her pregnancy ends within 28 weeks of expected birth, she will be granted paid personal/carer’s leave for the period of leave as set out in the acceptable evidence provided in accordance with subclause 43.9. if personal/carer’s leave credits are exhausted, the remainder of leave will be unpaid. 45.5 special maternity leave will operate in conjunction with entitlements under the ml act. supporting partner leave 45.6 within 12 months of the birth, adoption or long-term fostering of a child, an employee who has, or will have, responsibility for the care of a child and who is otherwise ineligible for leave under the ml act or the adoption leave or long-term foster care leave provisions in this agreement, is entitled to 20 days paid leave (inclusive of
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt1421maternity leavematernity leave at half pay 45.3 the ceo will approve spreading the payment during maternity leave over a maximum period of 32 continuous weeks when an employee elects to do so. where an employee opts for this arrangement a maximum of 16 weeks will count as service. special maternity leave 45.4 where an expecting mother experiences a pregnancy related illness, or her pregnancy ends within 28 weeks of expected birth, she will be granted paid personal/carer’s leave for the period of leave as set out in the acceptable evidence provided in accordance with subclause 43.9. if personal/carer’s leave credits are exhausted, the remainder of leave will be unpaid. 45.5 special maternity leave will operate in conjunction with entitlements under the ml act. supporting partner leave 45.6 within 12 months of the birth, adoption or long-term fostering of a child, an employee who has, or will have, responsibility for the care of a child and who is otherwise ineligible for leave under the ml act or the adoption leave or long-term foster care leave provisions in this agreement, is entitled to 20 days paid leave (inclusive of public holidays) to care for the child. leave must be taken as a minimum of five-day blocks.
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt1424maternity leavethe ceo will approve spreading the payment during maternity leave over a maximum period of 32 continuous weeks when an employee elects to do so. where an employee opts for this arrangement a maximum of 16 weeks will count as service. special maternity leave 45.4 where an expecting mother experiences a pregnancy related illness, or her pregnancy ends within 28 weeks of expected birth, she will be granted paid personal/carer’s leave for the period of leave as set out in the acceptable evidence provided in accordance with subclause 43.9. if personal/carer’s leave credits are exhausted, the remainder of leave will be unpaid. 45.5 special maternity leave will operate in conjunction with entitlements under the ml act. supporting partner leave 45.6 within 12 months of the birth, adoption or long-term fostering of a child, an employee who has, or will have, responsibility for the care of a child and who is otherwise ineligible for leave under the ml act or the adoption leave or long-term foster care leave provisions in this agreement, is entitled to 20 days paid leave (inclusive of public holidays) to care for the child. leave must be taken as a minimum of five-day blocks. 45.7
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt1428maternity leavespecial maternity leave 45.4 where an expecting mother experiences a pregnancy related illness, or her pregnancy ends within 28 weeks of expected birth, she will be granted paid personal/carer’s leave for the period of leave as set out in the acceptable evidence provided in accordance with subclause 43.9. if personal/carer’s leave credits are exhausted, the remainder of leave will be unpaid. 45.5 special maternity leave will operate in conjunction with entitlements under the ml act. supporting partner leave 45.6 within 12 months of the birth, adoption or long-term fostering of a child, an employee who has, or will have, responsibility for the care of a child and who is otherwise ineligible for leave under the ml act or the adoption leave or long-term foster care leave provisions in this agreement, is entitled to 20 days paid leave (inclusive of public holidays) to care for the child. leave must be taken as a minimum of five-day blocks. 45.7 this leave can be taken at half pay and counts as service for all purposes. parental leave without pay 45.8
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt1439maternity leavespecial maternity leave will operate in conjunction with entitlements under the ml act. supporting partner leave 45.6 within 12 months of the birth, adoption or long-term fostering of a child, an employee who has, or will have, responsibility for the care of a child and who is otherwise ineligible for leave under the ml act or the adoption leave or long-term foster care leave provisions in this agreement, is entitled to 20 days paid leave (inclusive of public holidays) to care for the child. leave must be taken as a minimum of five-day blocks. 45.7 this leave can be taken at half pay and counts as service for all purposes. parental leave without pay 45.8 to enable an employee to care for a new born child, or newly adopted or fostered child under school age, the employee will be entitled to leave without pay (except for employees covered by the ml act to the extent that the ml act is more beneficial). 20 45.9 parental leave without pay does not count as service for any other purpose except as provided in the ml act.
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt1456parental leaveparental leave without pay 45.8 to enable an employee to care for a new born child, or newly adopted or fostered child under school age, the employee will be entitled to leave without pay (except for employees covered by the ml act to the extent that the ml act is more beneficial). 20 45.9 parental leave without pay does not count as service for any other purpose except as provided in the ml act. maximum period of parental leave 45.10 the total period of parental leave (paid and unpaid) taken in respect of the birth, adoption or fostering of a child will not exceed two years (excluding other periods of paid leave such as annual leave). return from parental leave 45.11 prior to an employee returning from parental leave the manager will discuss with the employee their return to work, including any request for part-time work. 45.12 following consultation, and dependent on operational requirements, the employee may be given suitable duties at their substantive classification either in the role they performed prior to leave or in another role. adoption leave 45.13 an eligible employee is entitled to a continuous period of 16 weeks (inclusive of public holidays) paid leave on full pay or 32 weeks on half pay for the purposes of adopting a child. where adoption leave is taken at half pay only the first 16 weeks will count as service. 45.14 to be eligible for adoption leave:
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt1467parental leaveparental leave without pay does not count as service for any other purpose except as provided in the ml act. maximum period of parental leave 45.10 the total period of parental leave (paid and unpaid) taken in respect of the birth, adoption or fostering of a child will not exceed two years (excluding other periods of paid leave such as annual leave). return from parental leave 45.11 prior to an employee returning from parental leave the manager will discuss with the employee their return to work, including any request for part-time work. 45.12 following consultation, and dependent on operational requirements, the employee may be given suitable duties at their substantive classification either in the role they performed prior to leave or in another role. adoption leave 45.13 an eligible employee is entitled to a continuous period of 16 weeks (inclusive of public holidays) paid leave on full pay or 32 weeks on half pay for the purposes of adopting a child. where adoption leave is taken at half pay only the first 16 weeks will count as service. 45.14 to be eligible for adoption leave: (a) the employee must have completed at least 12 months continuous service in the aps; (b) the employee must be the primary caregiver; (c) the child that is, or is to be, placed with the employee for adoption: (i) is, or will be, under 16 as at the day of placement, or the expected day of placement, of the child; and (ii) has not, or will not have, lived continuously with the employee for a period of six months or more as at the day of placement, or the expected day of placement, of the child; and (iii) is not (otherwise than because of the adoption) a child of the employee or the employee’s spouse or de facto partner.
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt1470parental leavemaximum period of parental leave 45.10 the total period of parental leave (paid and unpaid) taken in respect of the birth, adoption or fostering of a child will not exceed two years (excluding other periods of paid leave such as annual leave). return from parental leave 45.11 prior to an employee returning from parental leave the manager will discuss with the employee their return to work, including any request for part-time work. 45.12 following consultation, and dependent on operational requirements, the employee may be given suitable duties at their substantive classification either in the role they performed prior to leave or in another role. adoption leave 45.13 an eligible employee is entitled to a continuous period of 16 weeks (inclusive of public holidays) paid leave on full pay or 32 weeks on half pay for the purposes of adopting a child. where adoption leave is taken at half pay only the first 16 weeks will count as service. 45.14 to be eligible for adoption leave: (a) the employee must have completed at least 12 months continuous service in the aps; (b) the employee must be the primary caregiver; (c) the child that is, or is to be, placed with the employee for adoption: (i) is, or will be, under 16 as at the day of placement, or the expected day of placement, of the child; and (ii) has not, or will not have, lived continuously with the employee for a period of six months or more as at the day of placement, or the expected day of placement, of the child; and (iii) is not (otherwise than because of the adoption) a child of the employee or the employee’s spouse or de facto partner. 45.15 adoption leave is available from one week prior to the date of placement of a child or children under 16 years, and must be commenced within eight weeks of the child or children being adopted.
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt1471parental leave45.10 the total period of parental leave (paid and unpaid) taken in respect of the birth, adoption or fostering of a child will not exceed two years (excluding other periods of paid leave such as annual leave). return from parental leave 45.11 prior to an employee returning from parental leave the manager will discuss with the employee their return to work, including any request for part-time work. 45.12 following consultation, and dependent on operational requirements, the employee may be given suitable duties at their substantive classification either in the role they performed prior to leave or in another role. adoption leave 45.13 an eligible employee is entitled to a continuous period of 16 weeks (inclusive of public holidays) paid leave on full pay or 32 weeks on half pay for the purposes of adopting a child. where adoption leave is taken at half pay only the first 16 weeks will count as service. 45.14 to be eligible for adoption leave: (a) the employee must have completed at least 12 months continuous service in the aps; (b) the employee must be the primary caregiver; (c) the child that is, or is to be, placed with the employee for adoption: (i) is, or will be, under 16 as at the day of placement, or the expected day of placement, of the child; and (ii) has not, or will not have, lived continuously with the employee for a period of six months or more as at the day of placement, or the expected day of placement, of the child; and (iii) is not (otherwise than because of the adoption) a child of the employee or the employee’s spouse or de facto partner. 45.15 adoption leave is available from one week prior to the date of placement of a child or children under 16 years, and must be commenced within eight weeks of the child or children being adopted. pre-adoption arrangements
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt1474parental leavereturn from parental leave 45.11 prior to an employee returning from parental leave the manager will discuss with the employee their return to work, including any request for part-time work. 45.12 following consultation, and dependent on operational requirements, the employee may be given suitable duties at their substantive classification either in the role they performed prior to leave or in another role. adoption leave 45.13 an eligible employee is entitled to a continuous period of 16 weeks (inclusive of public holidays) paid leave on full pay or 32 weeks on half pay for the purposes of adopting a child. where adoption leave is taken at half pay only the first 16 weeks will count as service. 45.14 to be eligible for adoption leave: (a) the employee must have completed at least 12 months continuous service in the aps; (b) the employee must be the primary caregiver; (c) the child that is, or is to be, placed with the employee for adoption: (i) is, or will be, under 16 as at the day of placement, or the expected day of placement, of the child; and (ii) has not, or will not have, lived continuously with the employee for a period of six months or more as at the day of placement, or the expected day of placement, of the child; and (iii) is not (otherwise than because of the adoption) a child of the employee or the employee’s spouse or de facto partner. 45.15 adoption leave is available from one week prior to the date of placement of a child or children under 16 years, and must be commenced within eight weeks of the child or children being adopted. pre-adoption arrangements 45.16 employees in the process of adopting a child are entitled to access their existing paid leave entitlements, flextime or toil arrangements to attend any interviews or examinations required to obtain approval for the adoption.
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt1475parental leave45.11 prior to an employee returning from parental leave the manager will discuss with the employee their return to work, including any request for part-time work. 45.12 following consultation, and dependent on operational requirements, the employee may be given suitable duties at their substantive classification either in the role they performed prior to leave or in another role. adoption leave 45.13 an eligible employee is entitled to a continuous period of 16 weeks (inclusive of public holidays) paid leave on full pay or 32 weeks on half pay for the purposes of adopting a child. where adoption leave is taken at half pay only the first 16 weeks will count as service. 45.14 to be eligible for adoption leave: (a) the employee must have completed at least 12 months continuous service in the aps; (b) the employee must be the primary caregiver; (c) the child that is, or is to be, placed with the employee for adoption: (i) is, or will be, under 16 as at the day of placement, or the expected day of placement, of the child; and (ii) has not, or will not have, lived continuously with the employee for a period of six months or more as at the day of placement, or the expected day of placement, of the child; and (iii) is not (otherwise than because of the adoption) a child of the employee or the employee’s spouse or de facto partner. 45.15 adoption leave is available from one week prior to the date of placement of a child or children under 16 years, and must be commenced within eight weeks of the child or children being adopted. pre-adoption arrangements 45.16 employees in the process of adopting a child are entitled to access their existing paid leave entitlements, flextime or toil arrangements to attend any interviews or examinations required to obtain approval for the adoption. 45.17 where the employee has exhausted their leave credits, two days unpaid leave will be
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt1502flextimeleave entitlements, flextime or toil arrangements to attend any interviews or examinations required to obtain approval for the adoption. 45.17 where the employee has exhausted their leave credits, two days unpaid leave will be granted. long-term foster care leave 45.18 an eligible employee with at least 12 months continuous service in the aps, who is to be the primary caregiver to a fostered child may access a continuous period of 16 weeks (inclusive of public holidays) foster care leave to fulfil long-term fostering obligations. 21 45.19 leave for fostering purposes is to commence within six months of the placement of the child and can also be taken at half pay, however the period beyond the first 16 weeks will not count as service. 45.20 to be eligible for this purpose, an employee is to have assumed long-term responsibility for a child under a permanent fostering arrangement following placement: (a) by a person/organisation with statutory responsibility for the placement of the child; and (b) where the child is not expected to return to their family. 45.21 where a fostered child is subsequently adopted by the employee, the employee is not eligible for adoption leave in relation to the same child where foster leave has previously been granted. 45.22 the ceo may approve up to 16 weeks paid leave on full pay or up to 32 weeks on half pay where an eligible employee has primary care for a child under a permanent care order. only the first 16 weeks will count as service. 46. defence reserve leave and war service sick leave entitlement to defence reserve leave
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt1582long service leave47. long service leave entitlement 47.1 an employee will be eligible for long service leave in accordance with the long service leave (commonwealth employees) act 1976. 47.2 the minimum period for which long service leave will be granted is seven consecutive calendar days at full pay or 14 calendar days for leave at half pay. a period of long service leave cannot be broken by other periods of leave, including flextime or toil, a weekend or a public holiday, except as otherwise provided by legislation. 47.3 long service leave credits may be taken at any time, on full pay or half pay, subject to operational requirements and the approval of the employee’s manager. 48. miscellaneous leave 48.1 the ceo may grant leave to an employee, either with or without pay, in circumstances not provided for elsewhere in this agreement for a purpose that the ceo considers in the interests of ipea and having regard to operational requirements. 48.2
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt1586long service leavean employee will be eligible for long service leave in accordance with the long service leave (commonwealth employees) act 1976. 47.2 the minimum period for which long service leave will be granted is seven consecutive calendar days at full pay or 14 calendar days for leave at half pay. a period of long service leave cannot be broken by other periods of leave, including flextime or toil, a weekend or a public holiday, except as otherwise provided by legislation. 47.3 long service leave credits may be taken at any time, on full pay or half pay, subject to operational requirements and the approval of the employee’s manager. 48. miscellaneous leave 48.1 the ceo may grant leave to an employee, either with or without pay, in circumstances not provided for elsewhere in this agreement for a purpose that the ceo considers in the interests of ipea and having regard to operational requirements. 48.2 unless the ceo determines otherwise, any continuous period of miscellaneous leave without pay greater than 30 calendar days will not count as service for annual leave and personal/carer’s leave purposes.
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt1591long service leavethe minimum period for which long service leave will be granted is seven consecutive calendar days at full pay or 14 calendar days for leave at half pay. a period of long service leave cannot be broken by other periods of leave, including flextime or toil, a weekend or a public holiday, except as otherwise provided by legislation. 47.3 long service leave credits may be taken at any time, on full pay or half pay, subject to operational requirements and the approval of the employee’s manager. 48. miscellaneous leave 48.1 the ceo may grant leave to an employee, either with or without pay, in circumstances not provided for elsewhere in this agreement for a purpose that the ceo considers in the interests of ipea and having regard to operational requirements. 48.2 unless the ceo determines otherwise, any continuous period of miscellaneous leave without pay greater than 30 calendar days will not count as service for annual leave and personal/carer’s leave purposes. 49. community service leave 49.1 in accordance with section 108 of the act, leave for participation in voluntary emergency management duties, including training, emergency service responses,
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt1593long service leaveperiod of long service leave cannot be broken by other periods of leave, including flextime or toil, a weekend or a public holiday, except as otherwise provided by legislation. 47.3 long service leave credits may be taken at any time, on full pay or half pay, subject to operational requirements and the approval of the employee’s manager. 48. miscellaneous leave 48.1 the ceo may grant leave to an employee, either with or without pay, in circumstances not provided for elsewhere in this agreement for a purpose that the ceo considers in the interests of ipea and having regard to operational requirements. 48.2 unless the ceo determines otherwise, any continuous period of miscellaneous leave without pay greater than 30 calendar days will not count as service for annual leave and personal/carer’s leave purposes. 49. community service leave 49.1 in accordance with section 108 of the act, leave for participation in voluntary emergency management duties, including training, emergency service responses, reasonable recovery time, and ceremonial duties, will be approved. the ceo may determine whether any or all of leave taken for participation in voluntary emergency
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt1594flextimeflextime or toil, a weekend or a public holiday, except as otherwise provided by legislation. 47.3 long service leave credits may be taken at any time, on full pay or half pay, subject to operational requirements and the approval of the employee’s manager. 48. miscellaneous leave 48.1 the ceo may grant leave to an employee, either with or without pay, in circumstances not provided for elsewhere in this agreement for a purpose that the ceo considers in the interests of ipea and having regard to operational requirements. 48.2 unless the ceo determines otherwise, any continuous period of miscellaneous leave without pay greater than 30 calendar days will not count as service for annual leave and personal/carer’s leave purposes. 49. community service leave 49.1 in accordance with section 108 of the act, leave for participation in voluntary emergency management duties, including training, emergency service responses, reasonable recovery time, and ceremonial duties, will be approved. the ceo may determine whether any or all of leave taken for participation in voluntary emergency management activities will be with pay.
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt1599long service leavelong service leave credits may be taken at any time, on full pay or half pay, subject to operational requirements and the approval of the employee’s manager. 48. miscellaneous leave 48.1 the ceo may grant leave to an employee, either with or without pay, in circumstances not provided for elsewhere in this agreement for a purpose that the ceo considers in the interests of ipea and having regard to operational requirements. 48.2 unless the ceo determines otherwise, any continuous period of miscellaneous leave without pay greater than 30 calendar days will not count as service for annual leave and personal/carer’s leave purposes. 49. community service leave 49.1 in accordance with section 108 of the act, leave for participation in voluntary emergency management duties, including training, emergency service responses, reasonable recovery time, and ceremonial duties, will be approved. the ceo may determine whether any or all of leave taken for participation in voluntary emergency management activities will be with pay. 49.2 an employee will continue to be paid by ipea for any period of jury service, but will be required to pay to ipea any amount of jury service pay received by the employee,
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt1679study assistancestudy assistance 52.2 the ceo may approve access, for ongoing employees, to financial assistance and/or study leave, to support the successful completion of tertiary studies which are relevant to the operational needs of ipea. professional memberships and/or subscriptions 52.3 the ceo may approve financial reimbursement for professional memberships and/ or subscriptions deemed relevant to the needs of ipea. separation from the aps 53. resignation notice of resignation 53.1 where an employee resigns, they must provide their manager with two weeks’ notice (aps1 to 6), or four weeks’ notice (el), unless otherwise agreed with their manager. death of an employee 53.2 where an employee dies whilst in employment, or the ceo has determined that an employee is presumed to have died on a particular date whilst in employment, the ceo will authorise the payment of the amount to which the former employee would have been entitled had they ceased employment by resignation or retirement. 53.3
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt1683study leavestudy leave, to support the successful completion of tertiary studies which are relevant to the operational needs of ipea. professional memberships and/or subscriptions 52.3 the ceo may approve financial reimbursement for professional memberships and/ or subscriptions deemed relevant to the needs of ipea. separation from the aps 53. resignation notice of resignation 53.1 where an employee resigns, they must provide their manager with two weeks’ notice (aps1 to 6), or four weeks’ notice (el), unless otherwise agreed with their manager. death of an employee 53.2 where an employee dies whilst in employment, or the ceo has determined that an employee is presumed to have died on a particular date whilst in employment, the ceo will authorise the payment of the amount to which the former employee would have been entitled had they ceased employment by resignation or retirement. 53.3 payment will, subject to any legal requirements, be made to the employee’s nominated next of kin. where the employee has not nominated a next of kin, payment will be made to the employee’s legal representative for distribution to the
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt1815long service leave(b) government service as defined in section 10 of the long service leave (commonwealth employees) act 1976; (c) service with a commonwealth body (other than service with a joint commonwealth-state body corporate) in which the commonwealth has a controlling interest which is recognised for long service leave purposes; (d) service with the australian defence forces; (e) aps service immediately preceding deemed resignation under repealed section 49 of the public service act 1922, if the service has not previously been recognised for severance pay purposes; (f) service in another organisation (excluding the act public service) where: (i) an employee moved from the aps to that organisation with a transfer of function; or (ii) an employee engaged by that organisation on work within a function is engaged in the aps as a result of the transfer of that function to the aps; such service is recognised for long service leave purposes. (g) act public service for persons who were compulsorily transferred to the act public service on its establishment as a separate service on 1 july 1994 and who subsequently re-joined the aps. 54.17 for earlier periods of service to count there must be no breaks between the periods of service, except where: 26 (a) the break in service is less than one month and occurs where an offer of employment with the new employer was made and accepted by the employee before ceasing employment with the preceding employer; or (b) the earlier period of service was with the aps and ceased because the employee was deemed to have resigned from the aps on marriage under repealed section 49 of the public service act 1922. service not to count
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt1819long service leavecontrolling interest which is recognised for long service leave purposes; (d) service with the australian defence forces; (e) aps service immediately preceding deemed resignation under repealed section 49 of the public service act 1922, if the service has not previously been recognised for severance pay purposes; (f) service in another organisation (excluding the act public service) where: (i) an employee moved from the aps to that organisation with a transfer of function; or (ii) an employee engaged by that organisation on work within a function is engaged in the aps as a result of the transfer of that function to the aps; such service is recognised for long service leave purposes. (g) act public service for persons who were compulsorily transferred to the act public service on its establishment as a separate service on 1 july 1994 and who subsequently re-joined the aps. 54.17 for earlier periods of service to count there must be no breaks between the periods of service, except where: 26 (a) the break in service is less than one month and occurs where an offer of employment with the new employer was made and accepted by the employee before ceasing employment with the preceding employer; or (b) the earlier period of service was with the aps and ceased because the employee was deemed to have resigned from the aps on marriage under repealed section 49 of the public service act 1922. service not to count 54.18 having regard to subclauses 54.16 and 54.17, any period of service that ceased: (a) by way of any of the grounds for termination specified in section 29 of the ps act (including any additional grounds prescribed in the public service regulations 1999); or
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt1829long service leavesuch service is recognised for long service leave purposes. (g) act public service for persons who were compulsorily transferred to the act public service on its establishment as a separate service on 1 july 1994 and who subsequently re-joined the aps. 54.17 for earlier periods of service to count there must be no breaks between the periods of service, except where: 26 (a) the break in service is less than one month and occurs where an offer of employment with the new employer was made and accepted by the employee before ceasing employment with the preceding employer; or (b) the earlier period of service was with the aps and ceased because the employee was deemed to have resigned from the aps on marriage under repealed section 49 of the public service act 1922. service not to count 54.18 having regard to subclauses 54.16 and 54.17, any period of service that ceased: (a) by way of any of the grounds for termination specified in section 29 of the ps act (including any additional grounds prescribed in the public service regulations 1999); or (b) on a ground equivalent to any of these grounds; or (c) through voluntary retirement at or above the minimum retiring age applicable to the employee; or (d) with the payment of a redundancy benefit or similar payment or an employer financed retirement benefit will not count as service for severance pay purposes. 54.19 absences from work which do not count as service for long service leave purposes will not count as service for severance pay purposes. workplace consultation and dispute resolution
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt1855long service leave54.19 absences from work which do not count as service for long service leave purposes will not count as service for severance pay purposes. workplace consultation and dispute resolution 55. staff consultative group 55.1 during the life of this agreement, ipea will establish and maintain a staff consultative group. 56. consultation and communication 56.1 this term applies if ipea: (a) has made a definite decision to introduce a major change to production, program, organisation, structure or technology in relation to its enterprise that is likely to have a significant effect on the employees; or (b) proposes to introduce a change to the regular roster or ordinary hours of work of employees. major change 56.2 for a major change referred to in subclause 56.1(a): (a) the employer must notify the relevant employees of the decision to introduce the major change; and (b) subclauses 56.3 to 56.8 apply. 56.3
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt2861long service leaveservice. this does not apply to long service leave which will be in accordance with the long service leave (commonwealth employees) act 1976. cfts continuous full-time service in the defence forces. continuous service continuous service for redundancy pay is set out at subclauses 54.13 to 54.19. continuous service for the purposes of the long service leave (commonwealth employees) act 1976 means a break of no greater than 12 months. continuous service for other purposes (e.g. the portability of annual and personal/carer’s leave and paid maternity, adoption and fostering leave) means no break at all. delegate the person delegated by the ceo to perform functions as provided in ipea’s hr delegations instrument and this agreement. el executive level employee. employee
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt2862long service leaveaccordance with the long service leave (commonwealth employees) act 1976. cfts continuous full-time service in the defence forces. continuous service continuous service for redundancy pay is set out at subclauses 54.13 to 54.19. continuous service for the purposes of the long service leave (commonwealth employees) act 1976 means a break of no greater than 12 months. continuous service for other purposes (e.g. the portability of annual and personal/carer’s leave and paid maternity, adoption and fostering leave) means no break at all. delegate the person delegated by the ceo to perform functions as provided in ipea’s hr delegations instrument and this agreement. el executive level employee. employee
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt2873long service leavecontinuous service for the purposes of the long service leave (commonwealth employees) act 1976 means a break of no greater than 12 months. continuous service for other purposes (e.g. the portability of annual and personal/carer’s leave and paid maternity, adoption and fostering leave) means no break at all. delegate the person delegated by the ceo to perform functions as provided in ipea’s hr delegations instrument and this agreement. el executive level employee. employee a non-ses employee of ipea eligible to be covered by this agreement and engaged under section 22(2) of the ps act. employer the ceo of ipea, representing the commonwealth of australia. 35 excess employee
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt2944zone of discretionclassification’s salary range before the zone of discretion. hrims human resource information management system. immediate family immediate family member includes: • a spouse, de facto partner (including same sex partner), child, parent, grandparent, grandchild or sibling of the employee; • a child, parent, grandparent, grandchild or sibling of a spouse or de facto partner of the employee; and • fostering or traditional kinship. immediate family member also includes a former de facto partner and a former spouse. ifa individual flexibility arrangement. itp indigenous traineeship program. ipea independent parliamentary expenses authority. lwop ntcas
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt2991maternity leavematernity leave (commonwealth employees) act 1973. non-ongoing employee an employee who is not ongoing, and is employed for a specified term, for the duration of a specified task or on an irregular or intermittent (casual) basis as determined by section 22(2)(b) or 22(2)(c) of the ps act. 36 ordinary hours for full-time employees, seven hours and 30 minutes per day (37.5 hours per week) or, for part-time employees, the hours specified in their part-time work agreement. ote ordinary time earnings. pay point advancement the movement through the pay points within the salary range for a classification. ps act
Independent Parliamentary Expenses Authority_enterprise_agreement_2018-2021.txt3042zone of discretionzone of discretion the salary zone between the highest pay point and the maximum guidepoint in the relevant aps6 to el2 classification salary range. 37 in the fair work commission fwc matter no.: ag2018/2935 applicant: independent parliamentary expenses authority section 185 – application for approval of a single enterprise agreement undertaking- section 190 i, annwyn godwin, chief executive officer of the independent parliamentary expenses authority, give the following undertakings with respect to the independent parliamentary expenses authority enterprise agreement 2018-2021 ("the agreement"): 1. i have the authority to provide this undertaking in relation to the application before the fair work commission. 2. i undertake that under the agreement, employees will be entitled to four weeks of annual leave per year in accordance with the national employment standards. 3.
NDIS enterprise-agreement-2019-2022_0.txt211study assistancestudy assistance 2.5 the commissioner may provide assistance of up to 5 hours study leave per week (10 hours for employees with a disability or who are aboriginal and page 7 of 80 torres strait islander employees) during semester, 3 hours travel time per week during semester and $1,500 reimbursement of fees per semester to a maximum of $3,000 per annum (where study is across more than one semester) for employees undertaking a course of study that is considered to be of benefit to the commission. support for professionals 2.6 the commissioner may approve reimbursement for the cost of annual membership fees of associations up to $750 a year where membership of the association is essential to enable the employee to undertake their duties. 2.7 the commissioner may approve reimbursement of up to $42 a year per employee towards annual membership of other professional associations relevant to the work of the commission. page 8 of 80 part 3 – remuneration salary rates 3.1
NDIS enterprise-agreement-2019-2022_0.txt214study leavethe commissioner may provide assistance of up to 5 hours study leave per week (10 hours for employees with a disability or who are aboriginal and page 7 of 80 torres strait islander employees) during semester, 3 hours travel time per week during semester and $1,500 reimbursement of fees per semester to a maximum of $3,000 per annum (where study is across more than one semester) for employees undertaking a course of study that is considered to be of benefit to the commission. support for professionals 2.6 the commissioner may approve reimbursement for the cost of annual membership fees of associations up to $750 a year where membership of the association is essential to enable the employee to undertake their duties. 2.7 the commissioner may approve reimbursement of up to $42 a year per employee towards annual membership of other professional associations relevant to the work of the commission. page 8 of 80 part 3 – remuneration salary rates 3.1 the salary rates that will be paid under this agreement are detailed in appendix a of this agreement.
NDIS enterprise-agreement-2019-2022_0.txt218traveltorres strait islander employees) during semester, 3 hours travel time per week during semester and $1,500 reimbursement of fees per semester to a maximum of $3,000 per annum (where study is across more than one semester) for employees undertaking a course of study that is considered to be of benefit to the commission. support for professionals 2.6 the commissioner may approve reimbursement for the cost of annual membership fees of associations up to $750 a year where membership of the association is essential to enable the employee to undertake their duties. 2.7 the commissioner may approve reimbursement of up to $42 a year per employee towards annual membership of other professional associations relevant to the work of the commission. page 8 of 80 part 3 – remuneration salary rates 3.1 the salary rates that will be paid under this agreement are detailed in appendix a of this agreement. 3.2 all employees with a salary that falls within the salary range for their
NDIS enterprise-agreement-2019-2022_0.txt333overtimeovertime rates; (iii) penalty rates; (iv) allowances; (v) remuneration; and/or (vi) leave; and page 10 of 80 b) the arrangement meets the genuine needs of the commission and the employee in relation to one or more of the matters mentioned in paragraph (a); and c) the arrangement is genuinely agreed to by the commissioner and employee. 3.9 the commissioner must ensure that the terms of the individual flexibility arrangement: a) are about permitted matters under section 172 of the fair work act 2009;
NDIS enterprise-agreement-2019-2022_0.txt411salary advancementsalary advancement 3.14 an on-going employee who is not on the top point of the salary range for the employee’s base classification or within the same classification in a commission broadbanded local title, will be eligible to have their salary increased by one pay point effective 1 september each year, subject to meeting the following conditions: • the employee has been continuously employed at that classification level or higher in the commission for a period of 6 continuous months or more during the performance cycle; and • the employee having an agreed performance agreement in place and performed at a satisfactory or higher level. salary advancement – temporary assignment of duties to a higher classification 3.15 an employee who is not on the top point of the salary range for the employee’s temporary classification or within the same classification in a commission broadbanded local title and has temporarily performed duties at a higher level for a continuous period of 12 months as at the end of the performance cycle, or for a period of 12 months within a 24 month period as at the end of the performance cycle, will be eligible to have their temporary salary increased by one pay point at the higher classification level effective 1 september each year, subject to having met the following conditions: page 12 of 80
NDIS enterprise-agreement-2019-2022_0.txt428salary advancementsalary advancement – temporary assignment of duties to a higher classification 3.15 an employee who is not on the top point of the salary range for the employee’s temporary classification or within the same classification in a commission broadbanded local title and has temporarily performed duties at a higher level for a continuous period of 12 months as at the end of the performance cycle, or for a period of 12 months within a 24 month period as at the end of the performance cycle, will be eligible to have their temporary salary increased by one pay point at the higher classification level effective 1 september each year, subject to having met the following conditions: page 12 of 80 • the employee has a performance agreement in place; and • performed at a satisfactory or higher level. 3.16 if the employee meets the above requirements for salary advancement whilst on temporary assignment, the rating will be considered to apply equally to the employee’s base classification. 3.17 where advancement to a higher pay point has been attained, it is retained for future periods of temporary performance at the higher classification and on promotion. this is subject to any break in working at this higher classification or above, not exceeding 24 months from the date of cessation of the temporary assignment of duties. salary advancement for non-ongoing employees
NDIS enterprise-agreement-2019-2022_0.txt449salary advancement3.16 if the employee meets the above requirements for salary advancement whilst on temporary assignment, the rating will be considered to apply equally to the employee’s base classification. 3.17 where advancement to a higher pay point has been attained, it is retained for future periods of temporary performance at the higher classification and on promotion. this is subject to any break in working at this higher classification or above, not exceeding 24 months from the date of cessation of the temporary assignment of duties. salary advancement for non-ongoing employees 3.18 a non-ongoing employee who is not at the top of their salary range for the employee’s classification or within the same classification in a commission broadbanded local title will be eligible to have their salary increased by one pay point effective 1 september each year, subject to the employee having met the following conditions: • has been continuously employed in the commission at their original contracted level or higher for a minimum period of 12 months on or before the end of the performance cycle; and • has a performance agreement in place within a minimum of three months following their commencement and performed at a satisfactory or higher level. salary on engagement, promotion and assignment of duties 3.19 an employee’s salary on engagement, promotion and assignment of duties (including movement from another aps agency) will be at the minimum salary point for the classification, except where:
NDIS enterprise-agreement-2019-2022_0.txt457salary advancementsalary advancement for non-ongoing employees 3.18 a non-ongoing employee who is not at the top of their salary range for the employee’s classification or within the same classification in a commission broadbanded local title will be eligible to have their salary increased by one pay point effective 1 september each year, subject to the employee having met the following conditions: • has been continuously employed in the commission at their original contracted level or higher for a minimum period of 12 months on or before the end of the performance cycle; and • has a performance agreement in place within a minimum of three months following their commencement and performed at a satisfactory or higher level. salary on engagement, promotion and assignment of duties 3.19 an employee’s salary on engagement, promotion and assignment of duties (including movement from another aps agency) will be at the minimum salary point for the classification, except where: a) the commissioner approves payment at a higher salary point in the classification’s salary range; or b) an employee who moves at level from an aps agency into the commission and whose salary exceeds the current maximum salary for page 13 of 80 that classification, the commissioner may maintain their previous substantive salary until the employee’s salary is at or below the maximum
NDIS enterprise-agreement-2019-2022_0.txt548parental leave3.28 for employees who take paid and/or unpaid parental leave (which includes maternity, parental, adoption and foster and permanent care leave), employer contributions will be made for a period equal to a maximum of 52 weeks as if the entire period of leave was paid leave or in accordance with the rules of the appropriate superannuation scheme. contributions will be based on the employer contribution amount in the full pay period immediately prior to commencing leave. 3.29 employer superannuation contributions will not be paid on behalf of employees during other periods of unpaid leave not specified in clause 3.28 that do not count as service, unless otherwise required under legislation. 3.30 the commissioner may choose to limit superannuation choice to complying superannuation funds that allow employee and/or employer contributions to be paid through fortnightly electronic funds transfer using a file generated by the commission’s payroll system. 3.31 any fees applied by a chosen fund associated with the administration of superannuation contributions will be borne by the employee. page 15 of 80 3.32 existing public sector superannuation (pss) and commonwealth superannuation scheme (css) arrangements will continue in accordance with the relevant legislation and requirements and based on an employee’s fortnightly contribution salary. loading for casual employees 3.33 employees engaged on an irregular or intermittent basis (casual employees) will receive a loading of 20 per cent of salary in lieu of public holidays not worked and paid leave (except long service leave), which is provided in accordance with long service leave legislation. supported salary rates 3.34 supported wage rates (appendix b) apply to an employee with a disability who is eligible for consideration under the supported wage system.
NDIS enterprise-agreement-2019-2022_0.txt573long service leaveworked and paid leave (except long service leave), which is provided in accordance with long service leave legislation. supported salary rates 3.34 supported wage rates (appendix b) apply to an employee with a disability who is eligible for consideration under the supported wage system. salary packaging 3.35 all ongoing employees and non-ongoing employees with initial contracts of at least three months, will have access to salary packaging. 3.36 where an employee takes up the option of salary packaging, the arrangements will not reduce the employee’s salary for superannuation purposes or any other purpose. 3.37 the employee will meet the costs of any salary packaging arrangement, including any fringe benefits tax and administrative costs that the salary packaging provider may charge. death of an employee 3.38 where an employee dies, or the commissioner has directed that an employee will be presumed to have died on a particular date, payment may be made to the dependants or partner or legal personal representative of the former employee of an amount that would have been paid if the employee had otherwise ceased employment either by resignation or age retirement on that day. page 16 of 80 part 4 – allowances and reimbursements workplace contact officer allowance 4.1 an employee appointed by the commissioner to undertake any of the following roles:
NDIS enterprise-agreement-2019-2022_0.txt574long service leaveaccordance with long service leave legislation. supported salary rates 3.34 supported wage rates (appendix b) apply to an employee with a disability who is eligible for consideration under the supported wage system. salary packaging 3.35 all ongoing employees and non-ongoing employees with initial contracts of at least three months, will have access to salary packaging. 3.36 where an employee takes up the option of salary packaging, the arrangements will not reduce the employee’s salary for superannuation purposes or any other purpose. 3.37 the employee will meet the costs of any salary packaging arrangement, including any fringe benefits tax and administrative costs that the salary packaging provider may charge. death of an employee 3.38 where an employee dies, or the commissioner has directed that an employee will be presumed to have died on a particular date, payment may be made to the dependants or partner or legal personal representative of the former employee of an amount that would have been paid if the employee had otherwise ceased employment either by resignation or age retirement on that day. page 16 of 80 part 4 – allowances and reimbursements workplace contact officer allowance 4.1 an employee appointed by the commissioner to undertake any of the following roles: •
NDIS enterprise-agreement-2019-2022_0.txt578salary packagingsalary packaging 3.35 all ongoing employees and non-ongoing employees with initial contracts of at least three months, will have access to salary packaging. 3.36 where an employee takes up the option of salary packaging, the arrangements will not reduce the employee’s salary for superannuation purposes or any other purpose. 3.37 the employee will meet the costs of any salary packaging arrangement, including any fringe benefits tax and administrative costs that the salary packaging provider may charge. death of an employee 3.38 where an employee dies, or the commissioner has directed that an employee will be presumed to have died on a particular date, payment may be made to the dependants or partner or legal personal representative of the former employee of an amount that would have been paid if the employee had otherwise ceased employment either by resignation or age retirement on that day. page 16 of 80 part 4 – allowances and reimbursements workplace contact officer allowance 4.1 an employee appointed by the commissioner to undertake any of the following roles: • first aid officer; •
NDIS enterprise-agreement-2019-2022_0.txt580salary packagingleast three months, will have access to salary packaging. 3.36 where an employee takes up the option of salary packaging, the arrangements will not reduce the employee’s salary for superannuation purposes or any other purpose. 3.37 the employee will meet the costs of any salary packaging arrangement, including any fringe benefits tax and administrative costs that the salary packaging provider may charge. death of an employee 3.38 where an employee dies, or the commissioner has directed that an employee will be presumed to have died on a particular date, payment may be made to the dependants or partner or legal personal representative of the former employee of an amount that would have been paid if the employee had otherwise ceased employment either by resignation or age retirement on that day. page 16 of 80 part 4 – allowances and reimbursements workplace contact officer allowance 4.1 an employee appointed by the commissioner to undertake any of the following roles: • first aid officer; • emergency warden;
NDIS enterprise-agreement-2019-2022_0.txt581salary packaging3.36 where an employee takes up the option of salary packaging, the arrangements will not reduce the employee’s salary for superannuation purposes or any other purpose. 3.37 the employee will meet the costs of any salary packaging arrangement, including any fringe benefits tax and administrative costs that the salary packaging provider may charge. death of an employee 3.38 where an employee dies, or the commissioner has directed that an employee will be presumed to have died on a particular date, payment may be made to the dependants or partner or legal personal representative of the former employee of an amount that would have been paid if the employee had otherwise ceased employment either by resignation or age retirement on that day. page 16 of 80 part 4 – allowances and reimbursements workplace contact officer allowance 4.1 an employee appointed by the commissioner to undertake any of the following roles: • first aid officer; • emergency warden;
NDIS enterprise-agreement-2019-2022_0.txt584salary packaging3.37 the employee will meet the costs of any salary packaging arrangement, including any fringe benefits tax and administrative costs that the salary packaging provider may charge. death of an employee 3.38 where an employee dies, or the commissioner has directed that an employee will be presumed to have died on a particular date, payment may be made to the dependants or partner or legal personal representative of the former employee of an amount that would have been paid if the employee had otherwise ceased employment either by resignation or age retirement on that day. page 16 of 80 part 4 – allowances and reimbursements workplace contact officer allowance 4.1 an employee appointed by the commissioner to undertake any of the following roles: • first aid officer; • emergency warden; • health and safety representative; and/or
NDIS enterprise-agreement-2019-2022_0.txt723travelbandwidth hours (including normal travel time) or to work outside their regular hours, the commissioner may approve reimbursement (net of government assistance) of the reasonable cost of additional family care arrangements on receipt of satisfactory evidence. assistance with relocation expenses employer initiated moves 4.7 the commissioner may reimburse employees on term transfer (confirmed in writing) or compulsory transfer, or pay third party provider(s) directly up to $40,000 for reasonable expenses associated with the relocation. an employee on term transfer will not be eligible to receive travelling allowance during employment at that place of work. 4.8 the commissioner may reimburse an employee on term transfer an amount equal to six reunion visits by economy class return travel by air in any one year from the date that the term transfer commences. 4.9 the provisions of clause 4.5 of this agreement will apply should the commissioner approve a mode of travel other than air. employee initiated moves 4.10 the commissioner may reimburse an eligible employee or pay a third party
NDIS enterprise-agreement-2019-2022_0.txt723bandwidthbandwidth hours (including normal travel time) or to work outside their regular hours, the commissioner may approve reimbursement (net of government assistance) of the reasonable cost of additional family care arrangements on receipt of satisfactory evidence. assistance with relocation expenses employer initiated moves 4.7 the commissioner may reimburse employees on term transfer (confirmed in writing) or compulsory transfer, or pay third party provider(s) directly up to $40,000 for reasonable expenses associated with the relocation. an employee on term transfer will not be eligible to receive travelling allowance during employment at that place of work. 4.8 the commissioner may reimburse an employee on term transfer an amount equal to six reunion visits by economy class return travel by air in any one year from the date that the term transfer commences. 4.9 the provisions of clause 4.5 of this agreement will apply should the commissioner approve a mode of travel other than air. employee initiated moves 4.10 the commissioner may reimburse an eligible employee or pay a third party
NDIS enterprise-agreement-2019-2022_0.txt735travelemployee on term transfer will not be eligible to receive travelling allowance during employment at that place of work. 4.8 the commissioner may reimburse an employee on term transfer an amount equal to six reunion visits by economy class return travel by air in any one year from the date that the term transfer commences. 4.9 the provisions of clause 4.5 of this agreement will apply should the commissioner approve a mode of travel other than air. employee initiated moves 4.10 the commissioner may reimburse an eligible employee or pay a third party provider, up to $10,000 for reasonable expenses associated with relocation. page 19 of 80 this may be increased to $20,000 where the commissioner is satisfied the amount is reasonable and the relocation of the employee is critical. 4.11 the employee will be an eligible employee when they are promoted, or assigned duties on an ongoing basis that are deemed to be in the interests of the commission, or engaged as either ongoing or non-ongoing and that engagement is deemed in the interests of the commission.
NDIS enterprise-agreement-2019-2022_0.txt741travelequal to six reunion visits by economy class return travel by air in any one year from the date that the term transfer commences. 4.9 the provisions of clause 4.5 of this agreement will apply should the commissioner approve a mode of travel other than air. employee initiated moves 4.10 the commissioner may reimburse an eligible employee or pay a third party provider, up to $10,000 for reasonable expenses associated with relocation. page 19 of 80 this may be increased to $20,000 where the commissioner is satisfied the amount is reasonable and the relocation of the employee is critical. 4.11 the employee will be an eligible employee when they are promoted, or assigned duties on an ongoing basis that are deemed to be in the interests of the commission, or engaged as either ongoing or non-ongoing and that engagement is deemed in the interests of the commission. 4.12 employees requesting a transfer to a new locality are generally not deemed to be eligible relocated employees.
NDIS enterprise-agreement-2019-2022_0.txt747travelcommissioner approve a mode of travel other than air. employee initiated moves 4.10 the commissioner may reimburse an eligible employee or pay a third party provider, up to $10,000 for reasonable expenses associated with relocation. page 19 of 80 this may be increased to $20,000 where the commissioner is satisfied the amount is reasonable and the relocation of the employee is critical. 4.11 the employee will be an eligible employee when they are promoted, or assigned duties on an ongoing basis that are deemed to be in the interests of the commission, or engaged as either ongoing or non-ongoing and that engagement is deemed in the interests of the commission. 4.12 employees requesting a transfer to a new locality are generally not deemed to be eligible relocated employees. loss or damage to clothing or personal effects 4.13 the commissioner may approve the payment of an amount up to the comcover excess (currently $250) to an employee per incident for loss or damage to clothing or personal effects in the following circumstances:
NDIS enterprise-agreement-2019-2022_0.txt823flextimebenefits provided under this agreement, e.g. flextime, will cease to be available until the employee resumes duty or is granted leave. 5.4 the commissioner can direct an employee to work standard hours if they fail to maintain a satisfactory pattern of attendance. hours of work 5.5 the ordinary hours for a full time employee are 7 hours and 30 minutes per day, a total of 37 hours and 30 minutes per week and 150 hours per four week settlement period, worked within the bandwidth of 7.00am to 7.00pm monday to friday. 5.6 standard hours of attendance for employees, other than shift workers, are 8.30am to 12.30pm and 1.30pm to 5.00pm. 5.7 all employees are required to take an unpaid break for at least 30 minutes after five hours of continuous work. 5.8 no employee can be compelled to work their hours outside the bandwidth unless as part of a shift work arrangement.
NDIS enterprise-agreement-2019-2022_0.txt836bandwidthsettlement period, worked within the bandwidth of 7.00am to 7.00pm monday to friday. 5.6 standard hours of attendance for employees, other than shift workers, are 8.30am to 12.30pm and 1.30pm to 5.00pm. 5.7 all employees are required to take an unpaid break for at least 30 minutes after five hours of continuous work. 5.8 no employee can be compelled to work their hours outside the bandwidth unless as part of a shift work arrangement. 5.9 unless there are exceptional circumstances, employees will not be required to work more than 10 hours in any one day. 5.10 regular hours vary standard hours. an employee, other than a shift worker will generally perform their regular hours of work within a bandwidth of 7:00am to 7:00pm monday to friday. page 21 of 80 5.11 the ordinary hours for salary calculations, including compensation leave will be 7 hours and 30 minutes per day or the hours specified in part-time
NDIS enterprise-agreement-2019-2022_0.txt851bandwidthno employee can be compelled to work their hours outside the bandwidth unless as part of a shift work arrangement. 5.9 unless there are exceptional circumstances, employees will not be required to work more than 10 hours in any one day. 5.10 regular hours vary standard hours. an employee, other than a shift worker will generally perform their regular hours of work within a bandwidth of 7:00am to 7:00pm monday to friday. page 21 of 80 5.11 the ordinary hours for salary calculations, including compensation leave will be 7 hours and 30 minutes per day or the hours specified in part-time agreements or shift rosters. flextime 5.12 employees up to and including aps 6 and equivalent classification may: • work flextime; • request to work some, or all, of their hours outside of the 7.00am to 7.00pm monday to friday bandwidth, subject to operational requirements. where an employee requests to work regular hours of duty outside of the bandwidth for personal reasons, any approved arrangement does not attract shift work conditions or the payment of overtime.
NDIS enterprise-agreement-2019-2022_0.txt860bandwidthwill generally perform their regular hours of work within a bandwidth of 7:00am to 7:00pm monday to friday. page 21 of 80 5.11 the ordinary hours for salary calculations, including compensation leave will be 7 hours and 30 minutes per day or the hours specified in part-time agreements or shift rosters. flextime 5.12 employees up to and including aps 6 and equivalent classification may: • work flextime; • request to work some, or all, of their hours outside of the 7.00am to 7.00pm monday to friday bandwidth, subject to operational requirements. where an employee requests to work regular hours of duty outside of the bandwidth for personal reasons, any approved arrangement does not attract shift work conditions or the payment of overtime. 5.13 the maximum flex credit which can be carried from one settlement period to another is 37 hours and 30 minutes unless otherwise agreed in writing. the maximum flex debit which can be carried from one settlement period to another is 22.5 hours. 5.14 prior approval and reasonable notice are required for any flex leave of a day or more, or for part days where predetermined operational requirements would be affected. 5.15 employees may use up to five consecutive working days of flex leave. reversion to standard hours
NDIS enterprise-agreement-2019-2022_0.txt867flextimeflextime 5.12 employees up to and including aps 6 and equivalent classification may: • work flextime; • request to work some, or all, of their hours outside of the 7.00am to 7.00pm monday to friday bandwidth, subject to operational requirements. where an employee requests to work regular hours of duty outside of the bandwidth for personal reasons, any approved arrangement does not attract shift work conditions or the payment of overtime. 5.13 the maximum flex credit which can be carried from one settlement period to another is 37 hours and 30 minutes unless otherwise agreed in writing. the maximum flex debit which can be carried from one settlement period to another is 22.5 hours. 5.14 prior approval and reasonable notice are required for any flex leave of a day or more, or for part days where predetermined operational requirements would be affected. 5.15 employees may use up to five consecutive working days of flex leave. reversion to standard hours 5.16 the commissioner may revert an employee to standard hours of attendance where an employee fails to appropriately use flextime provisions. excess flex credits 5.17 where an employee has a flex balance in excess of 37 hours and 30 minutes, the commissioner may, in exceptional circumstances, approve the cash out at the single hourly rate at the end of the settlement period of the flex credit in excess of 22.5 hours.
NDIS enterprise-agreement-2019-2022_0.txt871flextimework flextime; • request to work some, or all, of their hours outside of the 7.00am to 7.00pm monday to friday bandwidth, subject to operational requirements. where an employee requests to work regular hours of duty outside of the bandwidth for personal reasons, any approved arrangement does not attract shift work conditions or the payment of overtime. 5.13 the maximum flex credit which can be carried from one settlement period to another is 37 hours and 30 minutes unless otherwise agreed in writing. the maximum flex debit which can be carried from one settlement period to another is 22.5 hours. 5.14 prior approval and reasonable notice are required for any flex leave of a day or more, or for part days where predetermined operational requirements would be affected. 5.15 employees may use up to five consecutive working days of flex leave. reversion to standard hours 5.16 the commissioner may revert an employee to standard hours of attendance where an employee fails to appropriately use flextime provisions. excess flex credits 5.17 where an employee has a flex balance in excess of 37 hours and 30 minutes, the commissioner may, in exceptional circumstances, approve the cash out at the single hourly rate at the end of the settlement period of the flex credit in excess of 22.5 hours. page 22 of 80 excess flex debit
NDIS enterprise-agreement-2019-2022_0.txt876bandwidth7.00pm monday to friday bandwidth, subject to operational requirements. where an employee requests to work regular hours of duty outside of the bandwidth for personal reasons, any approved arrangement does not attract shift work conditions or the payment of overtime. 5.13 the maximum flex credit which can be carried from one settlement period to another is 37 hours and 30 minutes unless otherwise agreed in writing. the maximum flex debit which can be carried from one settlement period to another is 22.5 hours. 5.14 prior approval and reasonable notice are required for any flex leave of a day or more, or for part days where predetermined operational requirements would be affected. 5.15 employees may use up to five consecutive working days of flex leave. reversion to standard hours 5.16 the commissioner may revert an employee to standard hours of attendance where an employee fails to appropriately use flextime provisions. excess flex credits 5.17 where an employee has a flex balance in excess of 37 hours and 30 minutes, the commissioner may, in exceptional circumstances, approve the cash out at the single hourly rate at the end of the settlement period of the flex credit in excess of 22.5 hours. page 22 of 80 excess flex debit 5.18 the commissioner may direct an employee who has a negative flex debit of more than 22.5 hours at the end of a settlement period to treat the debit as approved miscellaneous leave without pay not to count as service to cancel the excess debit. 5.19 where an employee ceasing duty with the commission has a flex credit, the
NDIS enterprise-agreement-2019-2022_0.txt878bandwidthbandwidth for personal reasons, any approved arrangement does not attract shift work conditions or the payment of overtime. 5.13 the maximum flex credit which can be carried from one settlement period to another is 37 hours and 30 minutes unless otherwise agreed in writing. the maximum flex debit which can be carried from one settlement period to another is 22.5 hours. 5.14 prior approval and reasonable notice are required for any flex leave of a day or more, or for part days where predetermined operational requirements would be affected. 5.15 employees may use up to five consecutive working days of flex leave. reversion to standard hours 5.16 the commissioner may revert an employee to standard hours of attendance where an employee fails to appropriately use flextime provisions. excess flex credits 5.17 where an employee has a flex balance in excess of 37 hours and 30 minutes, the commissioner may, in exceptional circumstances, approve the cash out at the single hourly rate at the end of the settlement period of the flex credit in excess of 22.5 hours. page 22 of 80 excess flex debit 5.18 the commissioner may direct an employee who has a negative flex debit of more than 22.5 hours at the end of a settlement period to treat the debit as approved miscellaneous leave without pay not to count as service to cancel the excess debit. 5.19 where an employee ceasing duty with the commission has a flex credit, the amount owing for these credits will be paid to the employee at the single hourly rate at the date of cessation. any outstanding debits (also calculated at
NDIS enterprise-agreement-2019-2022_0.txt879overtimeattract shift work conditions or the payment of overtime. 5.13 the maximum flex credit which can be carried from one settlement period to another is 37 hours and 30 minutes unless otherwise agreed in writing. the maximum flex debit which can be carried from one settlement period to another is 22.5 hours. 5.14 prior approval and reasonable notice are required for any flex leave of a day or more, or for part days where predetermined operational requirements would be affected. 5.15 employees may use up to five consecutive working days of flex leave. reversion to standard hours 5.16 the commissioner may revert an employee to standard hours of attendance where an employee fails to appropriately use flextime provisions. excess flex credits 5.17 where an employee has a flex balance in excess of 37 hours and 30 minutes, the commissioner may, in exceptional circumstances, approve the cash out at the single hourly rate at the end of the settlement period of the flex credit in excess of 22.5 hours. page 22 of 80 excess flex debit 5.18 the commissioner may direct an employee who has a negative flex debit of more than 22.5 hours at the end of a settlement period to treat the debit as approved miscellaneous leave without pay not to count as service to cancel the excess debit. 5.19 where an employee ceasing duty with the commission has a flex credit, the amount owing for these credits will be paid to the employee at the single hourly rate at the date of cessation. any outstanding debits (also calculated at the single hourly rate at the date of cessation) will be recovered from the
NDIS enterprise-agreement-2019-2022_0.txt891flextimewhere an employee fails to appropriately use flextime provisions. excess flex credits 5.17 where an employee has a flex balance in excess of 37 hours and 30 minutes, the commissioner may, in exceptional circumstances, approve the cash out at the single hourly rate at the end of the settlement period of the flex credit in excess of 22.5 hours. page 22 of 80 excess flex debit 5.18 the commissioner may direct an employee who has a negative flex debit of more than 22.5 hours at the end of a settlement period to treat the debit as approved miscellaneous leave without pay not to count as service to cancel the excess debit. 5.19 where an employee ceasing duty with the commission has a flex credit, the amount owing for these credits will be paid to the employee at the single hourly rate at the date of cessation. any outstanding debits (also calculated at the single hourly rate at the date of cessation) will be recovered from the employee’s separation payment. executive level employees – time off in lieu 5.20 the commission recognises that executive level employees because of their senior work roles and responsibilities will be required from time to time, to undertake additional hours of work. 5.21 the commission does not support executive level employees working unreasonable additional hours. managers and executive level employees should work together to manage workload requirements, working hours and work/life balance. 5.22 where an executive level employee works additional hours, the commissioner may grant access to time off in lieu. in determining time off in lieu arrangements for an executive level employee, the commissioner will
NDIS enterprise-agreement-2019-2022_0.txt891flextime provisionswhere an employee fails to appropriately use flextime provisions. excess flex credits 5.17 where an employee has a flex balance in excess of 37 hours and 30 minutes, the commissioner may, in exceptional circumstances, approve the cash out at the single hourly rate at the end of the settlement period of the flex credit in excess of 22.5 hours. page 22 of 80 excess flex debit 5.18 the commissioner may direct an employee who has a negative flex debit of more than 22.5 hours at the end of a settlement period to treat the debit as approved miscellaneous leave without pay not to count as service to cancel the excess debit. 5.19 where an employee ceasing duty with the commission has a flex credit, the amount owing for these credits will be paid to the employee at the single hourly rate at the date of cessation. any outstanding debits (also calculated at the single hourly rate at the date of cessation) will be recovered from the employee’s separation payment. executive level employees – time off in lieu 5.20 the commission recognises that executive level employees because of their senior work roles and responsibilities will be required from time to time, to undertake additional hours of work. 5.21 the commission does not support executive level employees working unreasonable additional hours. managers and executive level employees should work together to manage workload requirements, working hours and work/life balance. 5.22 where an executive level employee works additional hours, the commissioner may grant access to time off in lieu. in determining time off in lieu arrangements for an executive level employee, the commissioner will
NDIS enterprise-agreement-2019-2022_0.txt998overtimeexecutive level employees – overtime and related payments 5.33 unless approved by the commissioner in exceptional circumstances, executive level or equivalent employees are not eligible to receive overtime or other related payments, including emergency duty, restriction duty, and overtime meal allowance. overtime 5.34 overtime is only to be worked with the approval of the commissioner for work performed in addition to an employee’s ordinary hours. for part-time employees, approved overtime would relate to work required to be performed which is in addition to the employee’s regular hours or is beyond the total hours of work over the settlement period specified for the employee in the employee’s part-time agreement. page 25 of 80 5.35 where necessitated by operational requirements, the commissioner may approve for an employee to work overtime outside regular hours (as described in clause 5.10). 5.36 an employee may refuse to work additional hours where such additional hours are considered to be unreasonable. 5.37 for an employee eligible to receive overtime payments, overtime hours worked will be paid or, where agreed, time off in lieu of overtime payments will accrue at the following penalty rates: • overtime worked monday to saturday will be paid at time and a half for the first three hours each day and double time thereafter; •
NDIS enterprise-agreement-2019-2022_0.txt1000overtimeexecutive level or equivalent employees are not eligible to receive overtime or other related payments, including emergency duty, restriction duty, and overtime meal allowance. overtime 5.34 overtime is only to be worked with the approval of the commissioner for work performed in addition to an employee’s ordinary hours. for part-time employees, approved overtime would relate to work required to be performed which is in addition to the employee’s regular hours or is beyond the total hours of work over the settlement period specified for the employee in the employee’s part-time agreement. page 25 of 80 5.35 where necessitated by operational requirements, the commissioner may approve for an employee to work overtime outside regular hours (as described in clause 5.10). 5.36 an employee may refuse to work additional hours where such additional hours are considered to be unreasonable. 5.37 for an employee eligible to receive overtime payments, overtime hours worked will be paid or, where agreed, time off in lieu of overtime payments will accrue at the following penalty rates: • overtime worked monday to saturday will be paid at time and a half for the first three hours each day and double time thereafter; • overtime worked on sunday will be paid at the rate of double time; and
NDIS enterprise-agreement-2019-2022_0.txt1002overtimeovertime meal allowance. overtime 5.34 overtime is only to be worked with the approval of the commissioner for work performed in addition to an employee’s ordinary hours. for part-time employees, approved overtime would relate to work required to be performed which is in addition to the employee’s regular hours or is beyond the total hours of work over the settlement period specified for the employee in the employee’s part-time agreement. page 25 of 80 5.35 where necessitated by operational requirements, the commissioner may approve for an employee to work overtime outside regular hours (as described in clause 5.10). 5.36 an employee may refuse to work additional hours where such additional hours are considered to be unreasonable. 5.37 for an employee eligible to receive overtime payments, overtime hours worked will be paid or, where agreed, time off in lieu of overtime payments will accrue at the following penalty rates: • overtime worked monday to saturday will be paid at time and a half for the first three hours each day and double time thereafter; • overtime worked on sunday will be paid at the rate of double time; and •
NDIS enterprise-agreement-2019-2022_0.txt1003overtimeovertime 5.34 overtime is only to be worked with the approval of the commissioner for work performed in addition to an employee’s ordinary hours. for part-time employees, approved overtime would relate to work required to be performed which is in addition to the employee’s regular hours or is beyond the total hours of work over the settlement period specified for the employee in the employee’s part-time agreement. page 25 of 80 5.35 where necessitated by operational requirements, the commissioner may approve for an employee to work overtime outside regular hours (as described in clause 5.10). 5.36 an employee may refuse to work additional hours where such additional hours are considered to be unreasonable. 5.37 for an employee eligible to receive overtime payments, overtime hours worked will be paid or, where agreed, time off in lieu of overtime payments will accrue at the following penalty rates: • overtime worked monday to saturday will be paid at time and a half for the first three hours each day and double time thereafter; • overtime worked on sunday will be paid at the rate of double time; and • overtime worked on a public holiday will be paid at the rate of double time
NDIS enterprise-agreement-2019-2022_0.txt1004overtime5.34 overtime is only to be worked with the approval of the commissioner for work performed in addition to an employee’s ordinary hours. for part-time employees, approved overtime would relate to work required to be performed which is in addition to the employee’s regular hours or is beyond the total hours of work over the settlement period specified for the employee in the employee’s part-time agreement. page 25 of 80 5.35 where necessitated by operational requirements, the commissioner may approve for an employee to work overtime outside regular hours (as described in clause 5.10). 5.36 an employee may refuse to work additional hours where such additional hours are considered to be unreasonable. 5.37 for an employee eligible to receive overtime payments, overtime hours worked will be paid or, where agreed, time off in lieu of overtime payments will accrue at the following penalty rates: • overtime worked monday to saturday will be paid at time and a half for the first three hours each day and double time thereafter; • overtime worked on sunday will be paid at the rate of double time; and • overtime worked on a public holiday will be paid at the rate of double time and a half, including the single time already paid for the public holiday,
NDIS enterprise-agreement-2019-2022_0.txt1006overtimeemployees, approved overtime would relate to work required to be performed which is in addition to the employee’s regular hours or is beyond the total hours of work over the settlement period specified for the employee in the employee’s part-time agreement. page 25 of 80 5.35 where necessitated by operational requirements, the commissioner may approve for an employee to work overtime outside regular hours (as described in clause 5.10). 5.36 an employee may refuse to work additional hours where such additional hours are considered to be unreasonable. 5.37 for an employee eligible to receive overtime payments, overtime hours worked will be paid or, where agreed, time off in lieu of overtime payments will accrue at the following penalty rates: • overtime worked monday to saturday will be paid at time and a half for the first three hours each day and double time thereafter; • overtime worked on sunday will be paid at the rate of double time; and • overtime worked on a public holiday will be paid at the rate of double time and a half, including the single time already paid for the public holiday, except in south australia if the public holiday is a public holiday solely because it is a sunday.*
NDIS enterprise-agreement-2019-2022_0.txt1014overtimeapprove for an employee to work overtime outside regular hours (as described in clause 5.10). 5.36 an employee may refuse to work additional hours where such additional hours are considered to be unreasonable. 5.37 for an employee eligible to receive overtime payments, overtime hours worked will be paid or, where agreed, time off in lieu of overtime payments will accrue at the following penalty rates: • overtime worked monday to saturday will be paid at time and a half for the first three hours each day and double time thereafter; • overtime worked on sunday will be paid at the rate of double time; and • overtime worked on a public holiday will be paid at the rate of double time and a half, including the single time already paid for the public holiday, except in south australia if the public holiday is a public holiday solely because it is a sunday.* *note: sundays are a public holiday in south australia due to the operation of the holidays act 1910 (sa). 5.38 where the commissioner agrees, employees who are eligible for an overtime payment for time worked (including overtime payments while on restricted duty), may elect to take time off in lieu at the applicable penalty rate. 5.39 where time off in lieu of payment has been agreed, but the employee has not been granted that time off within four weeks or another agreed period due to
NDIS enterprise-agreement-2019-2022_0.txt1018overtime5.37 for an employee eligible to receive overtime payments, overtime hours worked will be paid or, where agreed, time off in lieu of overtime payments will accrue at the following penalty rates: • overtime worked monday to saturday will be paid at time and a half for the first three hours each day and double time thereafter; • overtime worked on sunday will be paid at the rate of double time; and • overtime worked on a public holiday will be paid at the rate of double time and a half, including the single time already paid for the public holiday, except in south australia if the public holiday is a public holiday solely because it is a sunday.* *note: sundays are a public holiday in south australia due to the operation of the holidays act 1910 (sa). 5.38 where the commissioner agrees, employees who are eligible for an overtime payment for time worked (including overtime payments while on restricted duty), may elect to take time off in lieu at the applicable penalty rate. 5.39 where time off in lieu of payment has been agreed, but the employee has not been granted that time off within four weeks or another agreed period due to operational requirements, the employee may elect to receive payment of the original overtime or time worked whilst on restriction duty. 5.40 salary rates for the purposes of calculating overtime include any allowance in the nature of salary.
NDIS enterprise-agreement-2019-2022_0.txt1019overtimeworked will be paid or, where agreed, time off in lieu of overtime payments will accrue at the following penalty rates: • overtime worked monday to saturday will be paid at time and a half for the first three hours each day and double time thereafter; • overtime worked on sunday will be paid at the rate of double time; and • overtime worked on a public holiday will be paid at the rate of double time and a half, including the single time already paid for the public holiday, except in south australia if the public holiday is a public holiday solely because it is a sunday.* *note: sundays are a public holiday in south australia due to the operation of the holidays act 1910 (sa). 5.38 where the commissioner agrees, employees who are eligible for an overtime payment for time worked (including overtime payments while on restricted duty), may elect to take time off in lieu at the applicable penalty rate. 5.39 where time off in lieu of payment has been agreed, but the employee has not been granted that time off within four weeks or another agreed period due to operational requirements, the employee may elect to receive payment of the original overtime or time worked whilst on restriction duty. 5.40 salary rates for the purposes of calculating overtime include any allowance in the nature of salary. 5.41 where overtime is continuous with ordinary hours, overtime payments will be
NDIS enterprise-agreement-2019-2022_0.txt1023overtimeovertime worked monday to saturday will be paid at time and a half for the first three hours each day and double time thereafter; • overtime worked on sunday will be paid at the rate of double time; and • overtime worked on a public holiday will be paid at the rate of double time and a half, including the single time already paid for the public holiday, except in south australia if the public holiday is a public holiday solely because it is a sunday.* *note: sundays are a public holiday in south australia due to the operation of the holidays act 1910 (sa). 5.38 where the commissioner agrees, employees who are eligible for an overtime payment for time worked (including overtime payments while on restricted duty), may elect to take time off in lieu at the applicable penalty rate. 5.39 where time off in lieu of payment has been agreed, but the employee has not been granted that time off within four weeks or another agreed period due to operational requirements, the employee may elect to receive payment of the original overtime or time worked whilst on restriction duty. 5.40 salary rates for the purposes of calculating overtime include any allowance in the nature of salary. 5.41 where overtime is continuous with ordinary hours, overtime payments will be made for hours actually worked. there will be no minimum period for which overtime will be paid. where overtime is not continuous, payment will include payment for reasonable travelling time. page 26 of 80
NDIS enterprise-agreement-2019-2022_0.txt1028overtimeovertime worked on sunday will be paid at the rate of double time; and • overtime worked on a public holiday will be paid at the rate of double time and a half, including the single time already paid for the public holiday, except in south australia if the public holiday is a public holiday solely because it is a sunday.* *note: sundays are a public holiday in south australia due to the operation of the holidays act 1910 (sa). 5.38 where the commissioner agrees, employees who are eligible for an overtime payment for time worked (including overtime payments while on restricted duty), may elect to take time off in lieu at the applicable penalty rate. 5.39 where time off in lieu of payment has been agreed, but the employee has not been granted that time off within four weeks or another agreed period due to operational requirements, the employee may elect to receive payment of the original overtime or time worked whilst on restriction duty. 5.40 salary rates for the purposes of calculating overtime include any allowance in the nature of salary. 5.41 where overtime is continuous with ordinary hours, overtime payments will be made for hours actually worked. there will be no minimum period for which overtime will be paid. where overtime is not continuous, payment will include payment for reasonable travelling time. page 26 of 80 emergency duty 5.42 where the commissioner approves for an employee to be called for duty to meet an emergency outside ordinary hours and the employee has received no notification prior to ceasing ordinary hours of work/duty, the employee will be
NDIS enterprise-agreement-2019-2022_0.txt1032overtimeovertime worked on a public holiday will be paid at the rate of double time and a half, including the single time already paid for the public holiday, except in south australia if the public holiday is a public holiday solely because it is a sunday.* *note: sundays are a public holiday in south australia due to the operation of the holidays act 1910 (sa). 5.38 where the commissioner agrees, employees who are eligible for an overtime payment for time worked (including overtime payments while on restricted duty), may elect to take time off in lieu at the applicable penalty rate. 5.39 where time off in lieu of payment has been agreed, but the employee has not been granted that time off within four weeks or another agreed period due to operational requirements, the employee may elect to receive payment of the original overtime or time worked whilst on restriction duty. 5.40 salary rates for the purposes of calculating overtime include any allowance in the nature of salary. 5.41 where overtime is continuous with ordinary hours, overtime payments will be made for hours actually worked. there will be no minimum period for which overtime will be paid. where overtime is not continuous, payment will include payment for reasonable travelling time. page 26 of 80 emergency duty 5.42 where the commissioner approves for an employee to be called for duty to meet an emergency outside ordinary hours and the employee has received no notification prior to ceasing ordinary hours of work/duty, the employee will be paid at the rate of double time for a minimum of two hours, including time necessarily spent travelling to and from duty. rest period 5.43 where the commissioner approves an employee to work outside their
NDIS enterprise-agreement-2019-2022_0.txt1039overtime5.38 where the commissioner agrees, employees who are eligible for an overtime payment for time worked (including overtime payments while on restricted duty), may elect to take time off in lieu at the applicable penalty rate. 5.39 where time off in lieu of payment has been agreed, but the employee has not been granted that time off within four weeks or another agreed period due to operational requirements, the employee may elect to receive payment of the original overtime or time worked whilst on restriction duty. 5.40 salary rates for the purposes of calculating overtime include any allowance in the nature of salary. 5.41 where overtime is continuous with ordinary hours, overtime payments will be made for hours actually worked. there will be no minimum period for which overtime will be paid. where overtime is not continuous, payment will include payment for reasonable travelling time. page 26 of 80 emergency duty 5.42 where the commissioner approves for an employee to be called for duty to meet an emergency outside ordinary hours and the employee has received no notification prior to ceasing ordinary hours of work/duty, the employee will be paid at the rate of double time for a minimum of two hours, including time necessarily spent travelling to and from duty. rest period 5.43 where the commissioner approves an employee to work outside their ordinary (or regular hours if applicable), the employee will be entitled to an eight hour break plus reasonable travelling time before commencing work again, without any loss of pay. where this is not possible due to operational requirements, the employee will be paid for subsequent periods of work at double the hourly rate for the hours worked, until the employee has taken an eight hour break. restriction duty
NDIS enterprise-agreement-2019-2022_0.txt1040overtimepayment for time worked (including overtime payments while on restricted duty), may elect to take time off in lieu at the applicable penalty rate. 5.39 where time off in lieu of payment has been agreed, but the employee has not been granted that time off within four weeks or another agreed period due to operational requirements, the employee may elect to receive payment of the original overtime or time worked whilst on restriction duty. 5.40 salary rates for the purposes of calculating overtime include any allowance in the nature of salary. 5.41 where overtime is continuous with ordinary hours, overtime payments will be made for hours actually worked. there will be no minimum period for which overtime will be paid. where overtime is not continuous, payment will include payment for reasonable travelling time. page 26 of 80 emergency duty 5.42 where the commissioner approves for an employee to be called for duty to meet an emergency outside ordinary hours and the employee has received no notification prior to ceasing ordinary hours of work/duty, the employee will be paid at the rate of double time for a minimum of two hours, including time necessarily spent travelling to and from duty. rest period 5.43 where the commissioner approves an employee to work outside their ordinary (or regular hours if applicable), the employee will be entitled to an eight hour break plus reasonable travelling time before commencing work again, without any loss of pay. where this is not possible due to operational requirements, the employee will be paid for subsequent periods of work at double the hourly rate for the hours worked, until the employee has taken an eight hour break. restriction duty 5.44 where the commissioner approves for an employee to be contactable and to
NDIS enterprise-agreement-2019-2022_0.txt1045overtimeoriginal overtime or time worked whilst on restriction duty. 5.40 salary rates for the purposes of calculating overtime include any allowance in the nature of salary. 5.41 where overtime is continuous with ordinary hours, overtime payments will be made for hours actually worked. there will be no minimum period for which overtime will be paid. where overtime is not continuous, payment will include payment for reasonable travelling time. page 26 of 80 emergency duty 5.42 where the commissioner approves for an employee to be called for duty to meet an emergency outside ordinary hours and the employee has received no notification prior to ceasing ordinary hours of work/duty, the employee will be paid at the rate of double time for a minimum of two hours, including time necessarily spent travelling to and from duty. rest period 5.43 where the commissioner approves an employee to work outside their ordinary (or regular hours if applicable), the employee will be entitled to an eight hour break plus reasonable travelling time before commencing work again, without any loss of pay. where this is not possible due to operational requirements, the employee will be paid for subsequent periods of work at double the hourly rate for the hours worked, until the employee has taken an eight hour break. restriction duty 5.44 where the commissioner approves for an employee to be contactable and to be available to perform extra duty outside the bandwidth, for a period(s) of no less than 12 hours per period unless a reduced period is required and is approved by the commissioner, the employee will be paid a restriction allowance at a flat rate of $45 per weekday and $55 for saturdays, sundays, public holidays and closedown days. that is, if an employee is on restriction
NDIS enterprise-agreement-2019-2022_0.txt1046overtime5.40 salary rates for the purposes of calculating overtime include any allowance in the nature of salary. 5.41 where overtime is continuous with ordinary hours, overtime payments will be made for hours actually worked. there will be no minimum period for which overtime will be paid. where overtime is not continuous, payment will include payment for reasonable travelling time. page 26 of 80 emergency duty 5.42 where the commissioner approves for an employee to be called for duty to meet an emergency outside ordinary hours and the employee has received no notification prior to ceasing ordinary hours of work/duty, the employee will be paid at the rate of double time for a minimum of two hours, including time necessarily spent travelling to and from duty. rest period 5.43 where the commissioner approves an employee to work outside their ordinary (or regular hours if applicable), the employee will be entitled to an eight hour break plus reasonable travelling time before commencing work again, without any loss of pay. where this is not possible due to operational requirements, the employee will be paid for subsequent periods of work at double the hourly rate for the hours worked, until the employee has taken an eight hour break. restriction duty 5.44 where the commissioner approves for an employee to be contactable and to be available to perform extra duty outside the bandwidth, for a period(s) of no less than 12 hours per period unless a reduced period is required and is approved by the commissioner, the employee will be paid a restriction allowance at a flat rate of $45 per weekday and $55 for saturdays, sundays, public holidays and closedown days. that is, if an employee is on restriction for less than one day, they will still receive the daily rate.
NDIS enterprise-agreement-2019-2022_0.txt1048overtime5.41 where overtime is continuous with ordinary hours, overtime payments will be made for hours actually worked. there will be no minimum period for which overtime will be paid. where overtime is not continuous, payment will include payment for reasonable travelling time. page 26 of 80 emergency duty 5.42 where the commissioner approves for an employee to be called for duty to meet an emergency outside ordinary hours and the employee has received no notification prior to ceasing ordinary hours of work/duty, the employee will be paid at the rate of double time for a minimum of two hours, including time necessarily spent travelling to and from duty. rest period 5.43 where the commissioner approves an employee to work outside their ordinary (or regular hours if applicable), the employee will be entitled to an eight hour break plus reasonable travelling time before commencing work again, without any loss of pay. where this is not possible due to operational requirements, the employee will be paid for subsequent periods of work at double the hourly rate for the hours worked, until the employee has taken an eight hour break. restriction duty 5.44 where the commissioner approves for an employee to be contactable and to be available to perform extra duty outside the bandwidth, for a period(s) of no less than 12 hours per period unless a reduced period is required and is approved by the commissioner, the employee will be paid a restriction allowance at a flat rate of $45 per weekday and $55 for saturdays, sundays, public holidays and closedown days. that is, if an employee is on restriction for less than one day, they will still receive the daily rate. 5.45 where an employee in receipt of a restriction allowance is recalled to duty at a place of work, a three hour minimum overtime payment will apply and where
NDIS enterprise-agreement-2019-2022_0.txt1050overtimeovertime will be paid. where overtime is not continuous, payment will include payment for reasonable travelling time. page 26 of 80 emergency duty 5.42 where the commissioner approves for an employee to be called for duty to meet an emergency outside ordinary hours and the employee has received no notification prior to ceasing ordinary hours of work/duty, the employee will be paid at the rate of double time for a minimum of two hours, including time necessarily spent travelling to and from duty. rest period 5.43 where the commissioner approves an employee to work outside their ordinary (or regular hours if applicable), the employee will be entitled to an eight hour break plus reasonable travelling time before commencing work again, without any loss of pay. where this is not possible due to operational requirements, the employee will be paid for subsequent periods of work at double the hourly rate for the hours worked, until the employee has taken an eight hour break. restriction duty 5.44 where the commissioner approves for an employee to be contactable and to be available to perform extra duty outside the bandwidth, for a period(s) of no less than 12 hours per period unless a reduced period is required and is approved by the commissioner, the employee will be paid a restriction allowance at a flat rate of $45 per weekday and $55 for saturdays, sundays, public holidays and closedown days. that is, if an employee is on restriction for less than one day, they will still receive the daily rate. 5.45 where an employee in receipt of a restriction allowance is recalled to duty at a place of work, a three hour minimum overtime payment will apply and where the employee is required to perform duty, but is not recalled to a place of work, a one hour minimum overtime payment will apply.
NDIS enterprise-agreement-2019-2022_0.txt1051travelpayment for reasonable travelling time. page 26 of 80 emergency duty 5.42 where the commissioner approves for an employee to be called for duty to meet an emergency outside ordinary hours and the employee has received no notification prior to ceasing ordinary hours of work/duty, the employee will be paid at the rate of double time for a minimum of two hours, including time necessarily spent travelling to and from duty. rest period 5.43 where the commissioner approves an employee to work outside their ordinary (or regular hours if applicable), the employee will be entitled to an eight hour break plus reasonable travelling time before commencing work again, without any loss of pay. where this is not possible due to operational requirements, the employee will be paid for subsequent periods of work at double the hourly rate for the hours worked, until the employee has taken an eight hour break. restriction duty 5.44 where the commissioner approves for an employee to be contactable and to be available to perform extra duty outside the bandwidth, for a period(s) of no less than 12 hours per period unless a reduced period is required and is approved by the commissioner, the employee will be paid a restriction allowance at a flat rate of $45 per weekday and $55 for saturdays, sundays, public holidays and closedown days. that is, if an employee is on restriction for less than one day, they will still receive the daily rate. 5.45 where an employee in receipt of a restriction allowance is recalled to duty at a place of work, a three hour minimum overtime payment will apply and where the employee is required to perform duty, but is not recalled to a place of work, a one hour minimum overtime payment will apply. 5.46 restriction allowance will continue to be paid for periods of overtime worked
NDIS enterprise-agreement-2019-2022_0.txt1059travelnecessarily spent travelling to and from duty. rest period 5.43 where the commissioner approves an employee to work outside their ordinary (or regular hours if applicable), the employee will be entitled to an eight hour break plus reasonable travelling time before commencing work again, without any loss of pay. where this is not possible due to operational requirements, the employee will be paid for subsequent periods of work at double the hourly rate for the hours worked, until the employee has taken an eight hour break. restriction duty 5.44 where the commissioner approves for an employee to be contactable and to be available to perform extra duty outside the bandwidth, for a period(s) of no less than 12 hours per period unless a reduced period is required and is approved by the commissioner, the employee will be paid a restriction allowance at a flat rate of $45 per weekday and $55 for saturdays, sundays, public holidays and closedown days. that is, if an employee is on restriction for less than one day, they will still receive the daily rate. 5.45 where an employee in receipt of a restriction allowance is recalled to duty at a place of work, a three hour minimum overtime payment will apply and where the employee is required to perform duty, but is not recalled to a place of work, a one hour minimum overtime payment will apply. 5.46 restriction allowance will continue to be paid for periods of overtime worked while restricted. 5.47 restriction allowance is not payable to an employee while they are on leave. page 27 of 80 overtime meal allowance 5.48 the commissioner will approve the payment of overtime meal allowance to an employee who works approved overtime before or after ordinary hours or for a
NDIS enterprise-agreement-2019-2022_0.txt1063traveleight hour break plus reasonable travelling time before commencing work again, without any loss of pay. where this is not possible due to operational requirements, the employee will be paid for subsequent periods of work at double the hourly rate for the hours worked, until the employee has taken an eight hour break. restriction duty 5.44 where the commissioner approves for an employee to be contactable and to be available to perform extra duty outside the bandwidth, for a period(s) of no less than 12 hours per period unless a reduced period is required and is approved by the commissioner, the employee will be paid a restriction allowance at a flat rate of $45 per weekday and $55 for saturdays, sundays, public holidays and closedown days. that is, if an employee is on restriction for less than one day, they will still receive the daily rate. 5.45 where an employee in receipt of a restriction allowance is recalled to duty at a place of work, a three hour minimum overtime payment will apply and where the employee is required to perform duty, but is not recalled to a place of work, a one hour minimum overtime payment will apply. 5.46 restriction allowance will continue to be paid for periods of overtime worked while restricted. 5.47 restriction allowance is not payable to an employee while they are on leave. page 27 of 80 overtime meal allowance 5.48 the commissioner will approve the payment of overtime meal allowance to an employee who works approved overtime before or after ordinary hours or for a period not continuous with their ordinary (or regular hours if applicable). this is on weekends or public holidays, or outside their regular hours. the overtime worked is to be up to the completion of, or beyond, a meal period specified below:
NDIS enterprise-agreement-2019-2022_0.txt1070bandwidthbe available to perform extra duty outside the bandwidth, for a period(s) of no less than 12 hours per period unless a reduced period is required and is approved by the commissioner, the employee will be paid a restriction allowance at a flat rate of $45 per weekday and $55 for saturdays, sundays, public holidays and closedown days. that is, if an employee is on restriction for less than one day, they will still receive the daily rate. 5.45 where an employee in receipt of a restriction allowance is recalled to duty at a place of work, a three hour minimum overtime payment will apply and where the employee is required to perform duty, but is not recalled to a place of work, a one hour minimum overtime payment will apply. 5.46 restriction allowance will continue to be paid for periods of overtime worked while restricted. 5.47 restriction allowance is not payable to an employee while they are on leave. page 27 of 80 overtime meal allowance 5.48 the commissioner will approve the payment of overtime meal allowance to an employee who works approved overtime before or after ordinary hours or for a period not continuous with their ordinary (or regular hours if applicable). this is on weekends or public holidays, or outside their regular hours. the overtime worked is to be up to the completion of, or beyond, a meal period specified below: • 7.00am to 9.00am • noon to 2.00pm
NDIS enterprise-agreement-2019-2022_0.txt1077overtimea place of work, a three hour minimum overtime payment will apply and where the employee is required to perform duty, but is not recalled to a place of work, a one hour minimum overtime payment will apply. 5.46 restriction allowance will continue to be paid for periods of overtime worked while restricted. 5.47 restriction allowance is not payable to an employee while they are on leave. page 27 of 80 overtime meal allowance 5.48 the commissioner will approve the payment of overtime meal allowance to an employee who works approved overtime before or after ordinary hours or for a period not continuous with their ordinary (or regular hours if applicable). this is on weekends or public holidays, or outside their regular hours. the overtime worked is to be up to the completion of, or beyond, a meal period specified below: • 7.00am to 9.00am • noon to 2.00pm • 6.00pm to 7.00pm •
NDIS enterprise-agreement-2019-2022_0.txt1079overtimework, a one hour minimum overtime payment will apply. 5.46 restriction allowance will continue to be paid for periods of overtime worked while restricted. 5.47 restriction allowance is not payable to an employee while they are on leave. page 27 of 80 overtime meal allowance 5.48 the commissioner will approve the payment of overtime meal allowance to an employee who works approved overtime before or after ordinary hours or for a period not continuous with their ordinary (or regular hours if applicable). this is on weekends or public holidays, or outside their regular hours. the overtime worked is to be up to the completion of, or beyond, a meal period specified below: • 7.00am to 9.00am • noon to 2.00pm • 6.00pm to 7.00pm • midnight to 1.00am.
NDIS enterprise-agreement-2019-2022_0.txt1080overtime5.46 restriction allowance will continue to be paid for periods of overtime worked while restricted. 5.47 restriction allowance is not payable to an employee while they are on leave. page 27 of 80 overtime meal allowance 5.48 the commissioner will approve the payment of overtime meal allowance to an employee who works approved overtime before or after ordinary hours or for a period not continuous with their ordinary (or regular hours if applicable). this is on weekends or public holidays, or outside their regular hours. the overtime worked is to be up to the completion of, or beyond, a meal period specified below: • 7.00am to 9.00am • noon to 2.00pm • 6.00pm to 7.00pm • midnight to 1.00am. 5.49 overtime meal allowance will be varied in accordance with rates published by
NDIS enterprise-agreement-2019-2022_0.txt1086overtimeovertime meal allowance 5.48 the commissioner will approve the payment of overtime meal allowance to an employee who works approved overtime before or after ordinary hours or for a period not continuous with their ordinary (or regular hours if applicable). this is on weekends or public holidays, or outside their regular hours. the overtime worked is to be up to the completion of, or beyond, a meal period specified below: • 7.00am to 9.00am • noon to 2.00pm • 6.00pm to 7.00pm • midnight to 1.00am. 5.49 overtime meal allowance will be varied in accordance with rates published by the relevant subscription service. this allowance does not count as salary for any purpose. public holidays 5.50 employees will be entitled to the following public holidays each year: •
NDIS enterprise-agreement-2019-2022_0.txt1087overtime5.48 the commissioner will approve the payment of overtime meal allowance to an employee who works approved overtime before or after ordinary hours or for a period not continuous with their ordinary (or regular hours if applicable). this is on weekends or public holidays, or outside their regular hours. the overtime worked is to be up to the completion of, or beyond, a meal period specified below: • 7.00am to 9.00am • noon to 2.00pm • 6.00pm to 7.00pm • midnight to 1.00am. 5.49 overtime meal allowance will be varied in accordance with rates published by the relevant subscription service. this allowance does not count as salary for any purpose. public holidays 5.50 employees will be entitled to the following public holidays each year: • 1 january (new year’s day);
NDIS enterprise-agreement-2019-2022_0.txt1088overtimeemployee who works approved overtime before or after ordinary hours or for a period not continuous with their ordinary (or regular hours if applicable). this is on weekends or public holidays, or outside their regular hours. the overtime worked is to be up to the completion of, or beyond, a meal period specified below: • 7.00am to 9.00am • noon to 2.00pm • 6.00pm to 7.00pm • midnight to 1.00am. 5.49 overtime meal allowance will be varied in accordance with rates published by the relevant subscription service. this allowance does not count as salary for any purpose. public holidays 5.50 employees will be entitled to the following public holidays each year: • 1 january (new year’s day);
NDIS enterprise-agreement-2019-2022_0.txt1090overtimeis on weekends or public holidays, or outside their regular hours. the overtime worked is to be up to the completion of, or beyond, a meal period specified below: • 7.00am to 9.00am • noon to 2.00pm • 6.00pm to 7.00pm • midnight to 1.00am. 5.49 overtime meal allowance will be varied in accordance with rates published by the relevant subscription service. this allowance does not count as salary for any purpose. public holidays 5.50 employees will be entitled to the following public holidays each year: • 1 january (new year’s day); •
NDIS enterprise-agreement-2019-2022_0.txt1109overtime5.49 overtime meal allowance will be varied in accordance with rates published by the relevant subscription service. this allowance does not count as salary for any purpose. public holidays 5.50 employees will be entitled to the following public holidays each year: • 1 january (new year’s day); • 26 january (australia day); • good friday; • easter monday; • 25 april (anzac day); • the queen’s birthday holiday (the day on which it is celebrated in a state or territory or a region of a state or territory);
NDIS enterprise-agreement-2019-2022_0.txt1171long service leaveemployee on long service leave will be in accordance with the applicable legislation. 5.55 if under a law of a state or territory every sunday is declared or prescribed by or under that law to be a public holiday, there is no entitlement to receive payment as a public holiday if the employee would have worked, or does perform work, on that day. in these circumstances, payment will only be made at the public holiday rate of pay if the employee performs work on that day, and the sunday would otherwise be a public holiday under clauses 5.51 and 5.52. christmas and easter closedowns 5.56 the commission will close its normal operations from 12:30 pm on the last working day before christmas day, with business resuming on the first working day after new year’s day (close down). page 29 of 80 5.57 all commission workplaces will be closed for business from 3.00pm on easter thursday. 5.58 there will be no deduction from leave credits for the closedown days. 5.59 employees will be provided with time off for the working days covered by the ‘close down’ period referred to in clauses 5.56 and 5.57 and will be paid in accordance with their ordinary hours of work. 5.60 where an employee is absent on paid leave, on both sides or on one side of the closedown period, payment for the closedown period will be in accordance with the employee’s ordinary hours of work. to avoid doubt, if an employee is on leave at half pay on both sides of the closedown period, the employee will receive payment for the closedown period at half pay. 5.61 employees on leave without pay on either side of the close down periods will not be paid for the closedown days. 5.62 where the commissioner approves for an employee to attend for duty during periods between monday and friday during the holiday closedown, the
NDIS enterprise-agreement-2019-2022_0.txt1432long service leaveagreement while on annual or long service leave, may apply for that leave. annual and long service leave will be recredited to the extent of the other leave granted. such non-discretionary leave includes for example, personal carer’s leave, compassionate leave, community service leave and maternity leave. compassionate leave 6.29 an employee is entitled to 3 days of paid compassionate leave and a casual employee is entitled to 3 days unpaid leave not to count as service for each occasion to spend time with the member of the employee’s family or household who has contracted or developed a personal illness or sustained a personal injury that poses a serious threat to his or her life, or after the death of the member of the employee’s family or household. 6.30 an employee may be required to provide evidence to the commissioner in support of an application for compassionate leave. 6.31 an employee on annual leave, purchased leave or long service leave can, on production of evidence, apply to take paid compassionate leave and have the annual leave, purchased leave or long service leave recredited. 6.32 compassionate leave with pay will count as service for all purposes. long service leave 6.33 an employee is eligible for long service leave in accordance with the long service leave (commonwealth employees) act 1976. page 36 of 80 6.34 the minimum period for which long service leave can be granted is 7 calendar days at full pay (or 14 days at half pay). long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. maternity and parental leave 6.35 employees who are pregnant, or who give birth, are covered by the provisions of the maternity leave (commonwealth employees) act 1973 (ml act). 6.36 employees with an entitlement to paid leave under the ml act are provided
NDIS enterprise-agreement-2019-2022_0.txt1433long service leaveannual and long service leave will be recredited to the extent of the other leave granted. such non-discretionary leave includes for example, personal carer’s leave, compassionate leave, community service leave and maternity leave. compassionate leave 6.29 an employee is entitled to 3 days of paid compassionate leave and a casual employee is entitled to 3 days unpaid leave not to count as service for each occasion to spend time with the member of the employee’s family or household who has contracted or developed a personal illness or sustained a personal injury that poses a serious threat to his or her life, or after the death of the member of the employee’s family or household. 6.30 an employee may be required to provide evidence to the commissioner in support of an application for compassionate leave. 6.31 an employee on annual leave, purchased leave or long service leave can, on production of evidence, apply to take paid compassionate leave and have the annual leave, purchased leave or long service leave recredited. 6.32 compassionate leave with pay will count as service for all purposes. long service leave 6.33 an employee is eligible for long service leave in accordance with the long service leave (commonwealth employees) act 1976. page 36 of 80 6.34 the minimum period for which long service leave can be granted is 7 calendar days at full pay (or 14 days at half pay). long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. maternity and parental leave 6.35 employees who are pregnant, or who give birth, are covered by the provisions of the maternity leave (commonwealth employees) act 1973 (ml act). 6.36 employees with an entitlement to paid leave under the ml act are provided with an additional two weeks (or 4 weeks if payment is spread) of paid leave
NDIS enterprise-agreement-2019-2022_0.txt1446long service leave6.31 an employee on annual leave, purchased leave or long service leave can, on production of evidence, apply to take paid compassionate leave and have the annual leave, purchased leave or long service leave recredited. 6.32 compassionate leave with pay will count as service for all purposes. long service leave 6.33 an employee is eligible for long service leave in accordance with the long service leave (commonwealth employees) act 1976. page 36 of 80 6.34 the minimum period for which long service leave can be granted is 7 calendar days at full pay (or 14 days at half pay). long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. maternity and parental leave 6.35 employees who are pregnant, or who give birth, are covered by the provisions of the maternity leave (commonwealth employees) act 1973 (ml act). 6.36 employees with an entitlement to paid leave under the ml act are provided with an additional two weeks (or 4 weeks if payment is spread) of paid leave under this agreement, to be taken continuously with the period of paid maternity leave provided by the ml act. 6.37 employees who adopt/foster or are granted permanent care of a child are entitled to up to 52 weeks of parental leave, commencing from the time of placement of the child. 6.38 up to the first 14 weeks of that adoption/foster/permanent care leave will be paid leave where an employee is the primary caregiver to the child and where they satisfy a qualifying service requirement the same as that expressed in the ml act applicable to eligibility for paid maternity leave. 6.39 employees are entitled to parental leave for adoption/foster/permanent care when that child has not, or will not have, lived continuously with the employee for a period of 3 months or more as at the day of placement. 6.40 documentary evidence of approval for adoption/foster/permanent care must
NDIS enterprise-agreement-2019-2022_0.txt1448long service leaveannual leave, purchased leave or long service leave recredited. 6.32 compassionate leave with pay will count as service for all purposes. long service leave 6.33 an employee is eligible for long service leave in accordance with the long service leave (commonwealth employees) act 1976. page 36 of 80 6.34 the minimum period for which long service leave can be granted is 7 calendar days at full pay (or 14 days at half pay). long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. maternity and parental leave 6.35 employees who are pregnant, or who give birth, are covered by the provisions of the maternity leave (commonwealth employees) act 1973 (ml act). 6.36 employees with an entitlement to paid leave under the ml act are provided with an additional two weeks (or 4 weeks if payment is spread) of paid leave under this agreement, to be taken continuously with the period of paid maternity leave provided by the ml act. 6.37 employees who adopt/foster or are granted permanent care of a child are entitled to up to 52 weeks of parental leave, commencing from the time of placement of the child. 6.38 up to the first 14 weeks of that adoption/foster/permanent care leave will be paid leave where an employee is the primary caregiver to the child and where they satisfy a qualifying service requirement the same as that expressed in the ml act applicable to eligibility for paid maternity leave. 6.39 employees are entitled to parental leave for adoption/foster/permanent care when that child has not, or will not have, lived continuously with the employee for a period of 3 months or more as at the day of placement. 6.40 documentary evidence of approval for adoption/foster/permanent care must be provided when applying for adoption/foster/permanent care leave. 6.41 employees who are eligible for paid maternity leave or parental leave may
NDIS enterprise-agreement-2019-2022_0.txt1450long service leavelong service leave 6.33 an employee is eligible for long service leave in accordance with the long service leave (commonwealth employees) act 1976. page 36 of 80 6.34 the minimum period for which long service leave can be granted is 7 calendar days at full pay (or 14 days at half pay). long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. maternity and parental leave 6.35 employees who are pregnant, or who give birth, are covered by the provisions of the maternity leave (commonwealth employees) act 1973 (ml act). 6.36 employees with an entitlement to paid leave under the ml act are provided with an additional two weeks (or 4 weeks if payment is spread) of paid leave under this agreement, to be taken continuously with the period of paid maternity leave provided by the ml act. 6.37 employees who adopt/foster or are granted permanent care of a child are entitled to up to 52 weeks of parental leave, commencing from the time of placement of the child. 6.38 up to the first 14 weeks of that adoption/foster/permanent care leave will be paid leave where an employee is the primary caregiver to the child and where they satisfy a qualifying service requirement the same as that expressed in the ml act applicable to eligibility for paid maternity leave. 6.39 employees are entitled to parental leave for adoption/foster/permanent care when that child has not, or will not have, lived continuously with the employee for a period of 3 months or more as at the day of placement. 6.40 documentary evidence of approval for adoption/foster/permanent care must be provided when applying for adoption/foster/permanent care leave. 6.41 employees who are eligible for paid maternity leave or parental leave may elect to have the payment for that leave spread over a maximum of 28 weeks at a rate of half normal salary. where payment is spread over a longer period,
NDIS enterprise-agreement-2019-2022_0.txt1451long service leave6.33 an employee is eligible for long service leave in accordance with the long service leave (commonwealth employees) act 1976. page 36 of 80 6.34 the minimum period for which long service leave can be granted is 7 calendar days at full pay (or 14 days at half pay). long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. maternity and parental leave 6.35 employees who are pregnant, or who give birth, are covered by the provisions of the maternity leave (commonwealth employees) act 1973 (ml act). 6.36 employees with an entitlement to paid leave under the ml act are provided with an additional two weeks (or 4 weeks if payment is spread) of paid leave under this agreement, to be taken continuously with the period of paid maternity leave provided by the ml act. 6.37 employees who adopt/foster or are granted permanent care of a child are entitled to up to 52 weeks of parental leave, commencing from the time of placement of the child. 6.38 up to the first 14 weeks of that adoption/foster/permanent care leave will be paid leave where an employee is the primary caregiver to the child and where they satisfy a qualifying service requirement the same as that expressed in the ml act applicable to eligibility for paid maternity leave. 6.39 employees are entitled to parental leave for adoption/foster/permanent care when that child has not, or will not have, lived continuously with the employee for a period of 3 months or more as at the day of placement. 6.40 documentary evidence of approval for adoption/foster/permanent care must be provided when applying for adoption/foster/permanent care leave. 6.41 employees who are eligible for paid maternity leave or parental leave may elect to have the payment for that leave spread over a maximum of 28 weeks at a rate of half normal salary. where payment is spread over a longer period, a maximum of 14 week of the leave period will count as service.
NDIS enterprise-agreement-2019-2022_0.txt1455long service leave6.34 the minimum period for which long service leave can be granted is 7 calendar days at full pay (or 14 days at half pay). long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. maternity and parental leave 6.35 employees who are pregnant, or who give birth, are covered by the provisions of the maternity leave (commonwealth employees) act 1973 (ml act). 6.36 employees with an entitlement to paid leave under the ml act are provided with an additional two weeks (or 4 weeks if payment is spread) of paid leave under this agreement, to be taken continuously with the period of paid maternity leave provided by the ml act. 6.37 employees who adopt/foster or are granted permanent care of a child are entitled to up to 52 weeks of parental leave, commencing from the time of placement of the child. 6.38 up to the first 14 weeks of that adoption/foster/permanent care leave will be paid leave where an employee is the primary caregiver to the child and where they satisfy a qualifying service requirement the same as that expressed in the ml act applicable to eligibility for paid maternity leave. 6.39 employees are entitled to parental leave for adoption/foster/permanent care when that child has not, or will not have, lived continuously with the employee for a period of 3 months or more as at the day of placement. 6.40 documentary evidence of approval for adoption/foster/permanent care must be provided when applying for adoption/foster/permanent care leave. 6.41 employees who are eligible for paid maternity leave or parental leave may elect to have the payment for that leave spread over a maximum of 28 weeks at a rate of half normal salary. where payment is spread over a longer period, a maximum of 14 week of the leave period will count as service. 6.42 on ending the initial period of up to 52 weeks of maternity or parental leave, employees may request an extension of unpaid parental leave for a further page 37 of 80
NDIS enterprise-agreement-2019-2022_0.txt1456long service leavedays at full pay (or 14 days at half pay). long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. maternity and parental leave 6.35 employees who are pregnant, or who give birth, are covered by the provisions of the maternity leave (commonwealth employees) act 1973 (ml act). 6.36 employees with an entitlement to paid leave under the ml act are provided with an additional two weeks (or 4 weeks if payment is spread) of paid leave under this agreement, to be taken continuously with the period of paid maternity leave provided by the ml act. 6.37 employees who adopt/foster or are granted permanent care of a child are entitled to up to 52 weeks of parental leave, commencing from the time of placement of the child. 6.38 up to the first 14 weeks of that adoption/foster/permanent care leave will be paid leave where an employee is the primary caregiver to the child and where they satisfy a qualifying service requirement the same as that expressed in the ml act applicable to eligibility for paid maternity leave. 6.39 employees are entitled to parental leave for adoption/foster/permanent care when that child has not, or will not have, lived continuously with the employee for a period of 3 months or more as at the day of placement. 6.40 documentary evidence of approval for adoption/foster/permanent care must be provided when applying for adoption/foster/permanent care leave. 6.41 employees who are eligible for paid maternity leave or parental leave may elect to have the payment for that leave spread over a maximum of 28 weeks at a rate of half normal salary. where payment is spread over a longer period, a maximum of 14 week of the leave period will count as service. 6.42 on ending the initial period of up to 52 weeks of maternity or parental leave, employees may request an extension of unpaid parental leave for a further page 37 of 80
NDIS enterprise-agreement-2019-2022_0.txt1458parental leavematernity and parental leave 6.35 employees who are pregnant, or who give birth, are covered by the provisions of the maternity leave (commonwealth employees) act 1973 (ml act). 6.36 employees with an entitlement to paid leave under the ml act are provided with an additional two weeks (or 4 weeks if payment is spread) of paid leave under this agreement, to be taken continuously with the period of paid maternity leave provided by the ml act. 6.37 employees who adopt/foster or are granted permanent care of a child are entitled to up to 52 weeks of parental leave, commencing from the time of placement of the child. 6.38 up to the first 14 weeks of that adoption/foster/permanent care leave will be paid leave where an employee is the primary caregiver to the child and where they satisfy a qualifying service requirement the same as that expressed in the ml act applicable to eligibility for paid maternity leave. 6.39 employees are entitled to parental leave for adoption/foster/permanent care when that child has not, or will not have, lived continuously with the employee for a period of 3 months or more as at the day of placement. 6.40 documentary evidence of approval for adoption/foster/permanent care must be provided when applying for adoption/foster/permanent care leave. 6.41 employees who are eligible for paid maternity leave or parental leave may elect to have the payment for that leave spread over a maximum of 28 weeks at a rate of half normal salary. where payment is spread over a longer period, a maximum of 14 week of the leave period will count as service. 6.42 on ending the initial period of up to 52 weeks of maternity or parental leave, employees may request an extension of unpaid parental leave for a further page 37 of 80 period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial leave period.
NDIS enterprise-agreement-2019-2022_0.txt1460maternity leaveof the maternity leave (commonwealth employees) act 1973 (ml act). 6.36 employees with an entitlement to paid leave under the ml act are provided with an additional two weeks (or 4 weeks if payment is spread) of paid leave under this agreement, to be taken continuously with the period of paid maternity leave provided by the ml act. 6.37 employees who adopt/foster or are granted permanent care of a child are entitled to up to 52 weeks of parental leave, commencing from the time of placement of the child. 6.38 up to the first 14 weeks of that adoption/foster/permanent care leave will be paid leave where an employee is the primary caregiver to the child and where they satisfy a qualifying service requirement the same as that expressed in the ml act applicable to eligibility for paid maternity leave. 6.39 employees are entitled to parental leave for adoption/foster/permanent care when that child has not, or will not have, lived continuously with the employee for a period of 3 months or more as at the day of placement. 6.40 documentary evidence of approval for adoption/foster/permanent care must be provided when applying for adoption/foster/permanent care leave. 6.41 employees who are eligible for paid maternity leave or parental leave may elect to have the payment for that leave spread over a maximum of 28 weeks at a rate of half normal salary. where payment is spread over a longer period, a maximum of 14 week of the leave period will count as service. 6.42 on ending the initial period of up to 52 weeks of maternity or parental leave, employees may request an extension of unpaid parental leave for a further page 37 of 80 period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial leave period. 6.43 periods of unpaid parental leave will not count as service for any purpose unless required by legislation.
NDIS enterprise-agreement-2019-2022_0.txt1464maternity leavematernity leave provided by the ml act. 6.37 employees who adopt/foster or are granted permanent care of a child are entitled to up to 52 weeks of parental leave, commencing from the time of placement of the child. 6.38 up to the first 14 weeks of that adoption/foster/permanent care leave will be paid leave where an employee is the primary caregiver to the child and where they satisfy a qualifying service requirement the same as that expressed in the ml act applicable to eligibility for paid maternity leave. 6.39 employees are entitled to parental leave for adoption/foster/permanent care when that child has not, or will not have, lived continuously with the employee for a period of 3 months or more as at the day of placement. 6.40 documentary evidence of approval for adoption/foster/permanent care must be provided when applying for adoption/foster/permanent care leave. 6.41 employees who are eligible for paid maternity leave or parental leave may elect to have the payment for that leave spread over a maximum of 28 weeks at a rate of half normal salary. where payment is spread over a longer period, a maximum of 14 week of the leave period will count as service. 6.42 on ending the initial period of up to 52 weeks of maternity or parental leave, employees may request an extension of unpaid parental leave for a further page 37 of 80 period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial leave period. 6.43 periods of unpaid parental leave will not count as service for any purpose unless required by legislation. 6.44 paid maternity, or parental leave is not extended by public holidays or any closedown period occurring during the first 12 week period of paid maternity leave, or 24 week period where maternity leave payment is spread. 6.45 payment for the additional 2 weeks conferred by this agreement in clause
NDIS enterprise-agreement-2019-2022_0.txt1466parental leaveentitled to up to 52 weeks of parental leave, commencing from the time of placement of the child. 6.38 up to the first 14 weeks of that adoption/foster/permanent care leave will be paid leave where an employee is the primary caregiver to the child and where they satisfy a qualifying service requirement the same as that expressed in the ml act applicable to eligibility for paid maternity leave. 6.39 employees are entitled to parental leave for adoption/foster/permanent care when that child has not, or will not have, lived continuously with the employee for a period of 3 months or more as at the day of placement. 6.40 documentary evidence of approval for adoption/foster/permanent care must be provided when applying for adoption/foster/permanent care leave. 6.41 employees who are eligible for paid maternity leave or parental leave may elect to have the payment for that leave spread over a maximum of 28 weeks at a rate of half normal salary. where payment is spread over a longer period, a maximum of 14 week of the leave period will count as service. 6.42 on ending the initial period of up to 52 weeks of maternity or parental leave, employees may request an extension of unpaid parental leave for a further page 37 of 80 period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial leave period. 6.43 periods of unpaid parental leave will not count as service for any purpose unless required by legislation. 6.44 paid maternity, or parental leave is not extended by public holidays or any closedown period occurring during the first 12 week period of paid maternity leave, or 24 week period where maternity leave payment is spread. 6.45 payment for the additional 2 weeks conferred by this agreement in clause 6.36 (or 4 weeks where payment is spread) will be extended by any public holidays and/or closedown occurring during that additional 2 (or 4 weeks).
NDIS enterprise-agreement-2019-2022_0.txt1471maternity leavethe ml act applicable to eligibility for paid maternity leave. 6.39 employees are entitled to parental leave for adoption/foster/permanent care when that child has not, or will not have, lived continuously with the employee for a period of 3 months or more as at the day of placement. 6.40 documentary evidence of approval for adoption/foster/permanent care must be provided when applying for adoption/foster/permanent care leave. 6.41 employees who are eligible for paid maternity leave or parental leave may elect to have the payment for that leave spread over a maximum of 28 weeks at a rate of half normal salary. where payment is spread over a longer period, a maximum of 14 week of the leave period will count as service. 6.42 on ending the initial period of up to 52 weeks of maternity or parental leave, employees may request an extension of unpaid parental leave for a further page 37 of 80 period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial leave period. 6.43 periods of unpaid parental leave will not count as service for any purpose unless required by legislation. 6.44 paid maternity, or parental leave is not extended by public holidays or any closedown period occurring during the first 12 week period of paid maternity leave, or 24 week period where maternity leave payment is spread. 6.45 payment for the additional 2 weeks conferred by this agreement in clause 6.36 (or 4 weeks where payment is spread) will be extended by any public holidays and/or closedown occurring during that additional 2 (or 4 weeks). 6.46 where a fostered child is subsequently adopted by the employee, further leave is not available under clauses 6.37 to 6.42 in relation to the same child where adoption/foster leave has previously been granted. 6.47 an employee regardless of qualifying service is eligible for 2 days of unpaid pre-adoption leave to attend any interviews or examinations required for the
NDIS enterprise-agreement-2019-2022_0.txt1472parental leave6.39 employees are entitled to parental leave for adoption/foster/permanent care when that child has not, or will not have, lived continuously with the employee for a period of 3 months or more as at the day of placement. 6.40 documentary evidence of approval for adoption/foster/permanent care must be provided when applying for adoption/foster/permanent care leave. 6.41 employees who are eligible for paid maternity leave or parental leave may elect to have the payment for that leave spread over a maximum of 28 weeks at a rate of half normal salary. where payment is spread over a longer period, a maximum of 14 week of the leave period will count as service. 6.42 on ending the initial period of up to 52 weeks of maternity or parental leave, employees may request an extension of unpaid parental leave for a further page 37 of 80 period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial leave period. 6.43 periods of unpaid parental leave will not count as service for any purpose unless required by legislation. 6.44 paid maternity, or parental leave is not extended by public holidays or any closedown period occurring during the first 12 week period of paid maternity leave, or 24 week period where maternity leave payment is spread. 6.45 payment for the additional 2 weeks conferred by this agreement in clause 6.36 (or 4 weeks where payment is spread) will be extended by any public holidays and/or closedown occurring during that additional 2 (or 4 weeks). 6.46 where a fostered child is subsequently adopted by the employee, further leave is not available under clauses 6.37 to 6.42 in relation to the same child where adoption/foster leave has previously been granted. 6.47 an employee regardless of qualifying service is eligible for 2 days of unpaid pre-adoption leave to attend any interviews or examinations required for the adoption of the child. the employee may also take annual leave or purchased
NDIS enterprise-agreement-2019-2022_0.txt1477maternity leave6.41 employees who are eligible for paid maternity leave or parental leave may elect to have the payment for that leave spread over a maximum of 28 weeks at a rate of half normal salary. where payment is spread over a longer period, a maximum of 14 week of the leave period will count as service. 6.42 on ending the initial period of up to 52 weeks of maternity or parental leave, employees may request an extension of unpaid parental leave for a further page 37 of 80 period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial leave period. 6.43 periods of unpaid parental leave will not count as service for any purpose unless required by legislation. 6.44 paid maternity, or parental leave is not extended by public holidays or any closedown period occurring during the first 12 week period of paid maternity leave, or 24 week period where maternity leave payment is spread. 6.45 payment for the additional 2 weeks conferred by this agreement in clause 6.36 (or 4 weeks where payment is spread) will be extended by any public holidays and/or closedown occurring during that additional 2 (or 4 weeks). 6.46 where a fostered child is subsequently adopted by the employee, further leave is not available under clauses 6.37 to 6.42 in relation to the same child where adoption/foster leave has previously been granted. 6.47 an employee regardless of qualifying service is eligible for 2 days of unpaid pre-adoption leave to attend any interviews or examinations required for the adoption of the child. the employee may also take annual leave or purchased leave for this purpose. supporting partner leave 6.48 the commissioner will grant 4 weeks paid supporting partner leave to an employee where the employee’s partner has given, or is giving birth, to a child/ren or whose partner is the primary caregiver for an adopted, fostered or
NDIS enterprise-agreement-2019-2022_0.txt1477parental leave6.41 employees who are eligible for paid maternity leave or parental leave may elect to have the payment for that leave spread over a maximum of 28 weeks at a rate of half normal salary. where payment is spread over a longer period, a maximum of 14 week of the leave period will count as service. 6.42 on ending the initial period of up to 52 weeks of maternity or parental leave, employees may request an extension of unpaid parental leave for a further page 37 of 80 period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial leave period. 6.43 periods of unpaid parental leave will not count as service for any purpose unless required by legislation. 6.44 paid maternity, or parental leave is not extended by public holidays or any closedown period occurring during the first 12 week period of paid maternity leave, or 24 week period where maternity leave payment is spread. 6.45 payment for the additional 2 weeks conferred by this agreement in clause 6.36 (or 4 weeks where payment is spread) will be extended by any public holidays and/or closedown occurring during that additional 2 (or 4 weeks). 6.46 where a fostered child is subsequently adopted by the employee, further leave is not available under clauses 6.37 to 6.42 in relation to the same child where adoption/foster leave has previously been granted. 6.47 an employee regardless of qualifying service is eligible for 2 days of unpaid pre-adoption leave to attend any interviews or examinations required for the adoption of the child. the employee may also take annual leave or purchased leave for this purpose. supporting partner leave 6.48 the commissioner will grant 4 weeks paid supporting partner leave to an employee where the employee’s partner has given, or is giving birth, to a child/ren or whose partner is the primary caregiver for an adopted, fostered or
NDIS enterprise-agreement-2019-2022_0.txt1481parental leave6.42 on ending the initial period of up to 52 weeks of maternity or parental leave, employees may request an extension of unpaid parental leave for a further page 37 of 80 period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial leave period. 6.43 periods of unpaid parental leave will not count as service for any purpose unless required by legislation. 6.44 paid maternity, or parental leave is not extended by public holidays or any closedown period occurring during the first 12 week period of paid maternity leave, or 24 week period where maternity leave payment is spread. 6.45 payment for the additional 2 weeks conferred by this agreement in clause 6.36 (or 4 weeks where payment is spread) will be extended by any public holidays and/or closedown occurring during that additional 2 (or 4 weeks). 6.46 where a fostered child is subsequently adopted by the employee, further leave is not available under clauses 6.37 to 6.42 in relation to the same child where adoption/foster leave has previously been granted. 6.47 an employee regardless of qualifying service is eligible for 2 days of unpaid pre-adoption leave to attend any interviews or examinations required for the adoption of the child. the employee may also take annual leave or purchased leave for this purpose. supporting partner leave 6.48 the commissioner will grant 4 weeks paid supporting partner leave to an employee where the employee’s partner has given, or is giving birth, to a child/ren or whose partner is the primary caregiver for an adopted, fostered or permanent care child/ren. 6.49 supporting partner leave is available from one week prior to the expected date of birth or placement of the child/ren. this leave must be taken within 12 months of the birth or within 12 months from the date when the
NDIS enterprise-agreement-2019-2022_0.txt1482parental leaveemployees may request an extension of unpaid parental leave for a further page 37 of 80 period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial leave period. 6.43 periods of unpaid parental leave will not count as service for any purpose unless required by legislation. 6.44 paid maternity, or parental leave is not extended by public holidays or any closedown period occurring during the first 12 week period of paid maternity leave, or 24 week period where maternity leave payment is spread. 6.45 payment for the additional 2 weeks conferred by this agreement in clause 6.36 (or 4 weeks where payment is spread) will be extended by any public holidays and/or closedown occurring during that additional 2 (or 4 weeks). 6.46 where a fostered child is subsequently adopted by the employee, further leave is not available under clauses 6.37 to 6.42 in relation to the same child where adoption/foster leave has previously been granted. 6.47 an employee regardless of qualifying service is eligible for 2 days of unpaid pre-adoption leave to attend any interviews or examinations required for the adoption of the child. the employee may also take annual leave or purchased leave for this purpose. supporting partner leave 6.48 the commissioner will grant 4 weeks paid supporting partner leave to an employee where the employee’s partner has given, or is giving birth, to a child/ren or whose partner is the primary caregiver for an adopted, fostered or permanent care child/ren. 6.49 supporting partner leave is available from one week prior to the expected date of birth or placement of the child/ren. this leave must be taken within 12 months of the birth or within 12 months from the date when the adoption/fostering/permanent care commences.
NDIS enterprise-agreement-2019-2022_0.txt1488parental leave6.43 periods of unpaid parental leave will not count as service for any purpose unless required by legislation. 6.44 paid maternity, or parental leave is not extended by public holidays or any closedown period occurring during the first 12 week period of paid maternity leave, or 24 week period where maternity leave payment is spread. 6.45 payment for the additional 2 weeks conferred by this agreement in clause 6.36 (or 4 weeks where payment is spread) will be extended by any public holidays and/or closedown occurring during that additional 2 (or 4 weeks). 6.46 where a fostered child is subsequently adopted by the employee, further leave is not available under clauses 6.37 to 6.42 in relation to the same child where adoption/foster leave has previously been granted. 6.47 an employee regardless of qualifying service is eligible for 2 days of unpaid pre-adoption leave to attend any interviews or examinations required for the adoption of the child. the employee may also take annual leave or purchased leave for this purpose. supporting partner leave 6.48 the commissioner will grant 4 weeks paid supporting partner leave to an employee where the employee’s partner has given, or is giving birth, to a child/ren or whose partner is the primary caregiver for an adopted, fostered or permanent care child/ren. 6.49 supporting partner leave is available from one week prior to the expected date of birth or placement of the child/ren. this leave must be taken within 12 months of the birth or within 12 months from the date when the adoption/fostering/permanent care commences. 6.50 an employee may be required to provide evidence in support of their application for leave (e.g. evidence of the birth of a child/ren, or the placement of an adopted/fostered or permanent care child/ren). page 38 of 80 6.51 an employee who is eligible for paid maternity or
NDIS enterprise-agreement-2019-2022_0.txt1490parental leave6.44 paid maternity, or parental leave is not extended by public holidays or any closedown period occurring during the first 12 week period of paid maternity leave, or 24 week period where maternity leave payment is spread. 6.45 payment for the additional 2 weeks conferred by this agreement in clause 6.36 (or 4 weeks where payment is spread) will be extended by any public holidays and/or closedown occurring during that additional 2 (or 4 weeks). 6.46 where a fostered child is subsequently adopted by the employee, further leave is not available under clauses 6.37 to 6.42 in relation to the same child where adoption/foster leave has previously been granted. 6.47 an employee regardless of qualifying service is eligible for 2 days of unpaid pre-adoption leave to attend any interviews or examinations required for the adoption of the child. the employee may also take annual leave or purchased leave for this purpose. supporting partner leave 6.48 the commissioner will grant 4 weeks paid supporting partner leave to an employee where the employee’s partner has given, or is giving birth, to a child/ren or whose partner is the primary caregiver for an adopted, fostered or permanent care child/ren. 6.49 supporting partner leave is available from one week prior to the expected date of birth or placement of the child/ren. this leave must be taken within 12 months of the birth or within 12 months from the date when the adoption/fostering/permanent care commences. 6.50 an employee may be required to provide evidence in support of their application for leave (e.g. evidence of the birth of a child/ren, or the placement of an adopted/fostered or permanent care child/ren). page 38 of 80 6.51 an employee who is eligible for paid maternity or adoption/fostering/permanent care leave is not eligible for paid supporting partner leave.
NDIS enterprise-agreement-2019-2022_0.txt1492maternity leaveleave, or 24 week period where maternity leave payment is spread. 6.45 payment for the additional 2 weeks conferred by this agreement in clause 6.36 (or 4 weeks where payment is spread) will be extended by any public holidays and/or closedown occurring during that additional 2 (or 4 weeks). 6.46 where a fostered child is subsequently adopted by the employee, further leave is not available under clauses 6.37 to 6.42 in relation to the same child where adoption/foster leave has previously been granted. 6.47 an employee regardless of qualifying service is eligible for 2 days of unpaid pre-adoption leave to attend any interviews or examinations required for the adoption of the child. the employee may also take annual leave or purchased leave for this purpose. supporting partner leave 6.48 the commissioner will grant 4 weeks paid supporting partner leave to an employee where the employee’s partner has given, or is giving birth, to a child/ren or whose partner is the primary caregiver for an adopted, fostered or permanent care child/ren. 6.49 supporting partner leave is available from one week prior to the expected date of birth or placement of the child/ren. this leave must be taken within 12 months of the birth or within 12 months from the date when the adoption/fostering/permanent care commences. 6.50 an employee may be required to provide evidence in support of their application for leave (e.g. evidence of the birth of a child/ren, or the placement of an adopted/fostered or permanent care child/ren). page 38 of 80 6.51 an employee who is eligible for paid maternity or adoption/fostering/permanent care leave is not eligible for paid supporting partner leave. 6.52 the commissioner may approve an application from an employee to take supporting partner leave at half pay. an application to take the leave at half
NDIS enterprise-agreement-2019-2022_0.txt1528maternity leaverespect of employees ending maternity leave and parental leave. defence reserve leave 6.55 the commissioner will grant an employee leave (with or without pay) to enable the employee to fulfil australian defence force (adf) reserve and continuous full time service (ctfs) or cadet force obligations. 6.56 an employee is entitled to leave with pay, for up to 4 weeks during each financial year for the purpose of fulfilling service in the adf reserve. these purposes include training and operational duty as required: • during the employee’s first year of adf reserve service, a further 2 weeks paid leave may be granted to facilitate participation in additional adf reserve training, including induction requirements. • with the exception of the additional two weeks in the first year of service, leave can be accumulated and taken over a period of 2 years, to enable the employee to undertake training as a member of the adf reserves. • employees are not required to pay their tax free adf reserve salary to the commission in any circumstances. page 39 of 80 6.57 defence reserve leave counts as service for all purposes, except for unpaid leave to undertake continuous full time service (cfts). unpaid leave for the purpose of cfts counts for all purposes except annual leave.
NDIS enterprise-agreement-2019-2022_0.txt1528parental leaverespect of employees ending maternity leave and parental leave. defence reserve leave 6.55 the commissioner will grant an employee leave (with or without pay) to enable the employee to fulfil australian defence force (adf) reserve and continuous full time service (ctfs) or cadet force obligations. 6.56 an employee is entitled to leave with pay, for up to 4 weeks during each financial year for the purpose of fulfilling service in the adf reserve. these purposes include training and operational duty as required: • during the employee’s first year of adf reserve service, a further 2 weeks paid leave may be granted to facilitate participation in additional adf reserve training, including induction requirements. • with the exception of the additional two weeks in the first year of service, leave can be accumulated and taken over a period of 2 years, to enable the employee to undertake training as a member of the adf reserves. • employees are not required to pay their tax free adf reserve salary to the commission in any circumstances. page 39 of 80 6.57 defence reserve leave counts as service for all purposes, except for unpaid leave to undertake continuous full time service (cfts). unpaid leave for the purpose of cfts counts for all purposes except annual leave.
NDIS enterprise-agreement-2019-2022_0.txt1558long service leave6.58 eligible employees may also apply for annual leave, long service leave, leave without pay, top-up pay or they may use flextime or make up time for the purpose of fulfilling adf reserve, cfts or cadet force obligations. 6.59 employees are to notify managers at the earliest opportunity once the dates for adf reserve, cfts or cadet force activities are known and/or changed. miscellaneous leave 6.60 the commissioner may grant leave to an employee, either with or without pay, to count as service or not to count as service; and subject to certain conditions, in circumstances not provided for elsewhere in this agreement for a purpose that the commissioner considers to be in the interests of the agency and having regard to operational requirements. this includes leave for employees affected by family and domestic violence. community service leave 6.61 paid leave will be provided for an employee engaging in community service activities including jury service and emergency management activities as defined in the fair work act 2009. cultural and ceremonial leave 6.62 the commissioner may grant an aboriginal or torres strait islander employee up to 3 days paid cultural and/or ceremonial leave to take part in activities associated with their culture, including naidoc week celebrations. community volunteering leave 6.63 the commissioner may grant 2 days miscellaneous leave with pay and a reasonable amount of leave without pay to undertake community volunteering. community volunteering leave can be taken in part days including in hours and minutes. page 40 of 80 purchased leave 6.64 the commissioner may approve the purchase of up to 8 weeks leave funded
NDIS enterprise-agreement-2019-2022_0.txt1559flextimewithout pay, top-up pay or they may use flextime or make up time for the purpose of fulfilling adf reserve, cfts or cadet force obligations. 6.59 employees are to notify managers at the earliest opportunity once the dates for adf reserve, cfts or cadet force activities are known and/or changed. miscellaneous leave 6.60 the commissioner may grant leave to an employee, either with or without pay, to count as service or not to count as service; and subject to certain conditions, in circumstances not provided for elsewhere in this agreement for a purpose that the commissioner considers to be in the interests of the agency and having regard to operational requirements. this includes leave for employees affected by family and domestic violence. community service leave 6.61 paid leave will be provided for an employee engaging in community service activities including jury service and emergency management activities as defined in the fair work act 2009. cultural and ceremonial leave 6.62 the commissioner may grant an aboriginal or torres strait islander employee up to 3 days paid cultural and/or ceremonial leave to take part in activities associated with their culture, including naidoc week celebrations. community volunteering leave 6.63 the commissioner may grant 2 days miscellaneous leave with pay and a reasonable amount of leave without pay to undertake community volunteering. community volunteering leave can be taken in part days including in hours and minutes. page 40 of 80 purchased leave 6.64 the commissioner may approve the purchase of up to 8 weeks leave funded by salary deductions over a maximum period of 12 months to ongoing
NDIS enterprise-agreement-2019-2022_0.txt1676travelpart 7 – travelling on official business travel allowance 7.1 an employee who is undertaking approved travel and required to be absent on official business overnight from their usual place of work for periods up to 21 days will be entitled to an allowance in respect of meals and incidentals. employees may elect to stay in commercial or non-commercial accommodation. in the event of an emergency situation an employee will be reimbursed reasonable accommodation costs as determined by the commissioner. 7.2 allowances payable for meals and incidentals are those published by the approved subscription service and provide a guide to delegates approving expenditure. 7.3 where an employee elects to stay in non-commercial accommodation, an allowance of $50 per night will be payable through the payroll system in addition to any allowances payable for meals and incidentals. adjustment of allowances 7.4 where official travel arrangements are varied, the amount of allowance payable will reflect the revised itinerary. employees will be required to repay and the commission will recover, any resulting overpayment in travelling
NDIS enterprise-agreement-2019-2022_0.txt1677traveltravel allowance 7.1 an employee who is undertaking approved travel and required to be absent on official business overnight from their usual place of work for periods up to 21 days will be entitled to an allowance in respect of meals and incidentals. employees may elect to stay in commercial or non-commercial accommodation. in the event of an emergency situation an employee will be reimbursed reasonable accommodation costs as determined by the commissioner. 7.2 allowances payable for meals and incidentals are those published by the approved subscription service and provide a guide to delegates approving expenditure. 7.3 where an employee elects to stay in non-commercial accommodation, an allowance of $50 per night will be payable through the payroll system in addition to any allowances payable for meals and incidentals. adjustment of allowances 7.4 where official travel arrangements are varied, the amount of allowance payable will reflect the revised itinerary. employees will be required to repay and the commission will recover, any resulting overpayment in travelling allowance in accordance with the commissioner’s instructions regarding debt
NDIS enterprise-agreement-2019-2022_0.txt1677travel allowancetravel allowance 7.1 an employee who is undertaking approved travel and required to be absent on official business overnight from their usual place of work for periods up to 21 days will be entitled to an allowance in respect of meals and incidentals. employees may elect to stay in commercial or non-commercial accommodation. in the event of an emergency situation an employee will be reimbursed reasonable accommodation costs as determined by the commissioner. 7.2 allowances payable for meals and incidentals are those published by the approved subscription service and provide a guide to delegates approving expenditure. 7.3 where an employee elects to stay in non-commercial accommodation, an allowance of $50 per night will be payable through the payroll system in addition to any allowances payable for meals and incidentals. adjustment of allowances 7.4 where official travel arrangements are varied, the amount of allowance payable will reflect the revised itinerary. employees will be required to repay and the commission will recover, any resulting overpayment in travelling allowance in accordance with the commissioner’s instructions regarding debt
NDIS enterprise-agreement-2019-2022_0.txt1680travelan employee who is undertaking approved travel and required to be absent on official business overnight from their usual place of work for periods up to 21 days will be entitled to an allowance in respect of meals and incidentals. employees may elect to stay in commercial or non-commercial accommodation. in the event of an emergency situation an employee will be reimbursed reasonable accommodation costs as determined by the commissioner. 7.2 allowances payable for meals and incidentals are those published by the approved subscription service and provide a guide to delegates approving expenditure. 7.3 where an employee elects to stay in non-commercial accommodation, an allowance of $50 per night will be payable through the payroll system in addition to any allowances payable for meals and incidentals. adjustment of allowances 7.4 where official travel arrangements are varied, the amount of allowance payable will reflect the revised itinerary. employees will be required to repay and the commission will recover, any resulting overpayment in travelling allowance in accordance with the commissioner’s instructions regarding debt management. 7.5
NDIS enterprise-agreement-2019-2022_0.txt1703travelwhere official travel arrangements are varied, the amount of allowance payable will reflect the revised itinerary. employees will be required to repay and the commission will recover, any resulting overpayment in travelling allowance in accordance with the commissioner’s instructions regarding debt management. 7.5 where meals and/or accommodation are otherwise provided at the commission's expense or another organisation/entity’s expense, the allowances payable under this part will be reduced accordingly. excessive costs 7.6 the commissioner may vary the amount of travel allowance payable if considered insufficient to meet the reasonable expenses of the employee. page 44 of 80 reviewed travelling allowance 7.7 where an employee travelling on commission business will reside or has resided in the one locality for a period greater than 21 days, the commissioner will negotiate payment of reasonable costs for the temporary relocation. time off after official travel 7.8
NDIS enterprise-agreement-2019-2022_0.txt1705traveland the commission will recover, any resulting overpayment in travelling allowance in accordance with the commissioner’s instructions regarding debt management. 7.5 where meals and/or accommodation are otherwise provided at the commission's expense or another organisation/entity’s expense, the allowances payable under this part will be reduced accordingly. excessive costs 7.6 the commissioner may vary the amount of travel allowance payable if considered insufficient to meet the reasonable expenses of the employee. page 44 of 80 reviewed travelling allowance 7.7 where an employee travelling on commission business will reside or has resided in the one locality for a period greater than 21 days, the commissioner will negotiate payment of reasonable costs for the temporary relocation. time off after official travel 7.8 where employees are required to travel to work at a location other than their
NDIS enterprise-agreement-2019-2022_0.txt1718travelthe commissioner may vary the amount of travel allowance payable if considered insufficient to meet the reasonable expenses of the employee. page 44 of 80 reviewed travelling allowance 7.7 where an employee travelling on commission business will reside or has resided in the one locality for a period greater than 21 days, the commissioner will negotiate payment of reasonable costs for the temporary relocation. time off after official travel 7.8 where employees are required to travel to work at a location other than their normal place of employment, and as a result spends more time travelling to their temporary place of work than they spent travelling to their usual place of work, flextime and time off in lieu provisions apply. overseas travel 7.9 the commissioner will approve reasonable accommodation costs and an allowance in respect of meals and incidental expenses calculated in accordance with the rates published by the approved subscription service for employees travelling overseas on commission business. page 45 of 80
NDIS enterprise-agreement-2019-2022_0.txt1718travel allowancethe commissioner may vary the amount of travel allowance payable if considered insufficient to meet the reasonable expenses of the employee. page 44 of 80 reviewed travelling allowance 7.7 where an employee travelling on commission business will reside or has resided in the one locality for a period greater than 21 days, the commissioner will negotiate payment of reasonable costs for the temporary relocation. time off after official travel 7.8 where employees are required to travel to work at a location other than their normal place of employment, and as a result spends more time travelling to their temporary place of work than they spent travelling to their usual place of work, flextime and time off in lieu provisions apply. overseas travel 7.9 the commissioner will approve reasonable accommodation costs and an allowance in respect of meals and incidental expenses calculated in accordance with the rates published by the approved subscription service for employees travelling overseas on commission business. page 45 of 80
NDIS enterprise-agreement-2019-2022_0.txt1723travelreviewed travelling allowance 7.7 where an employee travelling on commission business will reside or has resided in the one locality for a period greater than 21 days, the commissioner will negotiate payment of reasonable costs for the temporary relocation. time off after official travel 7.8 where employees are required to travel to work at a location other than their normal place of employment, and as a result spends more time travelling to their temporary place of work than they spent travelling to their usual place of work, flextime and time off in lieu provisions apply. overseas travel 7.9 the commissioner will approve reasonable accommodation costs and an allowance in respect of meals and incidental expenses calculated in accordance with the rates published by the approved subscription service for employees travelling overseas on commission business. page 45 of 80 part 8 – remote locality assistance 8.1 the level of remote locality assistance varies according to the ‘grading’ of
NDIS enterprise-agreement-2019-2022_0.txt1726travelwhere an employee travelling on commission business will reside or has resided in the one locality for a period greater than 21 days, the commissioner will negotiate payment of reasonable costs for the temporary relocation. time off after official travel 7.8 where employees are required to travel to work at a location other than their normal place of employment, and as a result spends more time travelling to their temporary place of work than they spent travelling to their usual place of work, flextime and time off in lieu provisions apply. overseas travel 7.9 the commissioner will approve reasonable accommodation costs and an allowance in respect of meals and incidental expenses calculated in accordance with the rates published by the approved subscription service for employees travelling overseas on commission business. page 45 of 80 part 8 – remote locality assistance 8.1 the level of remote locality assistance varies according to the ‘grading’ of each individual remote locality. 8.2
NDIS enterprise-agreement-2019-2022_0.txt1731traveltime off after official travel 7.8 where employees are required to travel to work at a location other than their normal place of employment, and as a result spends more time travelling to their temporary place of work than they spent travelling to their usual place of work, flextime and time off in lieu provisions apply. overseas travel 7.9 the commissioner will approve reasonable accommodation costs and an allowance in respect of meals and incidental expenses calculated in accordance with the rates published by the approved subscription service for employees travelling overseas on commission business. page 45 of 80 part 8 – remote locality assistance 8.1 the level of remote locality assistance varies according to the ‘grading’ of each individual remote locality. 8.2 remote locality assistance will be approved by the commissioner where an employee is residing in a locality which falls into grade 1, 2, 3 or 4. 8.3
NDIS enterprise-agreement-2019-2022_0.txt1734travelwhere employees are required to travel to work at a location other than their normal place of employment, and as a result spends more time travelling to their temporary place of work than they spent travelling to their usual place of work, flextime and time off in lieu provisions apply. overseas travel 7.9 the commissioner will approve reasonable accommodation costs and an allowance in respect of meals and incidental expenses calculated in accordance with the rates published by the approved subscription service for employees travelling overseas on commission business. page 45 of 80 part 8 – remote locality assistance 8.1 the level of remote locality assistance varies according to the ‘grading’ of each individual remote locality. 8.2 remote locality assistance will be approved by the commissioner where an employee is residing in a locality which falls into grade 1, 2, 3 or 4. 8.3 remote locality assistance allowance is payable to an employee living in a designated remote locality, in accordance with the australian standard
NDIS enterprise-agreement-2019-2022_0.txt1735travelnormal place of employment, and as a result spends more time travelling to their temporary place of work than they spent travelling to their usual place of work, flextime and time off in lieu provisions apply. overseas travel 7.9 the commissioner will approve reasonable accommodation costs and an allowance in respect of meals and incidental expenses calculated in accordance with the rates published by the approved subscription service for employees travelling overseas on commission business. page 45 of 80 part 8 – remote locality assistance 8.1 the level of remote locality assistance varies according to the ‘grading’ of each individual remote locality. 8.2 remote locality assistance will be approved by the commissioner where an employee is residing in a locality which falls into grade 1, 2, 3 or 4. 8.3 remote locality assistance allowance is payable to an employee living in a designated remote locality, in accordance with the australian standard geographical classification (asgc) remoteness structure and the criteria
NDIS enterprise-agreement-2019-2022_0.txt1736traveltheir temporary place of work than they spent travelling to their usual place of work, flextime and time off in lieu provisions apply. overseas travel 7.9 the commissioner will approve reasonable accommodation costs and an allowance in respect of meals and incidental expenses calculated in accordance with the rates published by the approved subscription service for employees travelling overseas on commission business. page 45 of 80 part 8 – remote locality assistance 8.1 the level of remote locality assistance varies according to the ‘grading’ of each individual remote locality. 8.2 remote locality assistance will be approved by the commissioner where an employee is residing in a locality which falls into grade 1, 2, 3 or 4. 8.3 remote locality assistance allowance is payable to an employee living in a designated remote locality, in accordance with the australian standard geographical classification (asgc) remoteness structure and the criteria set out in clause 12.2 of the aps award.
NDIS enterprise-agreement-2019-2022_0.txt1737flextimework, flextime and time off in lieu provisions apply. overseas travel 7.9 the commissioner will approve reasonable accommodation costs and an allowance in respect of meals and incidental expenses calculated in accordance with the rates published by the approved subscription service for employees travelling overseas on commission business. page 45 of 80 part 8 – remote locality assistance 8.1 the level of remote locality assistance varies according to the ‘grading’ of each individual remote locality. 8.2 remote locality assistance will be approved by the commissioner where an employee is residing in a locality which falls into grade 1, 2, 3 or 4. 8.3 remote locality assistance allowance is payable to an employee living in a designated remote locality, in accordance with the australian standard geographical classification (asgc) remoteness structure and the criteria set out in clause 12.2 of the aps award.
NDIS enterprise-agreement-2019-2022_0.txt1739traveloverseas travel 7.9 the commissioner will approve reasonable accommodation costs and an allowance in respect of meals and incidental expenses calculated in accordance with the rates published by the approved subscription service for employees travelling overseas on commission business. page 45 of 80 part 8 – remote locality assistance 8.1 the level of remote locality assistance varies according to the ‘grading’ of each individual remote locality. 8.2 remote locality assistance will be approved by the commissioner where an employee is residing in a locality which falls into grade 1, 2, 3 or 4. 8.3 remote locality assistance allowance is payable to an employee living in a designated remote locality, in accordance with the australian standard geographical classification (asgc) remoteness structure and the criteria set out in clause 12.2 of the aps award. 8.4
NDIS enterprise-agreement-2019-2022_0.txt1745travelemployees travelling overseas on commission business. page 45 of 80 part 8 – remote locality assistance 8.1 the level of remote locality assistance varies according to the ‘grading’ of each individual remote locality. 8.2 remote locality assistance will be approved by the commissioner where an employee is residing in a locality which falls into grade 1, 2, 3 or 4. 8.3 remote locality assistance allowance is payable to an employee living in a designated remote locality, in accordance with the australian standard geographical classification (asgc) remoteness structure and the criteria set out in clause 12.2 of the aps award. 8.4 the annual rate of remote locality assistance allowance payable for each grade of remote locality is listed in the remote locality assistance table at 8.9 below. 8.5
NDIS enterprise-agreement-2019-2022_0.txt1777travelpractical fare’ to travel from the locality to the nearest capital city and return for leave of absence. 8.6 the accrual rate of the leave fare for employees stationed permanently for each grade of remote locality is indicated in remote locality assistance table at 8.9 below. 8.7 the commissioner may also approve fares reimbursement for employees and their dependants living in a commission designated remote locality in the following circumstances: • for medical, emergency dental or specialist medical treatment for the employee and any dependants or a spouse or partner residing with them; or • where a family member of the employee or the employee’s spouse dies or becomes dangerously or critically ill; or page 46 of 80 • for the cost of up to two student travel concession fares per 12 month
NDIS enterprise-agreement-2019-2022_0.txt1806travelfor the cost of up to two student travel concession fares per 12 month period reasonably incurred for return travel by each child from the place where he or she attends school to the employee’s locality. 8.8 employees living in commission designated remote localities will accrue additional annual leave as indicated for each grade of remote locality listed in the table at 8.9 below. 8.9 remote locality assistance table additional with without dependants dependants per year per year 1 $4,004
NDIS enterprise-agreement-2019-2022_0.txt1807travelperiod reasonably incurred for return travel by each child from the place where he or she attends school to the employee’s locality. 8.8 employees living in commission designated remote localities will accrue additional annual leave as indicated for each grade of remote locality listed in the table at 8.9 below. 8.9 remote locality assistance table additional with without dependants dependants per year per year 1 $4,004
NDIS enterprise-agreement-2019-2022_0.txt2040long service leavegovernment service as defined in section 10 of the long service leave (commonwealth employees) act 1976; • service with the commonwealth (other than service with a joint commonwealth-state body or a body corporate in which the commonwealth does not have a controlling interest) which is recognised for long service leave purposes; • service with the australian defence forces; and • service in another organisation where: - an employee was transferred from the aps to that organisation to give effect to an administrative re-arrangement; or - an employee engaged by that organisation on work within a function is appointed as a result of the transfer of that function to the aps, and such service is recognised for long service leave purposes. 9.24 for earlier periods of service as defined above to count there must be no breaks between the periods except where:
NDIS enterprise-agreement-2019-2022_0.txt2048long service leavefor long service leave purposes; • service with the australian defence forces; and • service in another organisation where: - an employee was transferred from the aps to that organisation to give effect to an administrative re-arrangement; or - an employee engaged by that organisation on work within a function is appointed as a result of the transfer of that function to the aps, and such service is recognised for long service leave purposes. 9.24 for earlier periods of service as defined above to count there must be no breaks between the periods except where: page 51 of 80 • the break in service is less than 1 month and occurs where an offer of employment with the new employer was made and accepted by the employee before ceasing employment with the preceding employer; or
NDIS enterprise-agreement-2019-2022_0.txt2066long service leavesuch service is recognised for long service leave purposes. 9.24 for earlier periods of service as defined above to count there must be no breaks between the periods except where: page 51 of 80 • the break in service is less than 1 month and occurs where an offer of employment with the new employer was made and accepted by the employee before ceasing employment with the preceding employer; or • the earlier period of service was with the aps and ceased because the employee was deemed to have resigned from the aps on marriage under the repealed section 49 of the public service act 1922. service not to count as service for redundancy pay purposes 9.25 absences from duty which do not count as service for long service leave purposes will not count as service for redundancy pay purposes. 9.26 periods of service that will not count as service for redundancy pay purposes are periods of service that ceased by way of: • termination under section 29 of the ps act; or • prior to the commencement of the ps act, by way of redundancy;
NDIS enterprise-agreement-2019-2022_0.txt2085long service leave9.25 absences from duty which do not count as service for long service leave purposes will not count as service for redundancy pay purposes. 9.26 periods of service that will not count as service for redundancy pay purposes are periods of service that ceased by way of: • termination under section 29 of the ps act; or • prior to the commencement of the ps act, by way of redundancy; forfeiture of office, retirement on the grounds of invalidity, inefficiency or loss of qualifications; dismissal or termination of probationary appointment for reasons of unsatisfactory service; or • voluntary retirement at or above the minimum retiring age applicable to the employee; or • payment of a redundancy benefit or a similar payment or an employerfinanced retirement benefit. period of notice – termination with a voluntary redundancy 9.27 employees over 45 years of age with at least 5 years continuous service will be given 5 weeks’ notice. all other employees will be given four weeks’ notice. 9.28 if an employee requests, and the commissioner agrees, that their employment be terminated within this notice period, they will be paid compensation for the unexpired portion of the notice period equal to the hours they would have
NDIS enterprise-agreement-2019-2022_0.txt2122traveltravel and incidental expenses. involuntary redundancy, retention, redeployment and reduction retention period 9.30 an excess employee who does not agree to be retrenched with the payment of a redundancy benefit will be entitled to the following period of retention, commencing from the date 1 month after the employee received their offer of voluntary redundancy: • 13 months where the employee has 20 or more years of service or is over 45 years of age; or • 9.31 7 months for all other employees. if an employee is entitled to a redundancy payment under the nes, the retention period at clause 9.30 will be reduced by the number of weeks redundancy pay that the employee will be entitled to under the nes on termination, as at the expiration of the retention period (as adjusted by this clause). 9.32 the retention period will not be extended by periods of leave taken by the excess employee unless, after considering the circumstances of the individual case, the commissioner deems an extension as a result of a period of leave taken to be reasonable.
NDIS enterprise-agreement-2019-2022_0.txt2207travelmeeting reasonable travel and incidental expenses when seeking alternative employment, where these are not met by the prospective employer. reduction in classification 9.38 where the commissioner proposes to reduce an excess employee’s classification as a means of securing alternative employment, the employee will be given 4 weeks’ notice or, if over 45 years of age with at least 5 years’ continuous service, will be given 5 weeks’ notice. page 54 of 80 9.39 if reduction occurs before the end of the retention period, the employee will receive payments to maintain the employee’s salary level for the balance of the retention period. period of notice – termination of the retention period 9.40 an excess employee’s employment will be terminated under s.29 of the ps act at the end of their retention period. 9.41 where an excess employee’s employment is to be terminated they will be given 4 weeks’ notice. employees over 45 years of age with at least 5 years’ continuous service will be given 5 weeks’ notice. this notice period will, as far as practicable, be concurrent with the employee’s retention period. 9.42 if an employee’s employment is terminated within this notice period, they will be paid compensation for the unexpired portion of the notice period equal to the hours they would have worked during the notice period had their employment not been terminated. page 55 of 80 part 10 – consultation 10.1 this part applies if the commission: a) has made a definite decision to introduce a major change to production,
NDIS enterprise-agreement-2019-2022_0.txt2542bandwidthbandwidth hours of 7.00am to 7.00pm, monday to friday, and/or on a saturday, sunday, public holiday or a closedown period for an ongoing or fixed period. “term transfer” means the transfer, notified in writing, of an employee from one locality to another for a fixed period (usually 1 to 3 years) to undertake page 63 of 80 specific duties. the written notification of such a transfer should specify both the date of effect of the transfer and its anticipated duration. page 64 of 80 appendix a - salaries and classification structures a.1 the following annual salary rates will apply to commission employees (prorata for part-time employees) employed in the classifications shown in the tables below. the fortnightly rate of salary is calculated using the following formula: annual rate of pay multiplied by 12 and divided by 313. classification previous salary 2% 2% 2%
Department of Employment and Workplace Relations.txt485salary advancementreceiving salary advancement at the tpl classification under the salary advancement provisions of this ea, will be paid at the higher tpl salary rate from the date of promotion or movement. unless the secretary determines a higher salary, an existing ongoing aps employee moving to the department at the same classification level, whose salary immediately prior to transfer is below the maximum salary in the department for that aps classification, will have their salary rates set within the salary range for that classification at a rate closest to, but no lower than the existing salary. unless the secretary determines otherwise, an existing ongoing aps employee moving to the department at the same classification level, whose salary in their previous aps agency exceeds the maximum salary in the department for that classification, will be maintained on that salary 10 until such time as the salary differential is absorbed by departmental salary increases at the relevant classification level. where an ongoing employee’s salary exceeds the maximum salary range at the relevant departmental classification level and is set by an individual flexibility arrangement (ifa) under an enterprise agreement or an instrument other than an enterprise agreement, the secretary will determine the salary on movement to the department. clauses 36-40 do not apply to a departmental employee returning to the department following a temporary movement with another agency. if an employee’s salary is set in error at the time of engagement or promotion, the secretary may subsequently determine that the employee’s salary may be adjusted within the relevant classification with effect from the date of their engagement or promotion. salary on reduction where an ongoing employee requests or agrees in writing to perform work at a lower classification level for a specified period, salary will be determined by the secretary at a rate applicable to the lower level for the period specified. the rate will normally be the top of the range of the lower classification.
Department of Employment and Workplace Relations.txt519salary advancementsalary advancement on 15 july each year, an ongoing employee (excluding employees under the department’s training broadband), who is not already on the maximum salary, will be eligible for salary advancement to the next pay point in their classification if the employee: a. has performed duties: i. in the department; or ii. in the performance year ending on 15 july 2022, in the former department of education, skills and employment, at that classification level or higher for a period of three continuous months or more in the performance cycle; and b. has received ratings of ‘meets expectations’ (or equivalent) for both business deliverables and observable work behaviours as part of the end cycle performance appraisal ending 30 june each year. salary advancement provisions for government lawyers are outlined in attachment c. salary advancement and temporary performance loading where an ongoing employee is in receipt of tpl on 15 july, they will be eligible for salary advancement at both their temporary performance and substantive levels, if they are not already on the maximum salary, effective from 15 july, where the employee: a. was in receipt of continuous tpl at the same classification or higher and salary level from 1 april to 15 july that year and b.
Department of Employment and Workplace Relations.txt538salary advancementsalary advancement provisions for government lawyers are outlined in attachment c. salary advancement and temporary performance loading where an ongoing employee is in receipt of tpl on 15 july, they will be eligible for salary advancement at both their temporary performance and substantive levels, if they are not already on the maximum salary, effective from 15 july, where the employee: a. was in receipt of continuous tpl at the same classification or higher and salary level from 1 april to 15 july that year and b. has received ratings of ‘meets expectations’ for both business deliverables and observable work behaviours at the tpl classification as part of the end cycle performance appraisal ending 30 june that year. where there is a break in tpl between 30 june and 15 july of the same calendar year the employee is still eligible for salary advancement at both levels. 11 an ongoing employee who is promoted or moved within the broadband between 1 april and 15 july each year, and was in receipt of continuous tpl at the same classification and salary level from 1 april to immediately before the promotion, will be eligible for salary advancement subject to meeting the requirements in clause 45. part time employees remuneration and other benefits for part time employees will be calculated on a pro rata basis according to hours worked, with the exception of reimbursement benefits and expense-related allowances, which will be paid at the same amount as full time employees. casual employees casual employees are entitled to a salary loading of 20 per cent in lieu of public holidays on
Department of Employment and Workplace Relations.txt539salary advancementsalary advancement and temporary performance loading where an ongoing employee is in receipt of tpl on 15 july, they will be eligible for salary advancement at both their temporary performance and substantive levels, if they are not already on the maximum salary, effective from 15 july, where the employee: a. was in receipt of continuous tpl at the same classification or higher and salary level from 1 april to 15 july that year and b. has received ratings of ‘meets expectations’ for both business deliverables and observable work behaviours at the tpl classification as part of the end cycle performance appraisal ending 30 june that year. where there is a break in tpl between 30 june and 15 july of the same calendar year the employee is still eligible for salary advancement at both levels. 11 an ongoing employee who is promoted or moved within the broadband between 1 april and 15 july each year, and was in receipt of continuous tpl at the same classification and salary level from 1 april to immediately before the promotion, will be eligible for salary advancement subject to meeting the requirements in clause 45. part time employees remuneration and other benefits for part time employees will be calculated on a pro rata basis according to hours worked, with the exception of reimbursement benefits and expense-related allowances, which will be paid at the same amount as full time employees. casual employees casual employees are entitled to a salary loading of 20 per cent in lieu of public holidays on which the employee is not rostered to work and all paid leave entitlements, except long service
Department of Employment and Workplace Relations.txt555salary advancementemployee is still eligible for salary advancement at both levels. 11 an ongoing employee who is promoted or moved within the broadband between 1 april and 15 july each year, and was in receipt of continuous tpl at the same classification and salary level from 1 april to immediately before the promotion, will be eligible for salary advancement subject to meeting the requirements in clause 45. part time employees remuneration and other benefits for part time employees will be calculated on a pro rata basis according to hours worked, with the exception of reimbursement benefits and expense-related allowances, which will be paid at the same amount as full time employees. casual employees casual employees are entitled to a salary loading of 20 per cent in lieu of public holidays on which the employee is not rostered to work and all paid leave entitlements, except long service leave. casual employees are entitled to access unpaid compassionate leave and unpaid carers leave of two days per each permissible occasion. the employee's salary rate and casual loading under clause 51 includes payment for the casual loading the employee is entitled to receive under the aps award. casual loading is not paid for overtime. supported salary rates supported wage rates as set out in attachment g will apply to an employee with disability who is eligible for consideration under the supported wage system. junior rates junior rates of pay are only applicable to the aps 1 classification as detailed in attachments a and b. superannuation the department will provide employer superannuation contributions in accordance with the relevant legislative requirements. the department will provide employer superannuation contributions to members of the pssap of no less than 15.4% fortnightly contribution salary.
Department of Employment and Workplace Relations.txt560salary advancementlevel from 1 april to immediately before the promotion, will be eligible for salary advancement subject to meeting the requirements in clause 45. part time employees remuneration and other benefits for part time employees will be calculated on a pro rata basis according to hours worked, with the exception of reimbursement benefits and expense-related allowances, which will be paid at the same amount as full time employees. casual employees casual employees are entitled to a salary loading of 20 per cent in lieu of public holidays on which the employee is not rostered to work and all paid leave entitlements, except long service leave. casual employees are entitled to access unpaid compassionate leave and unpaid carers leave of two days per each permissible occasion. the employee's salary rate and casual loading under clause 51 includes payment for the casual loading the employee is entitled to receive under the aps award. casual loading is not paid for overtime. supported salary rates supported wage rates as set out in attachment g will apply to an employee with disability who is eligible for consideration under the supported wage system. junior rates junior rates of pay are only applicable to the aps 1 classification as detailed in attachments a and b. superannuation the department will provide employer superannuation contributions in accordance with the relevant legislative requirements. the department will provide employer superannuation contributions to members of the pssap of no less than 15.4% fortnightly contribution salary. the department will provide employer superannuation contributions to members of a fund other than css, pss or pssap of no less than 15.4% ordinary time earnings. for employees who take paid and/or unpaid parental leave (which includes maternity, supporting partner, adoption and foster care leave), employer contributions will be made for a period equal to a maximum of 52 weeks or as required by applicable legislation and fund
Department of Employment and Workplace Relations.txt573overtimecasual loading is not paid for overtime. supported salary rates supported wage rates as set out in attachment g will apply to an employee with disability who is eligible for consideration under the supported wage system. junior rates junior rates of pay are only applicable to the aps 1 classification as detailed in attachments a and b. superannuation the department will provide employer superannuation contributions in accordance with the relevant legislative requirements. the department will provide employer superannuation contributions to members of the pssap of no less than 15.4% fortnightly contribution salary. the department will provide employer superannuation contributions to members of a fund other than css, pss or pssap of no less than 15.4% ordinary time earnings. for employees who take paid and/or unpaid parental leave (which includes maternity, supporting partner, adoption and foster care leave), employer contributions will be made for a period equal to a maximum of 52 weeks or as required by applicable legislation and fund requirements . contributions will be based on the employer contribution amount in the full pay period immediately prior to commencing leave. the secretary may choose to limit superannuation choice to complying superannuation funds that meet the superstream standard. any fees applied by a chosen fund associated with the administration of superannuation contributions will be borne by the employee. salary packaging employees may access salary packaging and may package up to 100% of salary. where an employee elects to access salary packaging, the employee’s salary for the purposes of superannuation, severance and termination payments, and any other purposes, will be determined as if the salary packaging arrangement had not occurred. 12
Department of Employment and Workplace Relations.txt587parental leavefor employees who take paid and/or unpaid parental leave (which includes maternity, supporting partner, adoption and foster care leave), employer contributions will be made for a period equal to a maximum of 52 weeks or as required by applicable legislation and fund requirements . contributions will be based on the employer contribution amount in the full pay period immediately prior to commencing leave. the secretary may choose to limit superannuation choice to complying superannuation funds that meet the superstream standard. any fees applied by a chosen fund associated with the administration of superannuation contributions will be borne by the employee. salary packaging employees may access salary packaging and may package up to 100% of salary. where an employee elects to access salary packaging, the employee’s salary for the purposes of superannuation, severance and termination payments, and any other purposes, will be determined as if the salary packaging arrangement had not occurred. 12 part d – capability development the department is committed to promoting and supporting workplace diversity and inclusion, creating an environment that values the contributions of people with different experiences and perspectives regardless of their race, gender identity, sexual orientation, intersex status, age, disability, language or cultural and linguistically diverse backgrounds. the department is an inclusive organisation that values fairness, equity and diversity, consistent with aps values and code of conduct. study assistance an employee undertaking formal study may be eligible to apply for study assistance, which may include reimbursement of costs up to $3000 per year and/or a maximum of eight hours per week paid leave (15 hours for aboriginal and torres strait islander employees), that can be used weekly, accumulated and used as a leave bank or both. performance management arrangements employees must participate in the department’s performance management arrangements. the
Department of Employment and Workplace Relations.txt596salary packagingsalary packaging employees may access salary packaging and may package up to 100% of salary. where an employee elects to access salary packaging, the employee’s salary for the purposes of superannuation, severance and termination payments, and any other purposes, will be determined as if the salary packaging arrangement had not occurred. 12 part d – capability development the department is committed to promoting and supporting workplace diversity and inclusion, creating an environment that values the contributions of people with different experiences and perspectives regardless of their race, gender identity, sexual orientation, intersex status, age, disability, language or cultural and linguistically diverse backgrounds. the department is an inclusive organisation that values fairness, equity and diversity, consistent with aps values and code of conduct. study assistance an employee undertaking formal study may be eligible to apply for study assistance, which may include reimbursement of costs up to $3000 per year and/or a maximum of eight hours per week paid leave (15 hours for aboriginal and torres strait islander employees), that can be used weekly, accumulated and used as a leave bank or both. performance management arrangements employees must participate in the department’s performance management arrangements. the performance management cycle runs from july to june each year. all employees will be required to have a current performance agreement, except non-ongoing employees engaged for less than three months. for more information about the performance management processes, including the responsibilities, rights and obligations of managers and employees in managing performance, employees should consult the performance management policy. managing underperformance where underperformance is identified, the department will work with affected employees and their managers to attain and sustain the standards required.
Department of Employment and Workplace Relations.txt597salary packagingemployees may access salary packaging and may package up to 100% of salary. where an employee elects to access salary packaging, the employee’s salary for the purposes of superannuation, severance and termination payments, and any other purposes, will be determined as if the salary packaging arrangement had not occurred. 12 part d – capability development the department is committed to promoting and supporting workplace diversity and inclusion, creating an environment that values the contributions of people with different experiences and perspectives regardless of their race, gender identity, sexual orientation, intersex status, age, disability, language or cultural and linguistically diverse backgrounds. the department is an inclusive organisation that values fairness, equity and diversity, consistent with aps values and code of conduct. study assistance an employee undertaking formal study may be eligible to apply for study assistance, which may include reimbursement of costs up to $3000 per year and/or a maximum of eight hours per week paid leave (15 hours for aboriginal and torres strait islander employees), that can be used weekly, accumulated and used as a leave bank or both. performance management arrangements employees must participate in the department’s performance management arrangements. the performance management cycle runs from july to june each year. all employees will be required to have a current performance agreement, except non-ongoing employees engaged for less than three months. for more information about the performance management processes, including the responsibilities, rights and obligations of managers and employees in managing performance, employees should consult the performance management policy. managing underperformance where underperformance is identified, the department will work with affected employees and their managers to attain and sustain the standards required. underperformance is when a manager makes an assessment that an employee’s performance
Department of Employment and Workplace Relations.txt598salary packagingwhere an employee elects to access salary packaging, the employee’s salary for the purposes of superannuation, severance and termination payments, and any other purposes, will be determined as if the salary packaging arrangement had not occurred. 12 part d – capability development the department is committed to promoting and supporting workplace diversity and inclusion, creating an environment that values the contributions of people with different experiences and perspectives regardless of their race, gender identity, sexual orientation, intersex status, age, disability, language or cultural and linguistically diverse backgrounds. the department is an inclusive organisation that values fairness, equity and diversity, consistent with aps values and code of conduct. study assistance an employee undertaking formal study may be eligible to apply for study assistance, which may include reimbursement of costs up to $3000 per year and/or a maximum of eight hours per week paid leave (15 hours for aboriginal and torres strait islander employees), that can be used weekly, accumulated and used as a leave bank or both. performance management arrangements employees must participate in the department’s performance management arrangements. the performance management cycle runs from july to june each year. all employees will be required to have a current performance agreement, except non-ongoing employees engaged for less than three months. for more information about the performance management processes, including the responsibilities, rights and obligations of managers and employees in managing performance, employees should consult the performance management policy. managing underperformance where underperformance is identified, the department will work with affected employees and their managers to attain and sustain the standards required. underperformance is when a manager makes an assessment that an employee’s performance does not meet expectations.
Department of Employment and Workplace Relations.txt600salary packagingdetermined as if the salary packaging arrangement had not occurred. 12 part d – capability development the department is committed to promoting and supporting workplace diversity and inclusion, creating an environment that values the contributions of people with different experiences and perspectives regardless of their race, gender identity, sexual orientation, intersex status, age, disability, language or cultural and linguistically diverse backgrounds. the department is an inclusive organisation that values fairness, equity and diversity, consistent with aps values and code of conduct. study assistance an employee undertaking formal study may be eligible to apply for study assistance, which may include reimbursement of costs up to $3000 per year and/or a maximum of eight hours per week paid leave (15 hours for aboriginal and torres strait islander employees), that can be used weekly, accumulated and used as a leave bank or both. performance management arrangements employees must participate in the department’s performance management arrangements. the performance management cycle runs from july to june each year. all employees will be required to have a current performance agreement, except non-ongoing employees engaged for less than three months. for more information about the performance management processes, including the responsibilities, rights and obligations of managers and employees in managing performance, employees should consult the performance management policy. managing underperformance where underperformance is identified, the department will work with affected employees and their managers to attain and sustain the standards required. underperformance is when a manager makes an assessment that an employee’s performance does not meet expectations. the underperformance procedures have been developed under the principles of procedural fairness, natural justice and provide rights to representation.
Department of Employment and Workplace Relations.txt610study assistancestudy assistance an employee undertaking formal study may be eligible to apply for study assistance, which may include reimbursement of costs up to $3000 per year and/or a maximum of eight hours per week paid leave (15 hours for aboriginal and torres strait islander employees), that can be used weekly, accumulated and used as a leave bank or both. performance management arrangements employees must participate in the department’s performance management arrangements. the performance management cycle runs from july to june each year. all employees will be required to have a current performance agreement, except non-ongoing employees engaged for less than three months. for more information about the performance management processes, including the responsibilities, rights and obligations of managers and employees in managing performance, employees should consult the performance management policy. managing underperformance where underperformance is identified, the department will work with affected employees and their managers to attain and sustain the standards required. underperformance is when a manager makes an assessment that an employee’s performance does not meet expectations. the underperformance procedures have been developed under the principles of procedural fairness, natural justice and provide rights to representation. for more information on managing underperformance, employees should consult the underperformance procedures. 13 part e – allowances health allowance to assist the promotion of good health, the department will provide each employee with a health related allowance to be paid as a lump sum on the first full pay period on or after 1 september each year as follows:
Department of Employment and Workplace Relations.txt611study assistancean employee undertaking formal study may be eligible to apply for study assistance, which may include reimbursement of costs up to $3000 per year and/or a maximum of eight hours per week paid leave (15 hours for aboriginal and torres strait islander employees), that can be used weekly, accumulated and used as a leave bank or both. performance management arrangements employees must participate in the department’s performance management arrangements. the performance management cycle runs from july to june each year. all employees will be required to have a current performance agreement, except non-ongoing employees engaged for less than three months. for more information about the performance management processes, including the responsibilities, rights and obligations of managers and employees in managing performance, employees should consult the performance management policy. managing underperformance where underperformance is identified, the department will work with affected employees and their managers to attain and sustain the standards required. underperformance is when a manager makes an assessment that an employee’s performance does not meet expectations. the underperformance procedures have been developed under the principles of procedural fairness, natural justice and provide rights to representation. for more information on managing underperformance, employees should consult the underperformance procedures. 13 part e – allowances health allowance to assist the promotion of good health, the department will provide each employee with a health related allowance to be paid as a lump sum on the first full pay period on or after 1 september each year as follows: a.
Department of Employment and Workplace Relations.txt648maternity leaveemployees who have commenced a period of lwop (other than maternity leave without pay) for a period of six months or more on or before 1 september each year will not be entitled to receive the health related allowance for that year. school holiday care allowance the department will contribute to the cost of school holiday care for primary school children of employees required to work. if more than one carer works for the department, the allowance will only be paid when they are both at work. on production of a receipt from an approved school holiday programme provider, the department will reimburse up to a maximum of $18 per child per day up to $180 per family per week. departmental liaison officer (dlo) allowance an employee who receives the annual dlo allowance is not entitled to claim for flex time or any overtime worked while performing the duties of dlo. the rate of dlo allowance is $20,789 per annum. workplace responsibility allowance an ongoing employee is entitled to a workplace responsibility allowance of $28 per fortnight where they are appointed to a workplace responsibility role and have successfully completed any training programmes and/or refresher courses required. a workplace responsibility role includes a first aid officer, emergency warden or health and safety representative. if an employee undertakes more than one of the recognised workplace responsibilities they will not be entitled to multiple payment of the workplace responsibility allowance. community and indigenous australian languages allowance where the secretary determines there is a continuing need to utilise an employee's particular language skills for communication (in languages other than english including deaf communication skills) in providing client or staff services, the employee will be entitled to the allowance provided in clause 11.15 of the aps award. where an employee is accredited to a fluent level in a recognised community or indigenous australian language by an appropriate individual or body, and where the employee is required to utilise the language in the delivery of the department’s programmes, the employee is
Department of Employment and Workplace Relations.txt660overtimeany overtime worked while performing the duties of dlo. the rate of dlo allowance is $20,789 per annum. workplace responsibility allowance an ongoing employee is entitled to a workplace responsibility allowance of $28 per fortnight where they are appointed to a workplace responsibility role and have successfully completed any training programmes and/or refresher courses required. a workplace responsibility role includes a first aid officer, emergency warden or health and safety representative. if an employee undertakes more than one of the recognised workplace responsibilities they will not be entitled to multiple payment of the workplace responsibility allowance. community and indigenous australian languages allowance where the secretary determines there is a continuing need to utilise an employee's particular language skills for communication (in languages other than english including deaf communication skills) in providing client or staff services, the employee will be entitled to the allowance provided in clause 11.15 of the aps award. where an employee is accredited to a fluent level in a recognised community or indigenous australian language by an appropriate individual or body, and where the employee is required to utilise the language in the delivery of the department’s programmes, the employee is eligible to receive an allowance of $1,700 per annum instead of the allowance at clause 82, which includes payment for any similar entitlement payable under the aps award. cadet book and equipment a cadet employee is entitled to reimbursement for all compulsory fees paid and reasonable expenses incurred for books and equipment during the year relating to the approved study paid for that year. 14 remote localities assistance (rla) where an employee is engaged or relocated to a remote locality, assistance will be provided. four categories have been determined for payment of rla, depending on the level of remoteness. the amount payable per annum for the life of the determination is at
Department of Employment and Workplace Relations.txt721traveldepartment, relocation assistance for the removal of furniture and effects and travel to the new locality may be provided at the discretion of the secretary. any assistance provided will take into account the business requirements and the monetary limits of the relocation provisions for employee initiated moves. employer initiated transfers where the department initiates the transfer, term transfer or temporary transfer of greater than 13 weeks from one locality to another, the employee may request a relocation assistance package for reimbursement of reasonable expenses. where the transfer is initiated by the department, and the employee is an "eligible employee" for the purposes of clause 11.5 of the aps award, the employee will be entitled to the greater of: a. the entitlements in clause 96 (which includes payment for any similar entitlements payable under the aps award); or b. the entitlements in clause 11.5 of the aps award (in which case the entitlements in clause 96 are not payable). employee initiated transfer where an employee of the department applies for promotion or transfer at level which involves permanently moving from one geographic locality to another, the employee may request a relocation assistance package for reimbursement of reasonable expenses. employees requesting transfer to another locality for personal reasons are generally not eligible for relocation assistance. where the transfer or promotion is initiated by the employee, and the employee is an "eligible employee" for the purposes of clause 11.5 of the aps award, the employee will be entitled to the greater of:
Department of Employment and Workplace Relations.txt782travelpart f – travel travel expenditure an employee who undertakes travel on official business and is required to be away from home overnight will be entitled to have actual travel expenditure within the indicative daily cap paid for or reimbursed by the department. for further information, employees should consult the travel policy. where the secretary decides that the accommodation rate is insufficient in specific circumstances, a higher rate may be approved. employees whose travel includes an overnight stay may withdraw up to $40 for incidentals and meals, from an automatic teller machine without the requirement to provide receipts of expenditure. any cash withdrawal will reduce the daily rates available for accommodation and other meals or incidental costs by the amount withdrawn. where an employee chooses to stay in non-commercial accommodation, employees may access up to $55 per night to meet expenses associated with staying in non-commercial accommodation. part day travel where an employee is required to travel for official business purposes for a period of ten hours or more but no overnight stay is required, a part day travel allowance of $40 will be payable to employees. reviewed travel allowance payment arrangements and the level of entitlement for travel expenses will be reviewed after 21 days away from home (in the one location) and paid on the basis of reasonable actual expenses or an alternative package of assistance approved by the secretary. a trip home will not be regarded as a break for the purposes of determining reviewed travel allowance. recognition of travel time for aps 1–6 (and equivalent) employees, travel on official business undertaken between 7:00 am to 7:00 pm may be recorded as flex time. travel time will not be paid as overtime. reasonable time off in lieu may be granted where employees are directed to travel outside
Department of Employment and Workplace Relations.txt783traveltravel expenditure an employee who undertakes travel on official business and is required to be away from home overnight will be entitled to have actual travel expenditure within the indicative daily cap paid for or reimbursed by the department. for further information, employees should consult the travel policy. where the secretary decides that the accommodation rate is insufficient in specific circumstances, a higher rate may be approved. employees whose travel includes an overnight stay may withdraw up to $40 for incidentals and meals, from an automatic teller machine without the requirement to provide receipts of expenditure. any cash withdrawal will reduce the daily rates available for accommodation and other meals or incidental costs by the amount withdrawn. where an employee chooses to stay in non-commercial accommodation, employees may access up to $55 per night to meet expenses associated with staying in non-commercial accommodation. part day travel where an employee is required to travel for official business purposes for a period of ten hours or more but no overnight stay is required, a part day travel allowance of $40 will be payable to employees. reviewed travel allowance payment arrangements and the level of entitlement for travel expenses will be reviewed after 21 days away from home (in the one location) and paid on the basis of reasonable actual expenses or an alternative package of assistance approved by the secretary. a trip home will not be regarded as a break for the purposes of determining reviewed travel allowance. recognition of travel time for aps 1–6 (and equivalent) employees, travel on official business undertaken between 7:00 am to 7:00 pm may be recorded as flex time. travel time will not be paid as overtime. reasonable time off in lieu may be granted where employees are directed to travel outside the hours of 7:00 am to 7:00 pm.
Department of Employment and Workplace Relations.txt784travelan employee who undertakes travel on official business and is required to be away from home overnight will be entitled to have actual travel expenditure within the indicative daily cap paid for or reimbursed by the department. for further information, employees should consult the travel policy. where the secretary decides that the accommodation rate is insufficient in specific circumstances, a higher rate may be approved. employees whose travel includes an overnight stay may withdraw up to $40 for incidentals and meals, from an automatic teller machine without the requirement to provide receipts of expenditure. any cash withdrawal will reduce the daily rates available for accommodation and other meals or incidental costs by the amount withdrawn. where an employee chooses to stay in non-commercial accommodation, employees may access up to $55 per night to meet expenses associated with staying in non-commercial accommodation. part day travel where an employee is required to travel for official business purposes for a period of ten hours or more but no overnight stay is required, a part day travel allowance of $40 will be payable to employees. reviewed travel allowance payment arrangements and the level of entitlement for travel expenses will be reviewed after 21 days away from home (in the one location) and paid on the basis of reasonable actual expenses or an alternative package of assistance approved by the secretary. a trip home will not be regarded as a break for the purposes of determining reviewed travel allowance. recognition of travel time for aps 1–6 (and equivalent) employees, travel on official business undertaken between 7:00 am to 7:00 pm may be recorded as flex time. travel time will not be paid as overtime. reasonable time off in lieu may be granted where employees are directed to travel outside the hours of 7:00 am to 7:00 pm. airline lounge membership
Department of Employment and Workplace Relations.txt785travelhome overnight will be entitled to have actual travel expenditure within the indicative daily cap paid for or reimbursed by the department. for further information, employees should consult the travel policy. where the secretary decides that the accommodation rate is insufficient in specific circumstances, a higher rate may be approved. employees whose travel includes an overnight stay may withdraw up to $40 for incidentals and meals, from an automatic teller machine without the requirement to provide receipts of expenditure. any cash withdrawal will reduce the daily rates available for accommodation and other meals or incidental costs by the amount withdrawn. where an employee chooses to stay in non-commercial accommodation, employees may access up to $55 per night to meet expenses associated with staying in non-commercial accommodation. part day travel where an employee is required to travel for official business purposes for a period of ten hours or more but no overnight stay is required, a part day travel allowance of $40 will be payable to employees. reviewed travel allowance payment arrangements and the level of entitlement for travel expenses will be reviewed after 21 days away from home (in the one location) and paid on the basis of reasonable actual expenses or an alternative package of assistance approved by the secretary. a trip home will not be regarded as a break for the purposes of determining reviewed travel allowance. recognition of travel time for aps 1–6 (and equivalent) employees, travel on official business undertaken between 7:00 am to 7:00 pm may be recorded as flex time. travel time will not be paid as overtime. reasonable time off in lieu may be granted where employees are directed to travel outside the hours of 7:00 am to 7:00 pm. airline lounge membership where it is anticipated that eight or more business trips will be required to be undertaken in
Department of Employment and Workplace Relations.txt787travelconsult the travel policy. where the secretary decides that the accommodation rate is insufficient in specific circumstances, a higher rate may be approved. employees whose travel includes an overnight stay may withdraw up to $40 for incidentals and meals, from an automatic teller machine without the requirement to provide receipts of expenditure. any cash withdrawal will reduce the daily rates available for accommodation and other meals or incidental costs by the amount withdrawn. where an employee chooses to stay in non-commercial accommodation, employees may access up to $55 per night to meet expenses associated with staying in non-commercial accommodation. part day travel where an employee is required to travel for official business purposes for a period of ten hours or more but no overnight stay is required, a part day travel allowance of $40 will be payable to employees. reviewed travel allowance payment arrangements and the level of entitlement for travel expenses will be reviewed after 21 days away from home (in the one location) and paid on the basis of reasonable actual expenses or an alternative package of assistance approved by the secretary. a trip home will not be regarded as a break for the purposes of determining reviewed travel allowance. recognition of travel time for aps 1–6 (and equivalent) employees, travel on official business undertaken between 7:00 am to 7:00 pm may be recorded as flex time. travel time will not be paid as overtime. reasonable time off in lieu may be granted where employees are directed to travel outside the hours of 7:00 am to 7:00 pm. airline lounge membership where it is anticipated that eight or more business trips will be required to be undertaken in a 12 month period, airline lounge membership is available for that period. motor vehicle allowance
Department of Employment and Workplace Relations.txt790travelemployees whose travel includes an overnight stay may withdraw up to $40 for incidentals and meals, from an automatic teller machine without the requirement to provide receipts of expenditure. any cash withdrawal will reduce the daily rates available for accommodation and other meals or incidental costs by the amount withdrawn. where an employee chooses to stay in non-commercial accommodation, employees may access up to $55 per night to meet expenses associated with staying in non-commercial accommodation. part day travel where an employee is required to travel for official business purposes for a period of ten hours or more but no overnight stay is required, a part day travel allowance of $40 will be payable to employees. reviewed travel allowance payment arrangements and the level of entitlement for travel expenses will be reviewed after 21 days away from home (in the one location) and paid on the basis of reasonable actual expenses or an alternative package of assistance approved by the secretary. a trip home will not be regarded as a break for the purposes of determining reviewed travel allowance. recognition of travel time for aps 1–6 (and equivalent) employees, travel on official business undertaken between 7:00 am to 7:00 pm may be recorded as flex time. travel time will not be paid as overtime. reasonable time off in lieu may be granted where employees are directed to travel outside the hours of 7:00 am to 7:00 pm. airline lounge membership where it is anticipated that eight or more business trips will be required to be undertaken in a 12 month period, airline lounge membership is available for that period. motor vehicle allowance where the secretary authorises an employee to use their private vehicle for official business purposes, the employee will be paid a motor vehicle allowance in accordance with the travel policy, as updated from time to time.
Department of Employment and Workplace Relations.txt797travelpart day travel where an employee is required to travel for official business purposes for a period of ten hours or more but no overnight stay is required, a part day travel allowance of $40 will be payable to employees. reviewed travel allowance payment arrangements and the level of entitlement for travel expenses will be reviewed after 21 days away from home (in the one location) and paid on the basis of reasonable actual expenses or an alternative package of assistance approved by the secretary. a trip home will not be regarded as a break for the purposes of determining reviewed travel allowance. recognition of travel time for aps 1–6 (and equivalent) employees, travel on official business undertaken between 7:00 am to 7:00 pm may be recorded as flex time. travel time will not be paid as overtime. reasonable time off in lieu may be granted where employees are directed to travel outside the hours of 7:00 am to 7:00 pm. airline lounge membership where it is anticipated that eight or more business trips will be required to be undertaken in a 12 month period, airline lounge membership is available for that period. motor vehicle allowance where the secretary authorises an employee to use their private vehicle for official business purposes, the employee will be paid a motor vehicle allowance in accordance with the travel policy, as updated from time to time. 17 emergency situations while travelling on official business assistance may be authorised by the secretary in situations where, while an employee is travelling on official business: a.
Department of Employment and Workplace Relations.txt798travelwhere an employee is required to travel for official business purposes for a period of ten hours or more but no overnight stay is required, a part day travel allowance of $40 will be payable to employees. reviewed travel allowance payment arrangements and the level of entitlement for travel expenses will be reviewed after 21 days away from home (in the one location) and paid on the basis of reasonable actual expenses or an alternative package of assistance approved by the secretary. a trip home will not be regarded as a break for the purposes of determining reviewed travel allowance. recognition of travel time for aps 1–6 (and equivalent) employees, travel on official business undertaken between 7:00 am to 7:00 pm may be recorded as flex time. travel time will not be paid as overtime. reasonable time off in lieu may be granted where employees are directed to travel outside the hours of 7:00 am to 7:00 pm. airline lounge membership where it is anticipated that eight or more business trips will be required to be undertaken in a 12 month period, airline lounge membership is available for that period. motor vehicle allowance where the secretary authorises an employee to use their private vehicle for official business purposes, the employee will be paid a motor vehicle allowance in accordance with the travel policy, as updated from time to time. 17 emergency situations while travelling on official business assistance may be authorised by the secretary in situations where, while an employee is travelling on official business: a.
Department of Employment and Workplace Relations.txt799travelhours or more but no overnight stay is required, a part day travel allowance of $40 will be payable to employees. reviewed travel allowance payment arrangements and the level of entitlement for travel expenses will be reviewed after 21 days away from home (in the one location) and paid on the basis of reasonable actual expenses or an alternative package of assistance approved by the secretary. a trip home will not be regarded as a break for the purposes of determining reviewed travel allowance. recognition of travel time for aps 1–6 (and equivalent) employees, travel on official business undertaken between 7:00 am to 7:00 pm may be recorded as flex time. travel time will not be paid as overtime. reasonable time off in lieu may be granted where employees are directed to travel outside the hours of 7:00 am to 7:00 pm. airline lounge membership where it is anticipated that eight or more business trips will be required to be undertaken in a 12 month period, airline lounge membership is available for that period. motor vehicle allowance where the secretary authorises an employee to use their private vehicle for official business purposes, the employee will be paid a motor vehicle allowance in accordance with the travel policy, as updated from time to time. 17 emergency situations while travelling on official business assistance may be authorised by the secretary in situations where, while an employee is travelling on official business: a. an employee becomes critically or dangerously ill and the employee’s partner or a family
Department of Employment and Workplace Relations.txt799travel allowancehours or more but no overnight stay is required, a part day travel allowance of $40 will be payable to employees. reviewed travel allowance payment arrangements and the level of entitlement for travel expenses will be reviewed after 21 days away from home (in the one location) and paid on the basis of reasonable actual expenses or an alternative package of assistance approved by the secretary. a trip home will not be regarded as a break for the purposes of determining reviewed travel allowance. recognition of travel time for aps 1–6 (and equivalent) employees, travel on official business undertaken between 7:00 am to 7:00 pm may be recorded as flex time. travel time will not be paid as overtime. reasonable time off in lieu may be granted where employees are directed to travel outside the hours of 7:00 am to 7:00 pm. airline lounge membership where it is anticipated that eight or more business trips will be required to be undertaken in a 12 month period, airline lounge membership is available for that period. motor vehicle allowance where the secretary authorises an employee to use their private vehicle for official business purposes, the employee will be paid a motor vehicle allowance in accordance with the travel policy, as updated from time to time. 17 emergency situations while travelling on official business assistance may be authorised by the secretary in situations where, while an employee is travelling on official business: a. an employee becomes critically or dangerously ill and the employee’s partner or a family
Department of Employment and Workplace Relations.txt801travelreviewed travel allowance payment arrangements and the level of entitlement for travel expenses will be reviewed after 21 days away from home (in the one location) and paid on the basis of reasonable actual expenses or an alternative package of assistance approved by the secretary. a trip home will not be regarded as a break for the purposes of determining reviewed travel allowance. recognition of travel time for aps 1–6 (and equivalent) employees, travel on official business undertaken between 7:00 am to 7:00 pm may be recorded as flex time. travel time will not be paid as overtime. reasonable time off in lieu may be granted where employees are directed to travel outside the hours of 7:00 am to 7:00 pm. airline lounge membership where it is anticipated that eight or more business trips will be required to be undertaken in a 12 month period, airline lounge membership is available for that period. motor vehicle allowance where the secretary authorises an employee to use their private vehicle for official business purposes, the employee will be paid a motor vehicle allowance in accordance with the travel policy, as updated from time to time. 17 emergency situations while travelling on official business assistance may be authorised by the secretary in situations where, while an employee is travelling on official business: a. an employee becomes critically or dangerously ill and the employee’s partner or a family member travels to visit the employee or
Department of Employment and Workplace Relations.txt801travel allowancereviewed travel allowance payment arrangements and the level of entitlement for travel expenses will be reviewed after 21 days away from home (in the one location) and paid on the basis of reasonable actual expenses or an alternative package of assistance approved by the secretary. a trip home will not be regarded as a break for the purposes of determining reviewed travel allowance. recognition of travel time for aps 1–6 (and equivalent) employees, travel on official business undertaken between 7:00 am to 7:00 pm may be recorded as flex time. travel time will not be paid as overtime. reasonable time off in lieu may be granted where employees are directed to travel outside the hours of 7:00 am to 7:00 pm. airline lounge membership where it is anticipated that eight or more business trips will be required to be undertaken in a 12 month period, airline lounge membership is available for that period. motor vehicle allowance where the secretary authorises an employee to use their private vehicle for official business purposes, the employee will be paid a motor vehicle allowance in accordance with the travel policy, as updated from time to time. 17 emergency situations while travelling on official business assistance may be authorised by the secretary in situations where, while an employee is travelling on official business: a. an employee becomes critically or dangerously ill and the employee’s partner or a family member travels to visit the employee or
Department of Employment and Workplace Relations.txt802travelpayment arrangements and the level of entitlement for travel expenses will be reviewed after 21 days away from home (in the one location) and paid on the basis of reasonable actual expenses or an alternative package of assistance approved by the secretary. a trip home will not be regarded as a break for the purposes of determining reviewed travel allowance. recognition of travel time for aps 1–6 (and equivalent) employees, travel on official business undertaken between 7:00 am to 7:00 pm may be recorded as flex time. travel time will not be paid as overtime. reasonable time off in lieu may be granted where employees are directed to travel outside the hours of 7:00 am to 7:00 pm. airline lounge membership where it is anticipated that eight or more business trips will be required to be undertaken in a 12 month period, airline lounge membership is available for that period. motor vehicle allowance where the secretary authorises an employee to use their private vehicle for official business purposes, the employee will be paid a motor vehicle allowance in accordance with the travel policy, as updated from time to time. 17 emergency situations while travelling on official business assistance may be authorised by the secretary in situations where, while an employee is travelling on official business: a. an employee becomes critically or dangerously ill and the employee’s partner or a family member travels to visit the employee or b.
Department of Employment and Workplace Relations.txt805travelhome will not be regarded as a break for the purposes of determining reviewed travel allowance. recognition of travel time for aps 1–6 (and equivalent) employees, travel on official business undertaken between 7:00 am to 7:00 pm may be recorded as flex time. travel time will not be paid as overtime. reasonable time off in lieu may be granted where employees are directed to travel outside the hours of 7:00 am to 7:00 pm. airline lounge membership where it is anticipated that eight or more business trips will be required to be undertaken in a 12 month period, airline lounge membership is available for that period. motor vehicle allowance where the secretary authorises an employee to use their private vehicle for official business purposes, the employee will be paid a motor vehicle allowance in accordance with the travel policy, as updated from time to time. 17 emergency situations while travelling on official business assistance may be authorised by the secretary in situations where, while an employee is travelling on official business: a. an employee becomes critically or dangerously ill and the employee’s partner or a family member travels to visit the employee or b. a member of the employee’s family or the employee’s partner’s family dies or becomes critically or dangerously ill and the employee travels to visit the critically or dangerously
Department of Employment and Workplace Relations.txt807travelrecognition of travel time for aps 1–6 (and equivalent) employees, travel on official business undertaken between 7:00 am to 7:00 pm may be recorded as flex time. travel time will not be paid as overtime. reasonable time off in lieu may be granted where employees are directed to travel outside the hours of 7:00 am to 7:00 pm. airline lounge membership where it is anticipated that eight or more business trips will be required to be undertaken in a 12 month period, airline lounge membership is available for that period. motor vehicle allowance where the secretary authorises an employee to use their private vehicle for official business purposes, the employee will be paid a motor vehicle allowance in accordance with the travel policy, as updated from time to time. 17 emergency situations while travelling on official business assistance may be authorised by the secretary in situations where, while an employee is travelling on official business: a. an employee becomes critically or dangerously ill and the employee’s partner or a family member travels to visit the employee or b. a member of the employee’s family or the employee’s partner’s family dies or becomes critically or dangerously ill and the employee travels to visit the critically or dangerously ill family member.
Department of Employment and Workplace Relations.txt807recognition of travel timerecognition of travel time for aps 1–6 (and equivalent) employees, travel on official business undertaken between 7:00 am to 7:00 pm may be recorded as flex time. travel time will not be paid as overtime. reasonable time off in lieu may be granted where employees are directed to travel outside the hours of 7:00 am to 7:00 pm. airline lounge membership where it is anticipated that eight or more business trips will be required to be undertaken in a 12 month period, airline lounge membership is available for that period. motor vehicle allowance where the secretary authorises an employee to use their private vehicle for official business purposes, the employee will be paid a motor vehicle allowance in accordance with the travel policy, as updated from time to time. 17 emergency situations while travelling on official business assistance may be authorised by the secretary in situations where, while an employee is travelling on official business: a. an employee becomes critically or dangerously ill and the employee’s partner or a family member travels to visit the employee or b. a member of the employee’s family or the employee’s partner’s family dies or becomes critically or dangerously ill and the employee travels to visit the critically or dangerously ill family member.
Department of Employment and Workplace Relations.txt808travelfor aps 1–6 (and equivalent) employees, travel on official business undertaken between 7:00 am to 7:00 pm may be recorded as flex time. travel time will not be paid as overtime. reasonable time off in lieu may be granted where employees are directed to travel outside the hours of 7:00 am to 7:00 pm. airline lounge membership where it is anticipated that eight or more business trips will be required to be undertaken in a 12 month period, airline lounge membership is available for that period. motor vehicle allowance where the secretary authorises an employee to use their private vehicle for official business purposes, the employee will be paid a motor vehicle allowance in accordance with the travel policy, as updated from time to time. 17 emergency situations while travelling on official business assistance may be authorised by the secretary in situations where, while an employee is travelling on official business: a. an employee becomes critically or dangerously ill and the employee’s partner or a family member travels to visit the employee or b. a member of the employee’s family or the employee’s partner’s family dies or becomes critically or dangerously ill and the employee travels to visit the critically or dangerously ill family member. the assistance may comprise:
Department of Employment and Workplace Relations.txt810traveltravel time will not be paid as overtime. reasonable time off in lieu may be granted where employees are directed to travel outside the hours of 7:00 am to 7:00 pm. airline lounge membership where it is anticipated that eight or more business trips will be required to be undertaken in a 12 month period, airline lounge membership is available for that period. motor vehicle allowance where the secretary authorises an employee to use their private vehicle for official business purposes, the employee will be paid a motor vehicle allowance in accordance with the travel policy, as updated from time to time. 17 emergency situations while travelling on official business assistance may be authorised by the secretary in situations where, while an employee is travelling on official business: a. an employee becomes critically or dangerously ill and the employee’s partner or a family member travels to visit the employee or b. a member of the employee’s family or the employee’s partner’s family dies or becomes critically or dangerously ill and the employee travels to visit the critically or dangerously ill family member. the assistance may comprise: a.
Department of Employment and Workplace Relations.txt810overtimetravel time will not be paid as overtime. reasonable time off in lieu may be granted where employees are directed to travel outside the hours of 7:00 am to 7:00 pm. airline lounge membership where it is anticipated that eight or more business trips will be required to be undertaken in a 12 month period, airline lounge membership is available for that period. motor vehicle allowance where the secretary authorises an employee to use their private vehicle for official business purposes, the employee will be paid a motor vehicle allowance in accordance with the travel policy, as updated from time to time. 17 emergency situations while travelling on official business assistance may be authorised by the secretary in situations where, while an employee is travelling on official business: a. an employee becomes critically or dangerously ill and the employee’s partner or a family member travels to visit the employee or b. a member of the employee’s family or the employee’s partner’s family dies or becomes critically or dangerously ill and the employee travels to visit the critically or dangerously ill family member. the assistance may comprise: a.
Department of Employment and Workplace Relations.txt811travelreasonable time off in lieu may be granted where employees are directed to travel outside the hours of 7:00 am to 7:00 pm. airline lounge membership where it is anticipated that eight or more business trips will be required to be undertaken in a 12 month period, airline lounge membership is available for that period. motor vehicle allowance where the secretary authorises an employee to use their private vehicle for official business purposes, the employee will be paid a motor vehicle allowance in accordance with the travel policy, as updated from time to time. 17 emergency situations while travelling on official business assistance may be authorised by the secretary in situations where, while an employee is travelling on official business: a. an employee becomes critically or dangerously ill and the employee’s partner or a family member travels to visit the employee or b. a member of the employee’s family or the employee’s partner’s family dies or becomes critically or dangerously ill and the employee travels to visit the critically or dangerously ill family member. the assistance may comprise: a. reimbursement to the employee for the cost of an economy return airfare in respect of
Department of Employment and Workplace Relations.txt818travelpurposes, the employee will be paid a motor vehicle allowance in accordance with the travel policy, as updated from time to time. 17 emergency situations while travelling on official business assistance may be authorised by the secretary in situations where, while an employee is travelling on official business: a. an employee becomes critically or dangerously ill and the employee’s partner or a family member travels to visit the employee or b. a member of the employee’s family or the employee’s partner’s family dies or becomes critically or dangerously ill and the employee travels to visit the critically or dangerously ill family member. the assistance may comprise: a. reimbursement to the employee for the cost of an economy return airfare in respect of travel within australia b. where the use of a motor vehicle is approved, or is the most appropriate form of travel, motor vehicle allowance consistent with provisions in this determination.
Department of Employment and Workplace Relations.txt823travelemergency situations while travelling on official business assistance may be authorised by the secretary in situations where, while an employee is travelling on official business: a. an employee becomes critically or dangerously ill and the employee’s partner or a family member travels to visit the employee or b. a member of the employee’s family or the employee’s partner’s family dies or becomes critically or dangerously ill and the employee travels to visit the critically or dangerously ill family member. the assistance may comprise: a. reimbursement to the employee for the cost of an economy return airfare in respect of travel within australia b. where the use of a motor vehicle is approved, or is the most appropriate form of travel, motor vehicle allowance consistent with provisions in this determination. family care expenses when travelling when an employee with family caring responsibilities is required to travel away from home for official purposes, the department will provide reimbursement on production of receipts for the full cost of ‘additional commercial care’ (over normal caring arrangements). where commercial care is not available, the secretary has the discretion to approve the cost
Department of Employment and Workplace Relations.txt825traveltravelling on official business: a. an employee becomes critically or dangerously ill and the employee’s partner or a family member travels to visit the employee or b. a member of the employee’s family or the employee’s partner’s family dies or becomes critically or dangerously ill and the employee travels to visit the critically or dangerously ill family member. the assistance may comprise: a. reimbursement to the employee for the cost of an economy return airfare in respect of travel within australia b. where the use of a motor vehicle is approved, or is the most appropriate form of travel, motor vehicle allowance consistent with provisions in this determination. family care expenses when travelling when an employee with family caring responsibilities is required to travel away from home for official purposes, the department will provide reimbursement on production of receipts for the full cost of ‘additional commercial care’ (over normal caring arrangements). where commercial care is not available, the secretary has the discretion to approve the cost of the care provided by other arrangements. this reimbursement will be up to $60 per night subject to provision of satisfactory evidence.
Department of Employment and Workplace Relations.txt829travelmember travels to visit the employee or b. a member of the employee’s family or the employee’s partner’s family dies or becomes critically or dangerously ill and the employee travels to visit the critically or dangerously ill family member. the assistance may comprise: a. reimbursement to the employee for the cost of an economy return airfare in respect of travel within australia b. where the use of a motor vehicle is approved, or is the most appropriate form of travel, motor vehicle allowance consistent with provisions in this determination. family care expenses when travelling when an employee with family caring responsibilities is required to travel away from home for official purposes, the department will provide reimbursement on production of receipts for the full cost of ‘additional commercial care’ (over normal caring arrangements). where commercial care is not available, the secretary has the discretion to approve the cost of the care provided by other arrangements. this reimbursement will be up to $60 per night subject to provision of satisfactory evidence. 18 part g – flexible working arrangements
Department of Employment and Workplace Relations.txt834travelcritically or dangerously ill and the employee travels to visit the critically or dangerously ill family member. the assistance may comprise: a. reimbursement to the employee for the cost of an economy return airfare in respect of travel within australia b. where the use of a motor vehicle is approved, or is the most appropriate form of travel, motor vehicle allowance consistent with provisions in this determination. family care expenses when travelling when an employee with family caring responsibilities is required to travel away from home for official purposes, the department will provide reimbursement on production of receipts for the full cost of ‘additional commercial care’ (over normal caring arrangements). where commercial care is not available, the secretary has the discretion to approve the cost of the care provided by other arrangements. this reimbursement will be up to $60 per night subject to provision of satisfactory evidence. 18 part g – flexible working arrangements the department recognises employees have family and personal commitments and is committed to providing flexibility in working arrangements that allow the department to be responsive and to assist employees to balance their personal and work commitments. an employee, including casual employees, may request flexible working arrangements consistent with the fair work act 2009 (cth) (fw act).
Department of Employment and Workplace Relations.txt841traveltravel within australia b. where the use of a motor vehicle is approved, or is the most appropriate form of travel, motor vehicle allowance consistent with provisions in this determination. family care expenses when travelling when an employee with family caring responsibilities is required to travel away from home for official purposes, the department will provide reimbursement on production of receipts for the full cost of ‘additional commercial care’ (over normal caring arrangements). where commercial care is not available, the secretary has the discretion to approve the cost of the care provided by other arrangements. this reimbursement will be up to $60 per night subject to provision of satisfactory evidence. 18 part g – flexible working arrangements the department recognises employees have family and personal commitments and is committed to providing flexibility in working arrangements that allow the department to be responsive and to assist employees to balance their personal and work commitments. an employee, including casual employees, may request flexible working arrangements consistent with the fair work act 2009 (cth) (fw act). working hours all employees are required to maintain a record of attendance. non-shiftworker full-time employees are required to work 7 hours and 30 minutes per day, being a total of 37.5 hours per week and 150 hours per four week settlement period. this time is made up of: a.
Department of Employment and Workplace Relations.txt845travelwhere the use of a motor vehicle is approved, or is the most appropriate form of travel, motor vehicle allowance consistent with provisions in this determination. family care expenses when travelling when an employee with family caring responsibilities is required to travel away from home for official purposes, the department will provide reimbursement on production of receipts for the full cost of ‘additional commercial care’ (over normal caring arrangements). where commercial care is not available, the secretary has the discretion to approve the cost of the care provided by other arrangements. this reimbursement will be up to $60 per night subject to provision of satisfactory evidence. 18 part g – flexible working arrangements the department recognises employees have family and personal commitments and is committed to providing flexibility in working arrangements that allow the department to be responsive and to assist employees to balance their personal and work commitments. an employee, including casual employees, may request flexible working arrangements consistent with the fair work act 2009 (cth) (fw act). working hours all employees are required to maintain a record of attendance. non-shiftworker full-time employees are required to work 7 hours and 30 minutes per day, being a total of 37.5 hours per week and 150 hours per four week settlement period. this time is made up of: a. ordinary hours of work of 7 hours and 21 minutes per day, being a total of 36 hours and 45 minutes per week and 147 hours per four week settlement period; and b.
Department of Employment and Workplace Relations.txt848travelfamily care expenses when travelling when an employee with family caring responsibilities is required to travel away from home for official purposes, the department will provide reimbursement on production of receipts for the full cost of ‘additional commercial care’ (over normal caring arrangements). where commercial care is not available, the secretary has the discretion to approve the cost of the care provided by other arrangements. this reimbursement will be up to $60 per night subject to provision of satisfactory evidence. 18 part g – flexible working arrangements the department recognises employees have family and personal commitments and is committed to providing flexibility in working arrangements that allow the department to be responsive and to assist employees to balance their personal and work commitments. an employee, including casual employees, may request flexible working arrangements consistent with the fair work act 2009 (cth) (fw act). working hours all employees are required to maintain a record of attendance. non-shiftworker full-time employees are required to work 7 hours and 30 minutes per day, being a total of 37.5 hours per week and 150 hours per four week settlement period. this time is made up of: a. ordinary hours of work of 7 hours and 21 minutes per day, being a total of 36 hours and 45 minutes per week and 147 hours per four week settlement period; and b. an additional 9 minutes per day, being a total of 45 additional minutes per week or 3 additional hours per settlement period. the employee's salary rate includes payment for
Department of Employment and Workplace Relations.txt849travelwhen an employee with family caring responsibilities is required to travel away from home for official purposes, the department will provide reimbursement on production of receipts for the full cost of ‘additional commercial care’ (over normal caring arrangements). where commercial care is not available, the secretary has the discretion to approve the cost of the care provided by other arrangements. this reimbursement will be up to $60 per night subject to provision of satisfactory evidence. 18 part g – flexible working arrangements the department recognises employees have family and personal commitments and is committed to providing flexibility in working arrangements that allow the department to be responsive and to assist employees to balance their personal and work commitments. an employee, including casual employees, may request flexible working arrangements consistent with the fair work act 2009 (cth) (fw act). working hours all employees are required to maintain a record of attendance. non-shiftworker full-time employees are required to work 7 hours and 30 minutes per day, being a total of 37.5 hours per week and 150 hours per four week settlement period. this time is made up of: a. ordinary hours of work of 7 hours and 21 minutes per day, being a total of 36 hours and 45 minutes per week and 147 hours per four week settlement period; and b. an additional 9 minutes per day, being a total of 45 additional minutes per week or 3 additional hours per settlement period. the employee's salary rate includes payment for this additional time, including any overtime payable under the aps award. the additional
Department of Employment and Workplace Relations.txt878overtimethis additional time, including any overtime payable under the aps award. the additional time is treated as part of an employee's ordinary hours for all purposes under this determination. shiftworker employees are required to work ordinary hours of 7 hours and 30 minutes per day averaged over a period of up to 28 days or the employee's roster cycle (whichever is the longest). for all non-shiftworker employees: a. the default span of hours (bandwidth) during which an employee may work their ordinary hours is 8:00 am to 6:00 pm, monday to friday. the bandwidth may be varied to an alternative 10 hour period between 6:00 am and 6:00 pm by agreement between an employee and the secretary; and b. where an employee requests to work ordinary hours during the period: i. between 7:00 am and 8:00 am; and/or ii. between the end of the bandwidth referred to in clause 124(a) and 7:00 pm, the employee's salary rate compensates the employee for performing work in that period, including any overtime or shift penalties payable under the aps award. the time worked in that period will be treated as part of an employee's ordinary hours for all purposes under this determination.
Department of Employment and Workplace Relations.txt888bandwidththe default span of hours (bandwidth) during which an employee may work their ordinary hours is 8:00 am to 6:00 pm, monday to friday. the bandwidth may be varied to an alternative 10 hour period between 6:00 am and 6:00 pm by agreement between an employee and the secretary; and b. where an employee requests to work ordinary hours during the period: i. between 7:00 am and 8:00 am; and/or ii. between the end of the bandwidth referred to in clause 124(a) and 7:00 pm, the employee's salary rate compensates the employee for performing work in that period, including any overtime or shift penalties payable under the aps award. the time worked in that period will be treated as part of an employee's ordinary hours for all purposes under this determination. employees must take a meal break at least 30 minutes after five continuous hours of work. the maximum number of agreed working hours to be worked in a day is 10 hours, unless also working overtime. employees should not commence work on any day without having at least eight hours plus reasonable travelling time minimum break from the previous day’s work, including any overtime worked, without specific approval from the secretary. where the secretary requires an employee to resume or continue work without having had a minimum break, the employee will be paid at double the hourly rate for the hours worked, until they have had an eight hour break plus reasonable travelling time. where all or some of the employee’s minimum break occurs during ordinary hours, the
Department of Employment and Workplace Relations.txt889bandwidthhours is 8:00 am to 6:00 pm, monday to friday. the bandwidth may be varied to an alternative 10 hour period between 6:00 am and 6:00 pm by agreement between an employee and the secretary; and b. where an employee requests to work ordinary hours during the period: i. between 7:00 am and 8:00 am; and/or ii. between the end of the bandwidth referred to in clause 124(a) and 7:00 pm, the employee's salary rate compensates the employee for performing work in that period, including any overtime or shift penalties payable under the aps award. the time worked in that period will be treated as part of an employee's ordinary hours for all purposes under this determination. employees must take a meal break at least 30 minutes after five continuous hours of work. the maximum number of agreed working hours to be worked in a day is 10 hours, unless also working overtime. employees should not commence work on any day without having at least eight hours plus reasonable travelling time minimum break from the previous day’s work, including any overtime worked, without specific approval from the secretary. where the secretary requires an employee to resume or continue work without having had a minimum break, the employee will be paid at double the hourly rate for the hours worked, until they have had an eight hour break plus reasonable travelling time. where all or some of the employee’s minimum break occurs during ordinary hours, the employee will not lose pay for the absence.
Department of Employment and Workplace Relations.txt902bandwidthbetween the end of the bandwidth referred to in clause 124(a) and 7:00 pm, the employee's salary rate compensates the employee for performing work in that period, including any overtime or shift penalties payable under the aps award. the time worked in that period will be treated as part of an employee's ordinary hours for all purposes under this determination. employees must take a meal break at least 30 minutes after five continuous hours of work. the maximum number of agreed working hours to be worked in a day is 10 hours, unless also working overtime. employees should not commence work on any day without having at least eight hours plus reasonable travelling time minimum break from the previous day’s work, including any overtime worked, without specific approval from the secretary. where the secretary requires an employee to resume or continue work without having had a minimum break, the employee will be paid at double the hourly rate for the hours worked, until they have had an eight hour break plus reasonable travelling time. where all or some of the employee’s minimum break occurs during ordinary hours, the employee will not lose pay for the absence. arrangements for shiftworkers are contained in attachment e of the determination. 19 ordinary hours – full time employees an employee’s pattern of ordinary hours should be agreed between the employee and their manager. these ordinary hours may need to be varied on occasions by either the employee or the manager to accommodate operational or personal requirements. where agreement cannot be reached on the pattern of ordinary hours, the issue should be raised with the next level manager. where agreement cannot be reached on the pattern of ordinary hours, the employee will work a standard day. part time employees the department may engage an employee on a part time basis. an employee engaged on a part time basis does not have an automatic right to vary their part time hours or access full
Department of Employment and Workplace Relations.txt905overtimeincluding any overtime or shift penalties payable under the aps award. the time worked in that period will be treated as part of an employee's ordinary hours for all purposes under this determination. employees must take a meal break at least 30 minutes after five continuous hours of work. the maximum number of agreed working hours to be worked in a day is 10 hours, unless also working overtime. employees should not commence work on any day without having at least eight hours plus reasonable travelling time minimum break from the previous day’s work, including any overtime worked, without specific approval from the secretary. where the secretary requires an employee to resume or continue work without having had a minimum break, the employee will be paid at double the hourly rate for the hours worked, until they have had an eight hour break plus reasonable travelling time. where all or some of the employee’s minimum break occurs during ordinary hours, the employee will not lose pay for the absence. arrangements for shiftworkers are contained in attachment e of the determination. 19 ordinary hours – full time employees an employee’s pattern of ordinary hours should be agreed between the employee and their manager. these ordinary hours may need to be varied on occasions by either the employee or the manager to accommodate operational or personal requirements. where agreement cannot be reached on the pattern of ordinary hours, the issue should be raised with the next level manager. where agreement cannot be reached on the pattern of ordinary hours, the employee will work a standard day. part time employees the department may engage an employee on a part time basis. an employee engaged on a part time basis does not have an automatic right to vary their part time hours or access full time hours. a part time employee is an employee whose ordinary hours are less than 150 hours per settlement period (being made up of 147 ordinary hours plus the additional time referred to
Department of Employment and Workplace Relations.txt910overtimealso working overtime. employees should not commence work on any day without having at least eight hours plus reasonable travelling time minimum break from the previous day’s work, including any overtime worked, without specific approval from the secretary. where the secretary requires an employee to resume or continue work without having had a minimum break, the employee will be paid at double the hourly rate for the hours worked, until they have had an eight hour break plus reasonable travelling time. where all or some of the employee’s minimum break occurs during ordinary hours, the employee will not lose pay for the absence. arrangements for shiftworkers are contained in attachment e of the determination. 19 ordinary hours – full time employees an employee’s pattern of ordinary hours should be agreed between the employee and their manager. these ordinary hours may need to be varied on occasions by either the employee or the manager to accommodate operational or personal requirements. where agreement cannot be reached on the pattern of ordinary hours, the issue should be raised with the next level manager. where agreement cannot be reached on the pattern of ordinary hours, the employee will work a standard day. part time employees the department may engage an employee on a part time basis. an employee engaged on a part time basis does not have an automatic right to vary their part time hours or access full time hours. a part time employee is an employee whose ordinary hours are less than 150 hours per settlement period (being made up of 147 ordinary hours plus the additional time referred to at clause 122(b)). employees are required to work at least three continuous hours on any agreed working day. employees who work part time can agree to work outside their agreed ordinary hours and pattern of work. in such instances, part time aps employees will be entitled to access flex time provisions, and el employees are entitled to access time off in lieu (toil), subject to
Department of Employment and Workplace Relations.txt912travelreasonable travelling time minimum break from the previous day’s work, including any overtime worked, without specific approval from the secretary. where the secretary requires an employee to resume or continue work without having had a minimum break, the employee will be paid at double the hourly rate for the hours worked, until they have had an eight hour break plus reasonable travelling time. where all or some of the employee’s minimum break occurs during ordinary hours, the employee will not lose pay for the absence. arrangements for shiftworkers are contained in attachment e of the determination. 19 ordinary hours – full time employees an employee’s pattern of ordinary hours should be agreed between the employee and their manager. these ordinary hours may need to be varied on occasions by either the employee or the manager to accommodate operational or personal requirements. where agreement cannot be reached on the pattern of ordinary hours, the issue should be raised with the next level manager. where agreement cannot be reached on the pattern of ordinary hours, the employee will work a standard day. part time employees the department may engage an employee on a part time basis. an employee engaged on a part time basis does not have an automatic right to vary their part time hours or access full time hours. a part time employee is an employee whose ordinary hours are less than 150 hours per settlement period (being made up of 147 ordinary hours plus the additional time referred to at clause 122(b)). employees are required to work at least three continuous hours on any agreed working day. employees who work part time can agree to work outside their agreed ordinary hours and pattern of work. in such instances, part time aps employees will be entitled to access flex time provisions, and el employees are entitled to access time off in lieu (toil), subject to the executive level toil provisions located in clauses 162-165. where work is directed outside an aps employee’s agreed ordinary hours, overtime rates are applicable.
Department of Employment and Workplace Relations.txt913overtimeovertime worked, without specific approval from the secretary. where the secretary requires an employee to resume or continue work without having had a minimum break, the employee will be paid at double the hourly rate for the hours worked, until they have had an eight hour break plus reasonable travelling time. where all or some of the employee’s minimum break occurs during ordinary hours, the employee will not lose pay for the absence. arrangements for shiftworkers are contained in attachment e of the determination. 19 ordinary hours – full time employees an employee’s pattern of ordinary hours should be agreed between the employee and their manager. these ordinary hours may need to be varied on occasions by either the employee or the manager to accommodate operational or personal requirements. where agreement cannot be reached on the pattern of ordinary hours, the issue should be raised with the next level manager. where agreement cannot be reached on the pattern of ordinary hours, the employee will work a standard day. part time employees the department may engage an employee on a part time basis. an employee engaged on a part time basis does not have an automatic right to vary their part time hours or access full time hours. a part time employee is an employee whose ordinary hours are less than 150 hours per settlement period (being made up of 147 ordinary hours plus the additional time referred to at clause 122(b)). employees are required to work at least three continuous hours on any agreed working day. employees who work part time can agree to work outside their agreed ordinary hours and pattern of work. in such instances, part time aps employees will be entitled to access flex time provisions, and el employees are entitled to access time off in lieu (toil), subject to the executive level toil provisions located in clauses 162-165. where work is directed outside an aps employee’s agreed ordinary hours, overtime rates are applicable. an employee may request access to part time employment at any time. managers will make
Department of Employment and Workplace Relations.txt916traveluntil they have had an eight hour break plus reasonable travelling time. where all or some of the employee’s minimum break occurs during ordinary hours, the employee will not lose pay for the absence. arrangements for shiftworkers are contained in attachment e of the determination. 19 ordinary hours – full time employees an employee’s pattern of ordinary hours should be agreed between the employee and their manager. these ordinary hours may need to be varied on occasions by either the employee or the manager to accommodate operational or personal requirements. where agreement cannot be reached on the pattern of ordinary hours, the issue should be raised with the next level manager. where agreement cannot be reached on the pattern of ordinary hours, the employee will work a standard day. part time employees the department may engage an employee on a part time basis. an employee engaged on a part time basis does not have an automatic right to vary their part time hours or access full time hours. a part time employee is an employee whose ordinary hours are less than 150 hours per settlement period (being made up of 147 ordinary hours plus the additional time referred to at clause 122(b)). employees are required to work at least three continuous hours on any agreed working day. employees who work part time can agree to work outside their agreed ordinary hours and pattern of work. in such instances, part time aps employees will be entitled to access flex time provisions, and el employees are entitled to access time off in lieu (toil), subject to the executive level toil provisions located in clauses 162-165. where work is directed outside an aps employee’s agreed ordinary hours, overtime rates are applicable. an employee may request access to part time employment at any time. managers will make every attempt to accommodate the request having regard to both operational requirements of the department and the personal needs of the employee. employees returning from maternity, parental, adoption or foster care leave will be provided
Department of Employment and Workplace Relations.txt941overtimeoutside an aps employee’s agreed ordinary hours, overtime rates are applicable. an employee may request access to part time employment at any time. managers will make every attempt to accommodate the request having regard to both operational requirements of the department and the personal needs of the employee. employees returning from maternity, parental, adoption or foster care leave will be provided with access to part time employment, upon application, until the child reaches three years of age. thereafter, an employee may request flexible working arrangements in accordance with the fw act. the part time hours and days of work are to be agreed between the manager and employee having regard to operational requirements and the employee’s circumstances. before parttime duty commences, the secretary will issue a notice in writing to the employee which will specify: a. the prescribed weekly hours of duty; and b. the pattern of hours to be worked including starting and finishing times for employees, on each or any day of the week, monday to friday, within the limits of 7:00 am to 7:00 pm. where a full-time employee is permitted to work part-time for an agreed period, the notice in writing under clause 137 will provide for the hours to be varied to full-time hours on a specified date. the employee will revert to full-time hours unless a further period of parttime employment is approved. the prescribed weekly hours and the pattern of hours specified under clause 137 will not be varied, amended or revoked without the consent of the employee. any agreed variation to the regular pattern of hours will be recorded in writing. flex time flex time is available to all (non-shiftworker) aps level employees. all hours must be recorded on the departmental flex sheet. employees accumulate flex time working between the hours of 7:00 am and 7:00 pm.
Department of Employment and Workplace Relations.txt1010overtimeovertime where operational requirements make it necessary, a manager may direct an employee to work outside and in excess of their ordinary hours on any day. an aps level employee directed to perform work outside and in excess of their ordinary hours on a given day will be paid overtime, or where agreed, time off in lieu of overtime payment at the applicable overtime rates. a (non-shiftworker) casual employee will be entitled to overtime, but not casual loading, if the casual employee is directed perform work: a. on monday to friday, outside the hours of 7:00 am to 7:00 pm; b. on a saturday, sunday or a holiday; or c. in excess of 37.5 hours in a week. where a period of overtime is not continuous with ordinary time work, the base period of overtime payment for such work will be calculated as if the employee had worked for four hours. when determining whether a period is continuous with ordinary time work, meal breaks should not be regarded as breaking continuity. overtime payments approved by an employee’s manager will be calculated as follows:  monday to saturday: one and a half times the hourly rate for the first three hours each day and double the hourly rate thereafter
Department of Employment and Workplace Relations.txt1014overtimehours on a given day will be paid overtime, or where agreed, time off in lieu of overtime payment at the applicable overtime rates. a (non-shiftworker) casual employee will be entitled to overtime, but not casual loading, if the casual employee is directed perform work: a. on monday to friday, outside the hours of 7:00 am to 7:00 pm; b. on a saturday, sunday or a holiday; or c. in excess of 37.5 hours in a week. where a period of overtime is not continuous with ordinary time work, the base period of overtime payment for such work will be calculated as if the employee had worked for four hours. when determining whether a period is continuous with ordinary time work, meal breaks should not be regarded as breaking continuity. overtime payments approved by an employee’s manager will be calculated as follows:  monday to saturday: one and a half times the hourly rate for the first three hours each day and double the hourly rate thereafter  sunday: double the hourly rate 21
Department of Employment and Workplace Relations.txt1015overtimepayment at the applicable overtime rates. a (non-shiftworker) casual employee will be entitled to overtime, but not casual loading, if the casual employee is directed perform work: a. on monday to friday, outside the hours of 7:00 am to 7:00 pm; b. on a saturday, sunday or a holiday; or c. in excess of 37.5 hours in a week. where a period of overtime is not continuous with ordinary time work, the base period of overtime payment for such work will be calculated as if the employee had worked for four hours. when determining whether a period is continuous with ordinary time work, meal breaks should not be regarded as breaking continuity. overtime payments approved by an employee’s manager will be calculated as follows:  monday to saturday: one and a half times the hourly rate for the first three hours each day and double the hourly rate thereafter  sunday: double the hourly rate 21
Department of Employment and Workplace Relations.txt1016overtimea (non-shiftworker) casual employee will be entitled to overtime, but not casual loading, if the casual employee is directed perform work: a. on monday to friday, outside the hours of 7:00 am to 7:00 pm; b. on a saturday, sunday or a holiday; or c. in excess of 37.5 hours in a week. where a period of overtime is not continuous with ordinary time work, the base period of overtime payment for such work will be calculated as if the employee had worked for four hours. when determining whether a period is continuous with ordinary time work, meal breaks should not be regarded as breaking continuity. overtime payments approved by an employee’s manager will be calculated as follows:  monday to saturday: one and a half times the hourly rate for the first three hours each day and double the hourly rate thereafter  sunday: double the hourly rate 21 
Department of Employment and Workplace Relations.txt1029overtimewhere a period of overtime is not continuous with ordinary time work, the base period of overtime payment for such work will be calculated as if the employee had worked for four hours. when determining whether a period is continuous with ordinary time work, meal breaks should not be regarded as breaking continuity. overtime payments approved by an employee’s manager will be calculated as follows:  monday to saturday: one and a half times the hourly rate for the first three hours each day and double the hourly rate thereafter  sunday: double the hourly rate 21  public holiday: two and a half times the hourly rate (except for duty on a public holiday within agreed ordinary time work, which will be paid at one and a half time the hourly rate in addition to normal salary payment for the day). time off in lieu of overtime payment may be approved by an employee’s manager under certain circumstances. where time off in lieu of payment has been agreed and the employee has not been granted time off within four weeks or another agreed period due to operational requirements, payment of the original entitlement or the residual entitlement where the full entitlement was not granted will be made. executive level employees will only be eligible to receive overtime payments in exceptional circumstances with the approval of the secretary. restriction allowance
Department of Employment and Workplace Relations.txt1030overtimeovertime payment for such work will be calculated as if the employee had worked for four hours. when determining whether a period is continuous with ordinary time work, meal breaks should not be regarded as breaking continuity. overtime payments approved by an employee’s manager will be calculated as follows:  monday to saturday: one and a half times the hourly rate for the first three hours each day and double the hourly rate thereafter  sunday: double the hourly rate 21  public holiday: two and a half times the hourly rate (except for duty on a public holiday within agreed ordinary time work, which will be paid at one and a half time the hourly rate in addition to normal salary payment for the day). time off in lieu of overtime payment may be approved by an employee’s manager under certain circumstances. where time off in lieu of payment has been agreed and the employee has not been granted time off within four weeks or another agreed period due to operational requirements, payment of the original entitlement or the residual entitlement where the full entitlement was not granted will be made. executive level employees will only be eligible to receive overtime payments in exceptional circumstances with the approval of the secretary. restriction allowance where an employee is required to remain contactable, available and able to perform extra
Department of Employment and Workplace Relations.txt1033overtimeovertime payments approved by an employee’s manager will be calculated as follows:  monday to saturday: one and a half times the hourly rate for the first three hours each day and double the hourly rate thereafter  sunday: double the hourly rate 21  public holiday: two and a half times the hourly rate (except for duty on a public holiday within agreed ordinary time work, which will be paid at one and a half time the hourly rate in addition to normal salary payment for the day). time off in lieu of overtime payment may be approved by an employee’s manager under certain circumstances. where time off in lieu of payment has been agreed and the employee has not been granted time off within four weeks or another agreed period due to operational requirements, payment of the original entitlement or the residual entitlement where the full entitlement was not granted will be made. executive level employees will only be eligible to receive overtime payments in exceptional circumstances with the approval of the secretary. restriction allowance where an employee is required to remain contactable, available and able to perform extra duty outside their agreed ordinary hours (i.e. be restricted), they will be paid a restriction allowance, subject to approval by the secretary. restricted employees will receive a restriction allowance at the rate of nine per cent of their
Department of Employment and Workplace Relations.txt1051overtimetime off in lieu of overtime payment may be approved by an employee’s manager under certain circumstances. where time off in lieu of payment has been agreed and the employee has not been granted time off within four weeks or another agreed period due to operational requirements, payment of the original entitlement or the residual entitlement where the full entitlement was not granted will be made. executive level employees will only be eligible to receive overtime payments in exceptional circumstances with the approval of the secretary. restriction allowance where an employee is required to remain contactable, available and able to perform extra duty outside their agreed ordinary hours (i.e. be restricted), they will be paid a restriction allowance, subject to approval by the secretary. restricted employees will receive a restriction allowance at the rate of nine per cent of their ordinary hourly rate for each hour or part hour they are restricted outside their ordinary hours, subject to: a. the employee remaining contactable, fit and available to perform extra duty and b. the employee not being in receipt of any other payment for the period for which restriction allowance would otherwise be payable, except as provided for in the following clause. restriction allowance is payable whether or not the restricted employee is required to perform duty outside the agreed ordinary hours. where a restricted employee entitled to overtime payment is required to perform duty, overtime will be payable and subject to: a. a one hour base rate of payment when work is performed without the necessity to travel
Department of Employment and Workplace Relations.txt1056overtimeexecutive level employees will only be eligible to receive overtime payments in exceptional circumstances with the approval of the secretary. restriction allowance where an employee is required to remain contactable, available and able to perform extra duty outside their agreed ordinary hours (i.e. be restricted), they will be paid a restriction allowance, subject to approval by the secretary. restricted employees will receive a restriction allowance at the rate of nine per cent of their ordinary hourly rate for each hour or part hour they are restricted outside their ordinary hours, subject to: a. the employee remaining contactable, fit and available to perform extra duty and b. the employee not being in receipt of any other payment for the period for which restriction allowance would otherwise be payable, except as provided for in the following clause. restriction allowance is payable whether or not the restricted employee is required to perform duty outside the agreed ordinary hours. where a restricted employee entitled to overtime payment is required to perform duty, overtime will be payable and subject to: a. a one hour base rate of payment when work is performed without the necessity to travel to the workplace b. a three hour base rate of payment, including travel time, if work is required to be
Department of Employment and Workplace Relations.txt1077overtimeovertime payment is required to perform duty, overtime will be payable and subject to: a. a one hour base rate of payment when work is performed without the necessity to travel to the workplace b. a three hour base rate of payment, including travel time, if work is required to be performed at the workplace. if an employee is required to perform subsequent periods of duty within the one hour minimum payment period, only the initial one hour minimum is payable. where an employee is required to undertake a second period of duty that commences after the one hour minimum payment period has lapsed for the first period of duty, a second one hour minimum payment period commences and a further one hour minimum is payable. restriction allowance will continue to be paid for periods of overtime worked while restricted. emergency duty emergency duty will attract a base payment of two hours (which includes reasonable travel time) at double the hourly rate, which will be payable for all emergency duty without prior notice. executive level employees will only be eligible to receive emergency duty payments in exceptional circumstances with the approval of the secretary. overtime meal allowance where an employee (including a casual employee) who is eligible for overtime payment is directed to work overtime for at least three hours outside their ordinary hours, their manager will approve a flat rate overtime meal allowance at the applicable rate set by the applicable determination made by the australian taxation office as being the reasonable amount for overtime meal allowance expenses. where an employee works a further five hours overtime on a saturday, sunday or public holiday, they will receive an additional 22
Department of Employment and Workplace Relations.txt1080travela one hour base rate of payment when work is performed without the necessity to travel to the workplace b. a three hour base rate of payment, including travel time, if work is required to be performed at the workplace. if an employee is required to perform subsequent periods of duty within the one hour minimum payment period, only the initial one hour minimum is payable. where an employee is required to undertake a second period of duty that commences after the one hour minimum payment period has lapsed for the first period of duty, a second one hour minimum payment period commences and a further one hour minimum is payable. restriction allowance will continue to be paid for periods of overtime worked while restricted. emergency duty emergency duty will attract a base payment of two hours (which includes reasonable travel time) at double the hourly rate, which will be payable for all emergency duty without prior notice. executive level employees will only be eligible to receive emergency duty payments in exceptional circumstances with the approval of the secretary. overtime meal allowance where an employee (including a casual employee) who is eligible for overtime payment is directed to work overtime for at least three hours outside their ordinary hours, their manager will approve a flat rate overtime meal allowance at the applicable rate set by the applicable determination made by the australian taxation office as being the reasonable amount for overtime meal allowance expenses. where an employee works a further five hours overtime on a saturday, sunday or public holiday, they will receive an additional 22 overtime meal allowance of the applicable rate set by the applicable determination made by the australian taxation office as being the reasonable amount for overtime meal allowance
Department of Employment and Workplace Relations.txt1085travela three hour base rate of payment, including travel time, if work is required to be performed at the workplace. if an employee is required to perform subsequent periods of duty within the one hour minimum payment period, only the initial one hour minimum is payable. where an employee is required to undertake a second period of duty that commences after the one hour minimum payment period has lapsed for the first period of duty, a second one hour minimum payment period commences and a further one hour minimum is payable. restriction allowance will continue to be paid for periods of overtime worked while restricted. emergency duty emergency duty will attract a base payment of two hours (which includes reasonable travel time) at double the hourly rate, which will be payable for all emergency duty without prior notice. executive level employees will only be eligible to receive emergency duty payments in exceptional circumstances with the approval of the secretary. overtime meal allowance where an employee (including a casual employee) who is eligible for overtime payment is directed to work overtime for at least three hours outside their ordinary hours, their manager will approve a flat rate overtime meal allowance at the applicable rate set by the applicable determination made by the australian taxation office as being the reasonable amount for overtime meal allowance expenses. where an employee works a further five hours overtime on a saturday, sunday or public holiday, they will receive an additional 22 overtime meal allowance of the applicable rate set by the applicable determination made by the australian taxation office as being the reasonable amount for overtime meal allowance expenses. executive level employees – flexibility and time off in lieu the hours of duty worked by executive level employees are not regular and executive level employees may be required to work additional time beyond ordinary hours. executive level employees are able to work flexible hours. this means that arrangements
Department of Employment and Workplace Relations.txt1093overtimerestriction allowance will continue to be paid for periods of overtime worked while restricted. emergency duty emergency duty will attract a base payment of two hours (which includes reasonable travel time) at double the hourly rate, which will be payable for all emergency duty without prior notice. executive level employees will only be eligible to receive emergency duty payments in exceptional circumstances with the approval of the secretary. overtime meal allowance where an employee (including a casual employee) who is eligible for overtime payment is directed to work overtime for at least three hours outside their ordinary hours, their manager will approve a flat rate overtime meal allowance at the applicable rate set by the applicable determination made by the australian taxation office as being the reasonable amount for overtime meal allowance expenses. where an employee works a further five hours overtime on a saturday, sunday or public holiday, they will receive an additional 22 overtime meal allowance of the applicable rate set by the applicable determination made by the australian taxation office as being the reasonable amount for overtime meal allowance expenses. executive level employees – flexibility and time off in lieu the hours of duty worked by executive level employees are not regular and executive level employees may be required to work additional time beyond ordinary hours. executive level employees are able to work flexible hours. this means that arrangements for managing variations in attendance times and short-term absences, including full days, may be agreed in advance with the manager. where substantial additional work is required, toil is able to be accessed by agreement with the manager. toil will not be on an hour for hour basis or replicate a flex time system. reasonable requests for time off under these arrangements will not be refused, except for operational reasons. working from home any employee may request approval to work from home, although arrangements must suit
Department of Employment and Workplace Relations.txt1095travelemergency duty will attract a base payment of two hours (which includes reasonable travel time) at double the hourly rate, which will be payable for all emergency duty without prior notice. executive level employees will only be eligible to receive emergency duty payments in exceptional circumstances with the approval of the secretary. overtime meal allowance where an employee (including a casual employee) who is eligible for overtime payment is directed to work overtime for at least three hours outside their ordinary hours, their manager will approve a flat rate overtime meal allowance at the applicable rate set by the applicable determination made by the australian taxation office as being the reasonable amount for overtime meal allowance expenses. where an employee works a further five hours overtime on a saturday, sunday or public holiday, they will receive an additional 22 overtime meal allowance of the applicable rate set by the applicable determination made by the australian taxation office as being the reasonable amount for overtime meal allowance expenses. executive level employees – flexibility and time off in lieu the hours of duty worked by executive level employees are not regular and executive level employees may be required to work additional time beyond ordinary hours. executive level employees are able to work flexible hours. this means that arrangements for managing variations in attendance times and short-term absences, including full days, may be agreed in advance with the manager. where substantial additional work is required, toil is able to be accessed by agreement with the manager. toil will not be on an hour for hour basis or replicate a flex time system. reasonable requests for time off under these arrangements will not be refused, except for operational reasons. working from home any employee may request approval to work from home, although arrangements must suit the type of work performed and operational requirements. christmas closedown
Department of Employment and Workplace Relations.txt1099overtimeovertime meal allowance where an employee (including a casual employee) who is eligible for overtime payment is directed to work overtime for at least three hours outside their ordinary hours, their manager will approve a flat rate overtime meal allowance at the applicable rate set by the applicable determination made by the australian taxation office as being the reasonable amount for overtime meal allowance expenses. where an employee works a further five hours overtime on a saturday, sunday or public holiday, they will receive an additional 22 overtime meal allowance of the applicable rate set by the applicable determination made by the australian taxation office as being the reasonable amount for overtime meal allowance expenses. executive level employees – flexibility and time off in lieu the hours of duty worked by executive level employees are not regular and executive level employees may be required to work additional time beyond ordinary hours. executive level employees are able to work flexible hours. this means that arrangements for managing variations in attendance times and short-term absences, including full days, may be agreed in advance with the manager. where substantial additional work is required, toil is able to be accessed by agreement with the manager. toil will not be on an hour for hour basis or replicate a flex time system. reasonable requests for time off under these arrangements will not be refused, except for operational reasons. working from home any employee may request approval to work from home, although arrangements must suit the type of work performed and operational requirements. christmas closedown all departmental workplaces will be closed from 12:30 pm on the last working day before christmas day and reopen the first working day following the first day of january. this period will be known as the christmas closedown. employees are not required to attend for duty during the christmas closedown, unless
Department of Employment and Workplace Relations.txt1100overtimewhere an employee (including a casual employee) who is eligible for overtime payment is directed to work overtime for at least three hours outside their ordinary hours, their manager will approve a flat rate overtime meal allowance at the applicable rate set by the applicable determination made by the australian taxation office as being the reasonable amount for overtime meal allowance expenses. where an employee works a further five hours overtime on a saturday, sunday or public holiday, they will receive an additional 22 overtime meal allowance of the applicable rate set by the applicable determination made by the australian taxation office as being the reasonable amount for overtime meal allowance expenses. executive level employees – flexibility and time off in lieu the hours of duty worked by executive level employees are not regular and executive level employees may be required to work additional time beyond ordinary hours. executive level employees are able to work flexible hours. this means that arrangements for managing variations in attendance times and short-term absences, including full days, may be agreed in advance with the manager. where substantial additional work is required, toil is able to be accessed by agreement with the manager. toil will not be on an hour for hour basis or replicate a flex time system. reasonable requests for time off under these arrangements will not be refused, except for operational reasons. working from home any employee may request approval to work from home, although arrangements must suit the type of work performed and operational requirements. christmas closedown all departmental workplaces will be closed from 12:30 pm on the last working day before christmas day and reopen the first working day following the first day of january. this period will be known as the christmas closedown. employees are not required to attend for duty during the christmas closedown, unless otherwise directed by the secretary, and will be paid in accordance with their ordinary hours
Department of Employment and Workplace Relations.txt1101overtimedirected to work overtime for at least three hours outside their ordinary hours, their manager will approve a flat rate overtime meal allowance at the applicable rate set by the applicable determination made by the australian taxation office as being the reasonable amount for overtime meal allowance expenses. where an employee works a further five hours overtime on a saturday, sunday or public holiday, they will receive an additional 22 overtime meal allowance of the applicable rate set by the applicable determination made by the australian taxation office as being the reasonable amount for overtime meal allowance expenses. executive level employees – flexibility and time off in lieu the hours of duty worked by executive level employees are not regular and executive level employees may be required to work additional time beyond ordinary hours. executive level employees are able to work flexible hours. this means that arrangements for managing variations in attendance times and short-term absences, including full days, may be agreed in advance with the manager. where substantial additional work is required, toil is able to be accessed by agreement with the manager. toil will not be on an hour for hour basis or replicate a flex time system. reasonable requests for time off under these arrangements will not be refused, except for operational reasons. working from home any employee may request approval to work from home, although arrangements must suit the type of work performed and operational requirements. christmas closedown all departmental workplaces will be closed from 12:30 pm on the last working day before christmas day and reopen the first working day following the first day of january. this period will be known as the christmas closedown. employees are not required to attend for duty during the christmas closedown, unless otherwise directed by the secretary, and will be paid in accordance with their ordinary hours of work. where an employee is absent on leave, payment for the christmas closedown will
Department of Employment and Workplace Relations.txt1102overtimemanager will approve a flat rate overtime meal allowance at the applicable rate set by the applicable determination made by the australian taxation office as being the reasonable amount for overtime meal allowance expenses. where an employee works a further five hours overtime on a saturday, sunday or public holiday, they will receive an additional 22 overtime meal allowance of the applicable rate set by the applicable determination made by the australian taxation office as being the reasonable amount for overtime meal allowance expenses. executive level employees – flexibility and time off in lieu the hours of duty worked by executive level employees are not regular and executive level employees may be required to work additional time beyond ordinary hours. executive level employees are able to work flexible hours. this means that arrangements for managing variations in attendance times and short-term absences, including full days, may be agreed in advance with the manager. where substantial additional work is required, toil is able to be accessed by agreement with the manager. toil will not be on an hour for hour basis or replicate a flex time system. reasonable requests for time off under these arrangements will not be refused, except for operational reasons. working from home any employee may request approval to work from home, although arrangements must suit the type of work performed and operational requirements. christmas closedown all departmental workplaces will be closed from 12:30 pm on the last working day before christmas day and reopen the first working day following the first day of january. this period will be known as the christmas closedown. employees are not required to attend for duty during the christmas closedown, unless otherwise directed by the secretary, and will be paid in accordance with their ordinary hours of work. where an employee is absent on leave, payment for the christmas closedown will be in accordance with the entitlement for that form of leave (e.g. if on long service leave at
Department of Employment and Workplace Relations.txt1104overtimeamount for overtime meal allowance expenses. where an employee works a further five hours overtime on a saturday, sunday or public holiday, they will receive an additional 22 overtime meal allowance of the applicable rate set by the applicable determination made by the australian taxation office as being the reasonable amount for overtime meal allowance expenses. executive level employees – flexibility and time off in lieu the hours of duty worked by executive level employees are not regular and executive level employees may be required to work additional time beyond ordinary hours. executive level employees are able to work flexible hours. this means that arrangements for managing variations in attendance times and short-term absences, including full days, may be agreed in advance with the manager. where substantial additional work is required, toil is able to be accessed by agreement with the manager. toil will not be on an hour for hour basis or replicate a flex time system. reasonable requests for time off under these arrangements will not be refused, except for operational reasons. working from home any employee may request approval to work from home, although arrangements must suit the type of work performed and operational requirements. christmas closedown all departmental workplaces will be closed from 12:30 pm on the last working day before christmas day and reopen the first working day following the first day of january. this period will be known as the christmas closedown. employees are not required to attend for duty during the christmas closedown, unless otherwise directed by the secretary, and will be paid in accordance with their ordinary hours of work. where an employee is absent on leave, payment for the christmas closedown will be in accordance with the entitlement for that form of leave (e.g. if on long service leave at half pay, payment is on half pay). there will be no deduction from annual or personal leave credits for the christmas closedown.
Department of Employment and Workplace Relations.txt1105overtimehours overtime on a saturday, sunday or public holiday, they will receive an additional 22 overtime meal allowance of the applicable rate set by the applicable determination made by the australian taxation office as being the reasonable amount for overtime meal allowance expenses. executive level employees – flexibility and time off in lieu the hours of duty worked by executive level employees are not regular and executive level employees may be required to work additional time beyond ordinary hours. executive level employees are able to work flexible hours. this means that arrangements for managing variations in attendance times and short-term absences, including full days, may be agreed in advance with the manager. where substantial additional work is required, toil is able to be accessed by agreement with the manager. toil will not be on an hour for hour basis or replicate a flex time system. reasonable requests for time off under these arrangements will not be refused, except for operational reasons. working from home any employee may request approval to work from home, although arrangements must suit the type of work performed and operational requirements. christmas closedown all departmental workplaces will be closed from 12:30 pm on the last working day before christmas day and reopen the first working day following the first day of january. this period will be known as the christmas closedown. employees are not required to attend for duty during the christmas closedown, unless otherwise directed by the secretary, and will be paid in accordance with their ordinary hours of work. where an employee is absent on leave, payment for the christmas closedown will be in accordance with the entitlement for that form of leave (e.g. if on long service leave at half pay, payment is on half pay). there will be no deduction from annual or personal leave credits for the christmas closedown. where an employee who is eligible for overtime and restriction provisions is directed to
Department of Employment and Workplace Relations.txt1108overtimeovertime meal allowance of the applicable rate set by the applicable determination made by the australian taxation office as being the reasonable amount for overtime meal allowance expenses. executive level employees – flexibility and time off in lieu the hours of duty worked by executive level employees are not regular and executive level employees may be required to work additional time beyond ordinary hours. executive level employees are able to work flexible hours. this means that arrangements for managing variations in attendance times and short-term absences, including full days, may be agreed in advance with the manager. where substantial additional work is required, toil is able to be accessed by agreement with the manager. toil will not be on an hour for hour basis or replicate a flex time system. reasonable requests for time off under these arrangements will not be refused, except for operational reasons. working from home any employee may request approval to work from home, although arrangements must suit the type of work performed and operational requirements. christmas closedown all departmental workplaces will be closed from 12:30 pm on the last working day before christmas day and reopen the first working day following the first day of january. this period will be known as the christmas closedown. employees are not required to attend for duty during the christmas closedown, unless otherwise directed by the secretary, and will be paid in accordance with their ordinary hours of work. where an employee is absent on leave, payment for the christmas closedown will be in accordance with the entitlement for that form of leave (e.g. if on long service leave at half pay, payment is on half pay). there will be no deduction from annual or personal leave credits for the christmas closedown. where an employee who is eligible for overtime and restriction provisions is directed to attend work or be available for work during the christmas closedown, the overtime rate applicable to sunday overtime will apply for the days designated as christmas closedown.
Department of Employment and Workplace Relations.txt1109overtimethe australian taxation office as being the reasonable amount for overtime meal allowance expenses. executive level employees – flexibility and time off in lieu the hours of duty worked by executive level employees are not regular and executive level employees may be required to work additional time beyond ordinary hours. executive level employees are able to work flexible hours. this means that arrangements for managing variations in attendance times and short-term absences, including full days, may be agreed in advance with the manager. where substantial additional work is required, toil is able to be accessed by agreement with the manager. toil will not be on an hour for hour basis or replicate a flex time system. reasonable requests for time off under these arrangements will not be refused, except for operational reasons. working from home any employee may request approval to work from home, although arrangements must suit the type of work performed and operational requirements. christmas closedown all departmental workplaces will be closed from 12:30 pm on the last working day before christmas day and reopen the first working day following the first day of january. this period will be known as the christmas closedown. employees are not required to attend for duty during the christmas closedown, unless otherwise directed by the secretary, and will be paid in accordance with their ordinary hours of work. where an employee is absent on leave, payment for the christmas closedown will be in accordance with the entitlement for that form of leave (e.g. if on long service leave at half pay, payment is on half pay). there will be no deduction from annual or personal leave credits for the christmas closedown. where an employee who is eligible for overtime and restriction provisions is directed to attend work or be available for work during the christmas closedown, the overtime rate applicable to sunday overtime will apply for the days designated as christmas closedown. 23
Department of Employment and Workplace Relations.txt1131long service leavebe in accordance with the entitlement for that form of leave (e.g. if on long service leave at half pay, payment is on half pay). there will be no deduction from annual or personal leave credits for the christmas closedown. where an employee who is eligible for overtime and restriction provisions is directed to attend work or be available for work during the christmas closedown, the overtime rate applicable to sunday overtime will apply for the days designated as christmas closedown. 23 part h – leave portability of leave where an employee joins the department on an ongoing or non-ongoing basis from an employer staffed under the ps act, the parliamentary service act 1999 or from the act government service, accrued annual and personal leave (however described) will be transferred or recognised, provided there is no break in continuity of service, or payments made to the employee in lieu of these entitlements from the previous employer. service with organisations where the employee was previously employed under the ps act, the parliamentary service act 1999, or from the act government service may be recognised for personal leave purposes if the break in service is not more than two calendar months. impact of leave without pay on personal and annual leave where an employee takes 30 or more days leave without pay in total in a calendar year, the whole period will not count as service for annual and personal leave purposes. where an employee takes 30 or more days leave without pay (including an accumulated period) during the calendar year, the whole period will not count as service. cancellation of leave or recall to duty from leave where an employee’s leave is cancelled by their manager without reasonable notice, or they are recalled to work from leave, reasonable travel costs, travelling time, incidental costs and any other unavoidable costs arising from the recall to duty will be reimbursed where they are not recoverable under insurance or from another source. all unused leave will be recredited.
Department of Employment and Workplace Relations.txt1134overtimewhere an employee who is eligible for overtime and restriction provisions is directed to attend work or be available for work during the christmas closedown, the overtime rate applicable to sunday overtime will apply for the days designated as christmas closedown. 23 part h – leave portability of leave where an employee joins the department on an ongoing or non-ongoing basis from an employer staffed under the ps act, the parliamentary service act 1999 or from the act government service, accrued annual and personal leave (however described) will be transferred or recognised, provided there is no break in continuity of service, or payments made to the employee in lieu of these entitlements from the previous employer. service with organisations where the employee was previously employed under the ps act, the parliamentary service act 1999, or from the act government service may be recognised for personal leave purposes if the break in service is not more than two calendar months. impact of leave without pay on personal and annual leave where an employee takes 30 or more days leave without pay in total in a calendar year, the whole period will not count as service for annual and personal leave purposes. where an employee takes 30 or more days leave without pay (including an accumulated period) during the calendar year, the whole period will not count as service. cancellation of leave or recall to duty from leave where an employee’s leave is cancelled by their manager without reasonable notice, or they are recalled to work from leave, reasonable travel costs, travelling time, incidental costs and any other unavoidable costs arising from the recall to duty will be reimbursed where they are not recoverable under insurance or from another source. all unused leave will be recredited. re-crediting periods of approved leave an employee who becomes eligible for personal, carers or compassionate leave, or any nondiscretionary leave under the national employment standards (nes), while on annual or long service leave may apply to have their annual or long service leave re-credited. subject
Department of Employment and Workplace Relations.txt1135overtimeattend work or be available for work during the christmas closedown, the overtime rate applicable to sunday overtime will apply for the days designated as christmas closedown. 23 part h – leave portability of leave where an employee joins the department on an ongoing or non-ongoing basis from an employer staffed under the ps act, the parliamentary service act 1999 or from the act government service, accrued annual and personal leave (however described) will be transferred or recognised, provided there is no break in continuity of service, or payments made to the employee in lieu of these entitlements from the previous employer. service with organisations where the employee was previously employed under the ps act, the parliamentary service act 1999, or from the act government service may be recognised for personal leave purposes if the break in service is not more than two calendar months. impact of leave without pay on personal and annual leave where an employee takes 30 or more days leave without pay in total in a calendar year, the whole period will not count as service for annual and personal leave purposes. where an employee takes 30 or more days leave without pay (including an accumulated period) during the calendar year, the whole period will not count as service. cancellation of leave or recall to duty from leave where an employee’s leave is cancelled by their manager without reasonable notice, or they are recalled to work from leave, reasonable travel costs, travelling time, incidental costs and any other unavoidable costs arising from the recall to duty will be reimbursed where they are not recoverable under insurance or from another source. all unused leave will be recredited. re-crediting periods of approved leave an employee who becomes eligible for personal, carers or compassionate leave, or any nondiscretionary leave under the national employment standards (nes), while on annual or long service leave may apply to have their annual or long service leave re-credited. subject to the provision of satisfactory evidence, the employee’s annual or long service leave will be
Department of Employment and Workplace Relations.txt1136overtimeapplicable to sunday overtime will apply for the days designated as christmas closedown. 23 part h – leave portability of leave where an employee joins the department on an ongoing or non-ongoing basis from an employer staffed under the ps act, the parliamentary service act 1999 or from the act government service, accrued annual and personal leave (however described) will be transferred or recognised, provided there is no break in continuity of service, or payments made to the employee in lieu of these entitlements from the previous employer. service with organisations where the employee was previously employed under the ps act, the parliamentary service act 1999, or from the act government service may be recognised for personal leave purposes if the break in service is not more than two calendar months. impact of leave without pay on personal and annual leave where an employee takes 30 or more days leave without pay in total in a calendar year, the whole period will not count as service for annual and personal leave purposes. where an employee takes 30 or more days leave without pay (including an accumulated period) during the calendar year, the whole period will not count as service. cancellation of leave or recall to duty from leave where an employee’s leave is cancelled by their manager without reasonable notice, or they are recalled to work from leave, reasonable travel costs, travelling time, incidental costs and any other unavoidable costs arising from the recall to duty will be reimbursed where they are not recoverable under insurance or from another source. all unused leave will be recredited. re-crediting periods of approved leave an employee who becomes eligible for personal, carers or compassionate leave, or any nondiscretionary leave under the national employment standards (nes), while on annual or long service leave may apply to have their annual or long service leave re-credited. subject to the provision of satisfactory evidence, the employee’s annual or long service leave will be re-credited to the extent of the leave subsequently granted.
Department of Employment and Workplace Relations.txt1158travelare recalled to work from leave, reasonable travel costs, travelling time, incidental costs and any other unavoidable costs arising from the recall to duty will be reimbursed where they are not recoverable under insurance or from another source. all unused leave will be recredited. re-crediting periods of approved leave an employee who becomes eligible for personal, carers or compassionate leave, or any nondiscretionary leave under the national employment standards (nes), while on annual or long service leave may apply to have their annual or long service leave re-credited. subject to the provision of satisfactory evidence, the employee’s annual or long service leave will be re-credited to the extent of the leave subsequently granted. workers' compensation an employee on workers’ compensation leave under the safety, rehabilitation and compensation act 1988, whose compensation is calculated on the basis of actual hours worked, will have their annual and personal leave accrual calculated in the same way. annual leave a full time employee is entitled to four weeks paid annual leave for each completed year of service, accruing daily. a part time employee’s annual leave entitlement will accrue on a pro rata basis. annual leave credits may be taken at any time with the approval of the manager. any unused annual leave accumulates. annual leave counts as service for all purposes. an employee may be granted annual leave at half pay. where an employee takes annual leave at half pay, the employee cannot access purchased leave in the same calendar year. periods of long service leave cannot be broken with annual leave, except as provided for by legislation. 24 purchased leave employees may purchase up to eight weeks additional annual leave once per 12 month period by paying for the leave progressively over the course of the relevant period, subject to the approval of the secretary. purchased leave is intended for use in a planned manner. when considering requests
Department of Employment and Workplace Relations.txt1163long service leavelong service leave may apply to have their annual or long service leave re-credited. subject to the provision of satisfactory evidence, the employee’s annual or long service leave will be re-credited to the extent of the leave subsequently granted. workers' compensation an employee on workers’ compensation leave under the safety, rehabilitation and compensation act 1988, whose compensation is calculated on the basis of actual hours worked, will have their annual and personal leave accrual calculated in the same way. annual leave a full time employee is entitled to four weeks paid annual leave for each completed year of service, accruing daily. a part time employee’s annual leave entitlement will accrue on a pro rata basis. annual leave credits may be taken at any time with the approval of the manager. any unused annual leave accumulates. annual leave counts as service for all purposes. an employee may be granted annual leave at half pay. where an employee takes annual leave at half pay, the employee cannot access purchased leave in the same calendar year. periods of long service leave cannot be broken with annual leave, except as provided for by legislation. 24 purchased leave employees may purchase up to eight weeks additional annual leave once per 12 month period by paying for the leave progressively over the course of the relevant period, subject to the approval of the secretary. purchased leave is intended for use in a planned manner. when considering requests managers will take into account operational requirements and the reasons for the employee’s request. where an employee has purchased leave approved, they cannot take annual leave at half pay in the same calendar year. unless otherwise agreed, purchased leave not taken during the nominated 12 month period
Department of Employment and Workplace Relations.txt1164long service leaveto the provision of satisfactory evidence, the employee’s annual or long service leave will be re-credited to the extent of the leave subsequently granted. workers' compensation an employee on workers’ compensation leave under the safety, rehabilitation and compensation act 1988, whose compensation is calculated on the basis of actual hours worked, will have their annual and personal leave accrual calculated in the same way. annual leave a full time employee is entitled to four weeks paid annual leave for each completed year of service, accruing daily. a part time employee’s annual leave entitlement will accrue on a pro rata basis. annual leave credits may be taken at any time with the approval of the manager. any unused annual leave accumulates. annual leave counts as service for all purposes. an employee may be granted annual leave at half pay. where an employee takes annual leave at half pay, the employee cannot access purchased leave in the same calendar year. periods of long service leave cannot be broken with annual leave, except as provided for by legislation. 24 purchased leave employees may purchase up to eight weeks additional annual leave once per 12 month period by paying for the leave progressively over the course of the relevant period, subject to the approval of the secretary. purchased leave is intended for use in a planned manner. when considering requests managers will take into account operational requirements and the reasons for the employee’s request. where an employee has purchased leave approved, they cannot take annual leave at half pay in the same calendar year. unless otherwise agreed, purchased leave not taken during the nominated 12 month period will automatically be reimbursed as salary.
Department of Employment and Workplace Relations.txt1178long service leaveperiods of long service leave cannot be broken with annual leave, except as provided for by legislation. 24 purchased leave employees may purchase up to eight weeks additional annual leave once per 12 month period by paying for the leave progressively over the course of the relevant period, subject to the approval of the secretary. purchased leave is intended for use in a planned manner. when considering requests managers will take into account operational requirements and the reasons for the employee’s request. where an employee has purchased leave approved, they cannot take annual leave at half pay in the same calendar year. unless otherwise agreed, purchased leave not taken during the nominated 12 month period will automatically be reimbursed as salary. purchased leave counts as service for all purposes including superannuation. personal leave ongoing and non-ongoing full time employees are entitled to 18 paid days personal leave every 12 months, accrued daily. a part time employee’s personal leave entitlement will accrue on a pro rata basis. in the first year of employment, ongoing and non-ongoing employees will be given a credit, of seven days leave, or part time pro rata equivalent, in advance of accruing the entitlement. after the date on which the seven days would normally have accrued, accrual will be on a daily basis. existing employees and employees who transfer to the department from another aps agency will have their accruals adjusted to align with accrual on a daily basis of 18 days paid cumulative personal leave every 12 months. use of personal leave personal leave gives employees access to paid leave to be used when they are absent:
Department of Employment and Workplace Relations.txt1272long service leavelong service leave an employee will be eligible for long service leave (lsl) in accordance with the long service leave (commonwealth employees) act 1976. the minimum period for which lsl will be granted is seven calendar days at full pay or 14 calendar days at half pay. a period of lsl cannot be broken by other periods of leave, a weekend or a public holiday, except as otherwise provided by legislation. long service leave credits may be taken at any time, subject to operational requirements and the approval of the employee’s manager. community service leave an employee is entitled to leave for the purposes of engaging in community service activities including jury service and emergency management activities as defined in the fw act. participation in voluntary emergency management duties includes training, emergency service responses, reasonable recovery time and ceremonial duties. the secretary may determine whether any or all of the leave taken for participation in voluntary emergency management activities will be with pay. leave with pay will be granted for any period of jury service. 26 an employee will be required to provide the department notice of the absence as soon as practicable and the period or expected period of absence. an employee (other than a casual employee) will be reimbursed reasonable expenses incurred by the employee in excess of the nes entitlement while attending court to serve as a juror. despite clauses 172 and 173, a leave of absence granted under clause 210 will count as service for all purposes. community volunteer leave employees may be granted up to two days paid leave each calendar year to volunteer with a registered community organisation. employees covered by the government lawyer broadband may request to use the leave to volunteer legal services. paid leave will not be available to attend ceremonial functions unless the organisation
Department of Employment and Workplace Relations.txt1273long service leavean employee will be eligible for long service leave (lsl) in accordance with the long service leave (commonwealth employees) act 1976. the minimum period for which lsl will be granted is seven calendar days at full pay or 14 calendar days at half pay. a period of lsl cannot be broken by other periods of leave, a weekend or a public holiday, except as otherwise provided by legislation. long service leave credits may be taken at any time, subject to operational requirements and the approval of the employee’s manager. community service leave an employee is entitled to leave for the purposes of engaging in community service activities including jury service and emergency management activities as defined in the fw act. participation in voluntary emergency management duties includes training, emergency service responses, reasonable recovery time and ceremonial duties. the secretary may determine whether any or all of the leave taken for participation in voluntary emergency management activities will be with pay. leave with pay will be granted for any period of jury service. 26 an employee will be required to provide the department notice of the absence as soon as practicable and the period or expected period of absence. an employee (other than a casual employee) will be reimbursed reasonable expenses incurred by the employee in excess of the nes entitlement while attending court to serve as a juror. despite clauses 172 and 173, a leave of absence granted under clause 210 will count as service for all purposes. community volunteer leave employees may be granted up to two days paid leave each calendar year to volunteer with a registered community organisation. employees covered by the government lawyer broadband may request to use the leave to volunteer legal services. paid leave will not be available to attend ceremonial functions unless the organisation certifies in writing that the employee is required to attend as part of their duties.
Department of Employment and Workplace Relations.txt1278long service leavelong service leave credits may be taken at any time, subject to operational requirements and the approval of the employee’s manager. community service leave an employee is entitled to leave for the purposes of engaging in community service activities including jury service and emergency management activities as defined in the fw act. participation in voluntary emergency management duties includes training, emergency service responses, reasonable recovery time and ceremonial duties. the secretary may determine whether any or all of the leave taken for participation in voluntary emergency management activities will be with pay. leave with pay will be granted for any period of jury service. 26 an employee will be required to provide the department notice of the absence as soon as practicable and the period or expected period of absence. an employee (other than a casual employee) will be reimbursed reasonable expenses incurred by the employee in excess of the nes entitlement while attending court to serve as a juror. despite clauses 172 and 173, a leave of absence granted under clause 210 will count as service for all purposes. community volunteer leave employees may be granted up to two days paid leave each calendar year to volunteer with a registered community organisation. employees covered by the government lawyer broadband may request to use the leave to volunteer legal services. paid leave will not be available to attend ceremonial functions unless the organisation certifies in writing that the employee is required to attend as part of their duties. defence reserve leave an employee may be granted leave (with or without pay) to enable the employee to fulfil australian defence force (adf) reserve and continuous full time service (cfts) or cadet force obligations. an employee is entitled to leave with pay, of up to four weeks during each financial year,
Department of Employment and Workplace Relations.txt1317long service leaveeligible employees may also apply for annual leave, long service leave, leave without pay, top-up pay or they may use flex time or make up time for the purpose of fulfilling adf reserve, cfts or cadet force obligations. war service sick leave the secretary will grant war service sick leave to employees who are unfit for duty because of a war-caused or defence-caused condition as determined in accordance with relevant legislation. employees who are eligible war veterans will accrue two separate credits of paid war service sick leave: a. special credit – nine weeks war service sick leave credited on commencement with the aps following eligible military service. b. annual credit – three weeks annual credit on commencement and again following each 12 months of service. unused credits accumulate up to a maximum credit balance of nine weeks. this credit cannot be accessed until the special credit has been exhausted. employees who re-join the aps following an earlier period of aps employment in which they had been credited with war service sick leave will be credited with: a. any special credit that remained unused at the final day of the prior aps employment and b. any annual credit held on the final day of the prior aps employment. 27
Department of Employment and Workplace Relations.txt1360long service leaveworking hours. this will count as service for all purposes except long service leave, unless the secretary determines otherwise. employees may be granted up to two days paid cultural leave in a calendar year for religious or cultural activities associated with their culture or ethnicity. employees may access one additional day paid cultural leave to participate in naidoc. ceremonial leave managers may grant up to 20 days in any two calendar years of leave without pay to aboriginal and torres strait islander employees for ceremonial purposes arising from the death of a family member or other ceremonial obligations. leave for a ceremonial obligation is without pay and does not count as service. ceremonial leave is in addition to compassionate leave. parental leave for the purpose of this determination, parental leave includes: maternity and maternal leave, primary carer leave, adoption leave, long term foster care and permanent care orders, supporting partner leave and unpaid parental leave. all parental leave types must be taken in a single, unbroken period, unless otherwise provided for under legislation or this determination. all paid parental leave types will count as service for all purposes. for employees without the qualifying service period for paid maternity leave under the maternity leave (commonwealth employees) act 1973 (maternity leave act), up to 12 weeks of unpaid maternity, adoption or long term foster care and permanent care orders leave will count for service. unpaid parental leave types will not count as service unless otherwise provided for under legislation. unpaid parental leave will not be taken to have broken service. to provide for flexible administration, employees have the option to spread the payment for all paid parental leave types up to double the number of weeks at a rate of one-half of the normal salary for the employee. when payment is spread at half pay, only the full pay equivalent period will count as service (except to the extent this clause contradicts clause 236). maternity and maternal leave eligible employees can access maternity leave in accordance with the maternity leave act.
Department of Employment and Workplace Relations.txt1371parental leaveparental leave for the purpose of this determination, parental leave includes: maternity and maternal leave, primary carer leave, adoption leave, long term foster care and permanent care orders, supporting partner leave and unpaid parental leave. all parental leave types must be taken in a single, unbroken period, unless otherwise provided for under legislation or this determination. all paid parental leave types will count as service for all purposes. for employees without the qualifying service period for paid maternity leave under the maternity leave (commonwealth employees) act 1973 (maternity leave act), up to 12 weeks of unpaid maternity, adoption or long term foster care and permanent care orders leave will count for service. unpaid parental leave types will not count as service unless otherwise provided for under legislation. unpaid parental leave will not be taken to have broken service. to provide for flexible administration, employees have the option to spread the payment for all paid parental leave types up to double the number of weeks at a rate of one-half of the normal salary for the employee. when payment is spread at half pay, only the full pay equivalent period will count as service (except to the extent this clause contradicts clause 236). maternity and maternal leave eligible employees can access maternity leave in accordance with the maternity leave act. an employee who is entitled to paid leave under the maternity leave act is also entitled to two weeks of paid maternal leave, to be taken immediately following the paid component of maternity leave. an employee is unable to access personal leave while on paid maternity/maternal leave. 28 a period of maternity/maternal leave is not broken or extended by public holidays or christmas closedown. adoption leave an employee who has a period of service equal to that required for employees covered by the maternity leave act to receive paid maternity leave, and will be the primary carer of the
Department of Employment and Workplace Relations.txt1372parental leavefor the purpose of this determination, parental leave includes: maternity and maternal leave, primary carer leave, adoption leave, long term foster care and permanent care orders, supporting partner leave and unpaid parental leave. all parental leave types must be taken in a single, unbroken period, unless otherwise provided for under legislation or this determination. all paid parental leave types will count as service for all purposes. for employees without the qualifying service period for paid maternity leave under the maternity leave (commonwealth employees) act 1973 (maternity leave act), up to 12 weeks of unpaid maternity, adoption or long term foster care and permanent care orders leave will count for service. unpaid parental leave types will not count as service unless otherwise provided for under legislation. unpaid parental leave will not be taken to have broken service. to provide for flexible administration, employees have the option to spread the payment for all paid parental leave types up to double the number of weeks at a rate of one-half of the normal salary for the employee. when payment is spread at half pay, only the full pay equivalent period will count as service (except to the extent this clause contradicts clause 236). maternity and maternal leave eligible employees can access maternity leave in accordance with the maternity leave act. an employee who is entitled to paid leave under the maternity leave act is also entitled to two weeks of paid maternal leave, to be taken immediately following the paid component of maternity leave. an employee is unable to access personal leave while on paid maternity/maternal leave. 28 a period of maternity/maternal leave is not broken or extended by public holidays or christmas closedown. adoption leave an employee who has a period of service equal to that required for employees covered by the maternity leave act to receive paid maternity leave, and will be the primary carer of the child they are adopting, is entitled to 14 weeks of paid adoption leave from the day of
Department of Employment and Workplace Relations.txt1374parental leaveorders, supporting partner leave and unpaid parental leave. all parental leave types must be taken in a single, unbroken period, unless otherwise provided for under legislation or this determination. all paid parental leave types will count as service for all purposes. for employees without the qualifying service period for paid maternity leave under the maternity leave (commonwealth employees) act 1973 (maternity leave act), up to 12 weeks of unpaid maternity, adoption or long term foster care and permanent care orders leave will count for service. unpaid parental leave types will not count as service unless otherwise provided for under legislation. unpaid parental leave will not be taken to have broken service. to provide for flexible administration, employees have the option to spread the payment for all paid parental leave types up to double the number of weeks at a rate of one-half of the normal salary for the employee. when payment is spread at half pay, only the full pay equivalent period will count as service (except to the extent this clause contradicts clause 236). maternity and maternal leave eligible employees can access maternity leave in accordance with the maternity leave act. an employee who is entitled to paid leave under the maternity leave act is also entitled to two weeks of paid maternal leave, to be taken immediately following the paid component of maternity leave. an employee is unable to access personal leave while on paid maternity/maternal leave. 28 a period of maternity/maternal leave is not broken or extended by public holidays or christmas closedown. adoption leave an employee who has a period of service equal to that required for employees covered by the maternity leave act to receive paid maternity leave, and will be the primary carer of the child they are adopting, is entitled to 14 weeks of paid adoption leave from the day of placement of a child where the child: a.
Department of Employment and Workplace Relations.txt1375parental leaveall parental leave types must be taken in a single, unbroken period, unless otherwise provided for under legislation or this determination. all paid parental leave types will count as service for all purposes. for employees without the qualifying service period for paid maternity leave under the maternity leave (commonwealth employees) act 1973 (maternity leave act), up to 12 weeks of unpaid maternity, adoption or long term foster care and permanent care orders leave will count for service. unpaid parental leave types will not count as service unless otherwise provided for under legislation. unpaid parental leave will not be taken to have broken service. to provide for flexible administration, employees have the option to spread the payment for all paid parental leave types up to double the number of weeks at a rate of one-half of the normal salary for the employee. when payment is spread at half pay, only the full pay equivalent period will count as service (except to the extent this clause contradicts clause 236). maternity and maternal leave eligible employees can access maternity leave in accordance with the maternity leave act. an employee who is entitled to paid leave under the maternity leave act is also entitled to two weeks of paid maternal leave, to be taken immediately following the paid component of maternity leave. an employee is unable to access personal leave while on paid maternity/maternal leave. 28 a period of maternity/maternal leave is not broken or extended by public holidays or christmas closedown. adoption leave an employee who has a period of service equal to that required for employees covered by the maternity leave act to receive paid maternity leave, and will be the primary carer of the child they are adopting, is entitled to 14 weeks of paid adoption leave from the day of placement of a child where the child: a.
Department of Employment and Workplace Relations.txt1377parental leaveall paid parental leave types will count as service for all purposes. for employees without the qualifying service period for paid maternity leave under the maternity leave (commonwealth employees) act 1973 (maternity leave act), up to 12 weeks of unpaid maternity, adoption or long term foster care and permanent care orders leave will count for service. unpaid parental leave types will not count as service unless otherwise provided for under legislation. unpaid parental leave will not be taken to have broken service. to provide for flexible administration, employees have the option to spread the payment for all paid parental leave types up to double the number of weeks at a rate of one-half of the normal salary for the employee. when payment is spread at half pay, only the full pay equivalent period will count as service (except to the extent this clause contradicts clause 236). maternity and maternal leave eligible employees can access maternity leave in accordance with the maternity leave act. an employee who is entitled to paid leave under the maternity leave act is also entitled to two weeks of paid maternal leave, to be taken immediately following the paid component of maternity leave. an employee is unable to access personal leave while on paid maternity/maternal leave. 28 a period of maternity/maternal leave is not broken or extended by public holidays or christmas closedown. adoption leave an employee who has a period of service equal to that required for employees covered by the maternity leave act to receive paid maternity leave, and will be the primary carer of the child they are adopting, is entitled to 14 weeks of paid adoption leave from the day of placement of a child where the child: a. is under school age on the day of placement
Department of Employment and Workplace Relations.txt1378maternity leavethe qualifying service period for paid maternity leave under the maternity leave (commonwealth employees) act 1973 (maternity leave act), up to 12 weeks of unpaid maternity, adoption or long term foster care and permanent care orders leave will count for service. unpaid parental leave types will not count as service unless otherwise provided for under legislation. unpaid parental leave will not be taken to have broken service. to provide for flexible administration, employees have the option to spread the payment for all paid parental leave types up to double the number of weeks at a rate of one-half of the normal salary for the employee. when payment is spread at half pay, only the full pay equivalent period will count as service (except to the extent this clause contradicts clause 236). maternity and maternal leave eligible employees can access maternity leave in accordance with the maternity leave act. an employee who is entitled to paid leave under the maternity leave act is also entitled to two weeks of paid maternal leave, to be taken immediately following the paid component of maternity leave. an employee is unable to access personal leave while on paid maternity/maternal leave. 28 a period of maternity/maternal leave is not broken or extended by public holidays or christmas closedown. adoption leave an employee who has a period of service equal to that required for employees covered by the maternity leave act to receive paid maternity leave, and will be the primary carer of the child they are adopting, is entitled to 14 weeks of paid adoption leave from the day of placement of a child where the child: a. is under school age on the day of placement b.
Department of Employment and Workplace Relations.txt1379maternity leave(commonwealth employees) act 1973 (maternity leave act), up to 12 weeks of unpaid maternity, adoption or long term foster care and permanent care orders leave will count for service. unpaid parental leave types will not count as service unless otherwise provided for under legislation. unpaid parental leave will not be taken to have broken service. to provide for flexible administration, employees have the option to spread the payment for all paid parental leave types up to double the number of weeks at a rate of one-half of the normal salary for the employee. when payment is spread at half pay, only the full pay equivalent period will count as service (except to the extent this clause contradicts clause 236). maternity and maternal leave eligible employees can access maternity leave in accordance with the maternity leave act. an employee who is entitled to paid leave under the maternity leave act is also entitled to two weeks of paid maternal leave, to be taken immediately following the paid component of maternity leave. an employee is unable to access personal leave while on paid maternity/maternal leave. 28 a period of maternity/maternal leave is not broken or extended by public holidays or christmas closedown. adoption leave an employee who has a period of service equal to that required for employees covered by the maternity leave act to receive paid maternity leave, and will be the primary carer of the child they are adopting, is entitled to 14 weeks of paid adoption leave from the day of placement of a child where the child: a. is under school age on the day of placement b.
Department of Employment and Workplace Relations.txt1381parental leaveservice. unpaid parental leave types will not count as service unless otherwise provided for under legislation. unpaid parental leave will not be taken to have broken service. to provide for flexible administration, employees have the option to spread the payment for all paid parental leave types up to double the number of weeks at a rate of one-half of the normal salary for the employee. when payment is spread at half pay, only the full pay equivalent period will count as service (except to the extent this clause contradicts clause 236). maternity and maternal leave eligible employees can access maternity leave in accordance with the maternity leave act. an employee who is entitled to paid leave under the maternity leave act is also entitled to two weeks of paid maternal leave, to be taken immediately following the paid component of maternity leave. an employee is unable to access personal leave while on paid maternity/maternal leave. 28 a period of maternity/maternal leave is not broken or extended by public holidays or christmas closedown. adoption leave an employee who has a period of service equal to that required for employees covered by the maternity leave act to receive paid maternity leave, and will be the primary carer of the child they are adopting, is entitled to 14 weeks of paid adoption leave from the day of placement of a child where the child: a. is under school age on the day of placement b. did not previously live with the employee for a period of six months or more as at the day of placement and
Department of Employment and Workplace Relations.txt1382parental leaveunder legislation. unpaid parental leave will not be taken to have broken service. to provide for flexible administration, employees have the option to spread the payment for all paid parental leave types up to double the number of weeks at a rate of one-half of the normal salary for the employee. when payment is spread at half pay, only the full pay equivalent period will count as service (except to the extent this clause contradicts clause 236). maternity and maternal leave eligible employees can access maternity leave in accordance with the maternity leave act. an employee who is entitled to paid leave under the maternity leave act is also entitled to two weeks of paid maternal leave, to be taken immediately following the paid component of maternity leave. an employee is unable to access personal leave while on paid maternity/maternal leave. 28 a period of maternity/maternal leave is not broken or extended by public holidays or christmas closedown. adoption leave an employee who has a period of service equal to that required for employees covered by the maternity leave act to receive paid maternity leave, and will be the primary carer of the child they are adopting, is entitled to 14 weeks of paid adoption leave from the day of placement of a child where the child: a. is under school age on the day of placement b. did not previously live with the employee for a period of six months or more as at the day of placement and
Department of Employment and Workplace Relations.txt1384parental leaveall paid parental leave types up to double the number of weeks at a rate of one-half of the normal salary for the employee. when payment is spread at half pay, only the full pay equivalent period will count as service (except to the extent this clause contradicts clause 236). maternity and maternal leave eligible employees can access maternity leave in accordance with the maternity leave act. an employee who is entitled to paid leave under the maternity leave act is also entitled to two weeks of paid maternal leave, to be taken immediately following the paid component of maternity leave. an employee is unable to access personal leave while on paid maternity/maternal leave. 28 a period of maternity/maternal leave is not broken or extended by public holidays or christmas closedown. adoption leave an employee who has a period of service equal to that required for employees covered by the maternity leave act to receive paid maternity leave, and will be the primary carer of the child they are adopting, is entitled to 14 weeks of paid adoption leave from the day of placement of a child where the child: a. is under school age on the day of placement b. did not previously live with the employee for a period of six months or more as at the day of placement and c.
Department of Employment and Workplace Relations.txt1389maternity leaveeligible employees can access maternity leave in accordance with the maternity leave act. an employee who is entitled to paid leave under the maternity leave act is also entitled to two weeks of paid maternal leave, to be taken immediately following the paid component of maternity leave. an employee is unable to access personal leave while on paid maternity/maternal leave. 28 a period of maternity/maternal leave is not broken or extended by public holidays or christmas closedown. adoption leave an employee who has a period of service equal to that required for employees covered by the maternity leave act to receive paid maternity leave, and will be the primary carer of the child they are adopting, is entitled to 14 weeks of paid adoption leave from the day of placement of a child where the child: a. is under school age on the day of placement b. did not previously live with the employee for a period of six months or more as at the day of placement and c. is not a child or step child of the employee or the employee’s partner. long term foster care and permanent care orders an employee who has a period of service equal to that required for employees covered by the maternity leave act to receive paid maternity leave, and will be the primary carer of the
Department of Employment and Workplace Relations.txt1390maternity leavean employee who is entitled to paid leave under the maternity leave act is also entitled to two weeks of paid maternal leave, to be taken immediately following the paid component of maternity leave. an employee is unable to access personal leave while on paid maternity/maternal leave. 28 a period of maternity/maternal leave is not broken or extended by public holidays or christmas closedown. adoption leave an employee who has a period of service equal to that required for employees covered by the maternity leave act to receive paid maternity leave, and will be the primary carer of the child they are adopting, is entitled to 14 weeks of paid adoption leave from the day of placement of a child where the child: a. is under school age on the day of placement b. did not previously live with the employee for a period of six months or more as at the day of placement and c. is not a child or step child of the employee or the employee’s partner. long term foster care and permanent care orders an employee who has a period of service equal to that required for employees covered by the maternity leave act to receive paid maternity leave, and will be the primary carer of the child they are adopting, is entitled to 14 weeks paid foster care leave from the day of the
Department of Employment and Workplace Relations.txt1392maternity leavematernity leave. an employee is unable to access personal leave while on paid maternity/maternal leave. 28 a period of maternity/maternal leave is not broken or extended by public holidays or christmas closedown. adoption leave an employee who has a period of service equal to that required for employees covered by the maternity leave act to receive paid maternity leave, and will be the primary carer of the child they are adopting, is entitled to 14 weeks of paid adoption leave from the day of placement of a child where the child: a. is under school age on the day of placement b. did not previously live with the employee for a period of six months or more as at the day of placement and c. is not a child or step child of the employee or the employee’s partner. long term foster care and permanent care orders an employee who has a period of service equal to that required for employees covered by the maternity leave act to receive paid maternity leave, and will be the primary carer of the child they are adopting, is entitled to 14 weeks paid foster care leave from the day of the placement of a child where: a.
Department of Employment and Workplace Relations.txt1400maternity leavethe maternity leave act to receive paid maternity leave, and will be the primary carer of the child they are adopting, is entitled to 14 weeks of paid adoption leave from the day of placement of a child where the child: a. is under school age on the day of placement b. did not previously live with the employee for a period of six months or more as at the day of placement and c. is not a child or step child of the employee or the employee’s partner. long term foster care and permanent care orders an employee who has a period of service equal to that required for employees covered by the maternity leave act to receive paid maternity leave, and will be the primary carer of the child they are adopting, is entitled to 14 weeks paid foster care leave from the day of the placement of a child where: a. the employee becomes the primary care giver of a long term foster child or b. is granted custody and guardianship of a child up to the age of 18 years as a result of a permanent care order and
Department of Employment and Workplace Relations.txt1418maternity leavethe maternity leave act to receive paid maternity leave, and will be the primary carer of the child they are adopting, is entitled to 14 weeks paid foster care leave from the day of the placement of a child where: a. the employee becomes the primary care giver of a long term foster child or b. is granted custody and guardianship of a child up to the age of 18 years as a result of a permanent care order and c. the child did not previously live with the employee for a period of six months or more as at the day of placement. in exceptional circumstances, the secretary may approve paid and/or unpaid foster care leave under these provisions for short term fostering arrangements or kinship care. this will only be considered where legal reasons or circumstances beyond the employee’s control mean the arrangements cannot be considered long term fostering, however are likely to become long term or permanent. primary carer leave an ongoing employee, other than the mother, who becomes the primary care giver for a newborn baby will be entitled to a period of six weeks paid primary carer leave. supporting partner leave an employee, who has 12 continuous months of aps service and is not otherwise entitled to paid maternity or parental leave under the maternity leave act or this determination, will be entitled to two weeks of paid supporting partner leave to commence within one month of the birth, adoption or permanent foster placement of a child or their partner’s child.
Department of Employment and Workplace Relations.txt1445maternity leavepaid maternity or parental leave under the maternity leave act or this determination, will be entitled to two weeks of paid supporting partner leave to commence within one month of the birth, adoption or permanent foster placement of a child or their partner’s child. unpaid parental leave an eligible employee is entitled to take a period of unpaid parental leave of up to 52 weeks, less any period of paid foster care leave or maternity and parental leave types taken in accordance with the fw act. an employee is not entitled to take paid personal or compassionate leave while they are taking unpaid parental leave. on ending the initial 52 weeks of maternity or parental leave, employees are entitled on request to an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial 52 week leave period. 29 returning from any type of parental leave employees returning to work after a period of parental leave will be assigned to the duties previously performed where available or to alternative duties where appropriate to the employee’s skills and classification. an employee returning to duty from parental leave will have the right to access part time work in accordance with the part time provisions in this determination. unauthorised absences where an employee is absent from duty without approval, all pay and other benefits provided under this determination cease to be available until the employee resumes duty, or is granted leave or ceases employment. such absences will not count as service for any purpose. for further information on unauthorised absences, please refer to the working hours policy. 30
Department of Employment and Workplace Relations.txt1445parental leavepaid maternity or parental leave under the maternity leave act or this determination, will be entitled to two weeks of paid supporting partner leave to commence within one month of the birth, adoption or permanent foster placement of a child or their partner’s child. unpaid parental leave an eligible employee is entitled to take a period of unpaid parental leave of up to 52 weeks, less any period of paid foster care leave or maternity and parental leave types taken in accordance with the fw act. an employee is not entitled to take paid personal or compassionate leave while they are taking unpaid parental leave. on ending the initial 52 weeks of maternity or parental leave, employees are entitled on request to an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial 52 week leave period. 29 returning from any type of parental leave employees returning to work after a period of parental leave will be assigned to the duties previously performed where available or to alternative duties where appropriate to the employee’s skills and classification. an employee returning to duty from parental leave will have the right to access part time work in accordance with the part time provisions in this determination. unauthorised absences where an employee is absent from duty without approval, all pay and other benefits provided under this determination cease to be available until the employee resumes duty, or is granted leave or ceases employment. such absences will not count as service for any purpose. for further information on unauthorised absences, please refer to the working hours policy. 30
Department of Employment and Workplace Relations.txt1448parental leaveunpaid parental leave an eligible employee is entitled to take a period of unpaid parental leave of up to 52 weeks, less any period of paid foster care leave or maternity and parental leave types taken in accordance with the fw act. an employee is not entitled to take paid personal or compassionate leave while they are taking unpaid parental leave. on ending the initial 52 weeks of maternity or parental leave, employees are entitled on request to an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial 52 week leave period. 29 returning from any type of parental leave employees returning to work after a period of parental leave will be assigned to the duties previously performed where available or to alternative duties where appropriate to the employee’s skills and classification. an employee returning to duty from parental leave will have the right to access part time work in accordance with the part time provisions in this determination. unauthorised absences where an employee is absent from duty without approval, all pay and other benefits provided under this determination cease to be available until the employee resumes duty, or is granted leave or ceases employment. such absences will not count as service for any purpose. for further information on unauthorised absences, please refer to the working hours policy. 30 part i – management of excess employees the following provisions apply to all employees covered by this determination, excluding an employee serving a probationary period and a non-ongoing employee.
Department of Employment and Workplace Relations.txt1449parental leavean eligible employee is entitled to take a period of unpaid parental leave of up to 52 weeks, less any period of paid foster care leave or maternity and parental leave types taken in accordance with the fw act. an employee is not entitled to take paid personal or compassionate leave while they are taking unpaid parental leave. on ending the initial 52 weeks of maternity or parental leave, employees are entitled on request to an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial 52 week leave period. 29 returning from any type of parental leave employees returning to work after a period of parental leave will be assigned to the duties previously performed where available or to alternative duties where appropriate to the employee’s skills and classification. an employee returning to duty from parental leave will have the right to access part time work in accordance with the part time provisions in this determination. unauthorised absences where an employee is absent from duty without approval, all pay and other benefits provided under this determination cease to be available until the employee resumes duty, or is granted leave or ceases employment. such absences will not count as service for any purpose. for further information on unauthorised absences, please refer to the working hours policy. 30 part i – management of excess employees the following provisions apply to all employees covered by this determination, excluding an employee serving a probationary period and a non-ongoing employee. the department will, as far as possible, avoid involuntary redundancies. reasonable steps
Department of Employment and Workplace Relations.txt1450parental leaveless any period of paid foster care leave or maternity and parental leave types taken in accordance with the fw act. an employee is not entitled to take paid personal or compassionate leave while they are taking unpaid parental leave. on ending the initial 52 weeks of maternity or parental leave, employees are entitled on request to an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial 52 week leave period. 29 returning from any type of parental leave employees returning to work after a period of parental leave will be assigned to the duties previously performed where available or to alternative duties where appropriate to the employee’s skills and classification. an employee returning to duty from parental leave will have the right to access part time work in accordance with the part time provisions in this determination. unauthorised absences where an employee is absent from duty without approval, all pay and other benefits provided under this determination cease to be available until the employee resumes duty, or is granted leave or ceases employment. such absences will not count as service for any purpose. for further information on unauthorised absences, please refer to the working hours policy. 30 part i – management of excess employees the following provisions apply to all employees covered by this determination, excluding an employee serving a probationary period and a non-ongoing employee. the department will, as far as possible, avoid involuntary redundancies. reasonable steps will be taken to facilitate redeployment opportunities at level across the department and the
Department of Employment and Workplace Relations.txt1453parental leavetaking unpaid parental leave. on ending the initial 52 weeks of maternity or parental leave, employees are entitled on request to an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial 52 week leave period. 29 returning from any type of parental leave employees returning to work after a period of parental leave will be assigned to the duties previously performed where available or to alternative duties where appropriate to the employee’s skills and classification. an employee returning to duty from parental leave will have the right to access part time work in accordance with the part time provisions in this determination. unauthorised absences where an employee is absent from duty without approval, all pay and other benefits provided under this determination cease to be available until the employee resumes duty, or is granted leave or ceases employment. such absences will not count as service for any purpose. for further information on unauthorised absences, please refer to the working hours policy. 30 part i – management of excess employees the following provisions apply to all employees covered by this determination, excluding an employee serving a probationary period and a non-ongoing employee. the department will, as far as possible, avoid involuntary redundancies. reasonable steps will be taken to facilitate redeployment opportunities at level across the department and the aps for excess or potentially excess employees. an offer of voluntary redundancy to an employee who is not fit for and not at work may be made to an employee who is excess in accordance with the paragraph below only where the
Department of Employment and Workplace Relations.txt1454parental leaveon ending the initial 52 weeks of maternity or parental leave, employees are entitled on request to an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial 52 week leave period. 29 returning from any type of parental leave employees returning to work after a period of parental leave will be assigned to the duties previously performed where available or to alternative duties where appropriate to the employee’s skills and classification. an employee returning to duty from parental leave will have the right to access part time work in accordance with the part time provisions in this determination. unauthorised absences where an employee is absent from duty without approval, all pay and other benefits provided under this determination cease to be available until the employee resumes duty, or is granted leave or ceases employment. such absences will not count as service for any purpose. for further information on unauthorised absences, please refer to the working hours policy. 30 part i – management of excess employees the following provisions apply to all employees covered by this determination, excluding an employee serving a probationary period and a non-ongoing employee. the department will, as far as possible, avoid involuntary redundancies. reasonable steps will be taken to facilitate redeployment opportunities at level across the department and the aps for excess or potentially excess employees. an offer of voluntary redundancy to an employee who is not fit for and not at work may be made to an employee who is excess in accordance with the paragraph below only where the secretary, having regard to the commonwealth’s liability, decides it is appropriate.
Department of Employment and Workplace Relations.txt1455parental leaverequest to an extension of unpaid parental leave for a further period of up to 52 weeks. the second period of unpaid leave is to commence immediately following the initial 52 week leave period. 29 returning from any type of parental leave employees returning to work after a period of parental leave will be assigned to the duties previously performed where available or to alternative duties where appropriate to the employee’s skills and classification. an employee returning to duty from parental leave will have the right to access part time work in accordance with the part time provisions in this determination. unauthorised absences where an employee is absent from duty without approval, all pay and other benefits provided under this determination cease to be available until the employee resumes duty, or is granted leave or ceases employment. such absences will not count as service for any purpose. for further information on unauthorised absences, please refer to the working hours policy. 30 part i – management of excess employees the following provisions apply to all employees covered by this determination, excluding an employee serving a probationary period and a non-ongoing employee. the department will, as far as possible, avoid involuntary redundancies. reasonable steps will be taken to facilitate redeployment opportunities at level across the department and the aps for excess or potentially excess employees. an offer of voluntary redundancy to an employee who is not fit for and not at work may be made to an employee who is excess in accordance with the paragraph below only where the secretary, having regard to the commonwealth’s liability, decides it is appropriate. discussion and consideration period
Department of Employment and Workplace Relations.txt1460parental leavereturning from any type of parental leave employees returning to work after a period of parental leave will be assigned to the duties previously performed where available or to alternative duties where appropriate to the employee’s skills and classification. an employee returning to duty from parental leave will have the right to access part time work in accordance with the part time provisions in this determination. unauthorised absences where an employee is absent from duty without approval, all pay and other benefits provided under this determination cease to be available until the employee resumes duty, or is granted leave or ceases employment. such absences will not count as service for any purpose. for further information on unauthorised absences, please refer to the working hours policy. 30 part i – management of excess employees the following provisions apply to all employees covered by this determination, excluding an employee serving a probationary period and a non-ongoing employee. the department will, as far as possible, avoid involuntary redundancies. reasonable steps will be taken to facilitate redeployment opportunities at level across the department and the aps for excess or potentially excess employees. an offer of voluntary redundancy to an employee who is not fit for and not at work may be made to an employee who is excess in accordance with the paragraph below only where the secretary, having regard to the commonwealth’s liability, decides it is appropriate. discussion and consideration period where an excess employee situation is identified, the secretary will: a. advise the employee(s) directly affected of the situation, the reasons and scope and invite the employee(s) to nominate a representative
Department of Employment and Workplace Relations.txt1461parental leaveemployees returning to work after a period of parental leave will be assigned to the duties previously performed where available or to alternative duties where appropriate to the employee’s skills and classification. an employee returning to duty from parental leave will have the right to access part time work in accordance with the part time provisions in this determination. unauthorised absences where an employee is absent from duty without approval, all pay and other benefits provided under this determination cease to be available until the employee resumes duty, or is granted leave or ceases employment. such absences will not count as service for any purpose. for further information on unauthorised absences, please refer to the working hours policy. 30 part i – management of excess employees the following provisions apply to all employees covered by this determination, excluding an employee serving a probationary period and a non-ongoing employee. the department will, as far as possible, avoid involuntary redundancies. reasonable steps will be taken to facilitate redeployment opportunities at level across the department and the aps for excess or potentially excess employees. an offer of voluntary redundancy to an employee who is not fit for and not at work may be made to an employee who is excess in accordance with the paragraph below only where the secretary, having regard to the commonwealth’s liability, decides it is appropriate. discussion and consideration period where an excess employee situation is identified, the secretary will: a. advise the employee(s) directly affected of the situation, the reasons and scope and invite the employee(s) to nominate a representative
Department of Employment and Workplace Relations.txt1464parental leavean employee returning to duty from parental leave will have the right to access part time work in accordance with the part time provisions in this determination. unauthorised absences where an employee is absent from duty without approval, all pay and other benefits provided under this determination cease to be available until the employee resumes duty, or is granted leave or ceases employment. such absences will not count as service for any purpose. for further information on unauthorised absences, please refer to the working hours policy. 30 part i – management of excess employees the following provisions apply to all employees covered by this determination, excluding an employee serving a probationary period and a non-ongoing employee. the department will, as far as possible, avoid involuntary redundancies. reasonable steps will be taken to facilitate redeployment opportunities at level across the department and the aps for excess or potentially excess employees. an offer of voluntary redundancy to an employee who is not fit for and not at work may be made to an employee who is excess in accordance with the paragraph below only where the secretary, having regard to the commonwealth’s liability, decides it is appropriate. discussion and consideration period where an excess employee situation is identified, the secretary will: a. advise the employee(s) directly affected of the situation, the reasons and scope and invite the employee(s) to nominate a representative b. discuss the voluntary redundancy and reassignment processes with affected employees
Department of Employment and Workplace Relations.txt1632long service leavegovernment service as defined in section 10 of the long service leave (commonwealth employees) act 1976 c. service with a commonwealth body (other than service with a joint commonwealth-state body corporate in which the commonwealth does not have a controlling interest) which is recognised for long service leave purposes d. service with the australian defence forces e. aps service immediately preceding deemed resignation under repealed section 49 of the public service act 1922, if the service has not previously been recognised for severance pay purposes f. service in another organisation where an employee was transferred from that organisation with a transfer of function; or an employee engaged by that organisation on work within a function is appointed as a result of the transfer of that function to the aps and such service is recognised for long service leave purposes. for earlier periods of service to count, there must be no breaks between the periods of service, except where: a.
Department of Employment and Workplace Relations.txt1639long service leaverecognised for long service leave purposes d. service with the australian defence forces e. aps service immediately preceding deemed resignation under repealed section 49 of the public service act 1922, if the service has not previously been recognised for severance pay purposes f. service in another organisation where an employee was transferred from that organisation with a transfer of function; or an employee engaged by that organisation on work within a function is appointed as a result of the transfer of that function to the aps and such service is recognised for long service leave purposes. for earlier periods of service to count, there must be no breaks between the periods of service, except where: a. the break in service is less than one month and occurs where an offer of employment with the new employer was made and accepted by the employee before ceasing employment with the preceding employer or b. the earlier period of service was with the aps and ceased because the employee was
Department of Employment and Workplace Relations.txt1656long service leaveand such service is recognised for long service leave purposes. for earlier periods of service to count, there must be no breaks between the periods of service, except where: a. the break in service is less than one month and occurs where an offer of employment with the new employer was made and accepted by the employee before ceasing employment with the preceding employer or b. the earlier period of service was with the aps and ceased because the employee was deemed to have resigned from the aps under the repealed section 49 of the public service act 1922. service not to count for severance pay purposes periods of service that will not count as service for redundancy pay purposes are previous periods of service that ceased by way of: a. termination under section 29 of the ps act or b. prior to the commencement of the ps act, by way of redundancy; forfeiture of office, retirement on the grounds of invalidity, inefficiency or loss of qualifications; dismissal or termination of probationary appointment for reasons of unsatisfactory service or c.
Department of Employment and Workplace Relations.txt1695long service leaveabsences from duty which do not count as service for long service leave purposes will not count for severance pay purposes. 33 retention period should an employee not accept the formal offer of voluntary redundancy, the employee will commence their retention period one month after the offer of voluntary redundancy. the notice period will be concurrent with the retention period. the purpose of the retention period is to enable excess employees to be reassigned within the aps or to find other suitable employment. consistent with this, during the retention period: a. the department will continue to provide and resource reasonable career transition services and support, and take all reasonable steps to move an excess employee to a suitable vacancy, to another agency or to pursue placements outside the aps consistent with this determination and b. employees will take all reasonable steps to secure permanent re-assignment or placement. the retention period is: a. 13 months where an employee has 20 or more years of continuous, current service with the aps or is over 45 years of age
Department of Employment and Workplace Relations.txt1759travelemployment interviews and may request assistance in meeting reasonable travel costs and incidental expenses incurred by the employee in seeking alternative employment, where these are not met by the prospective employer. e. the employee may, after being given four weeks of notice (or five weeks for employees over 45 years old who have completed at least five years of continuous, current aps service), be reduced in classification as a means of securing alternative employment. if reduction occurs after the offer of voluntary redundancy and before the end of the retention period the employee will receive payments to maintain the employee’s salary level for the balance of the retention period. 34 extension of the retention period retention periods will only be extended by periods of approved leave due to the employee’s illness or injury (supported by medical evidence) taken during the retention period. the period will not be extended on these grounds beyond an additional eight weeks. involuntary redundancy if an excess employee is unsuccessful in obtaining permanent reassignment at the end of the retention period, the employee’s employment will be terminated under section 29 of the ps act. an employee may be entitled to a redundancy payment under the nes. where an excess employee’s employment is to be terminated the employee will be given four weeks’ notice of termination (or five weeks for an employee over 45 years of age with at least five years of continuous, current aps service). this period of notice will be served, as far as practicable, concurrently with the retention period. 35
Department of Employment and Workplace Relations.txt2267salary advancementis eligible for salary advancement as set out in part c of this determination and e. received a performance rating of ‘meets expectations’ in the most recent performance cycle. where an employee is advanced to the senior government lawyer level, an employee will only be advanced to the first salary point in the senior government lawyer scale and must remain at that level for at least 12 months before being eligible for further advancement within the senior government lawyer scale. accelerated advancement subject to secretary approval, if eligible for advancement in accordance with clauses 305 and 306, an employee on the government lawyer broadband may be advanced two pay points within the broadband. the decision to advance an employee more than one point in the broadband will take into account performance outcomes. 41 attachment d – department of employment and workplace information technology specialist designation and salary relations: table 1 – information technology (it) specialist designation classification pay point on commencement
Department of Employment and Workplace Relations.txt2365overtimeshift penalty payments will not be taken into account in the computation of overtime or in the calculation of any allowance based upon salary, nor will they be paid with respect to any shift for which any other form of penalty payment is made under this determination. an employee's ordinary rate will include any temporary performance loading for the shift. shiftworkers will receive the following rate: rostered time of work rate work performed on a shift, any part of which falls between 7:00 pm and 7:00 am. 115% of ordinary hourly rate work performed continuously for a period exceeding 4 weeks on a shift falling wholly between 7:00 pm and 7:00 am work performed anytime on a saturday 130% of ordinary hourly rate work performed anytime on a sunday work performed anytime on a public holiday 150% of ordinary hourly rate 200% of ordinary hourly rate
Department of Employment and Workplace Relations.txt2406overtimeovertime shiftworkers directed to work overtime are entitled to the overtime payments calculated as follows: for overtime worked overtime rate monday to saturday – first three hours monday to saturday – after three hours sunday – all day 150% of ordinary hourly rate 200% of ordinary hourly rate 200% of ordinary hourly rate public holidays or additional holiday – all day 250% of ordinary hourly rate crib time where an employee working a shift pattern is required to be on standby during meal breaks, they will be paid crib time of single time for the period they are required to be on standby. 43 operation of shifts managers will allocate shifts equitably among employees undertaking shift work, with shift rosters specifying the standard hours of work for each shift. a shift worker can be moved from one shift team to another by agreement at any time or with seven days’ notice. if seven days’ notice has not been given, except where this is not
Department of Employment and Workplace Relations.txt2407overtimeshiftworkers directed to work overtime are entitled to the overtime payments calculated as follows: for overtime worked overtime rate monday to saturday – first three hours monday to saturday – after three hours sunday – all day 150% of ordinary hourly rate 200% of ordinary hourly rate 200% of ordinary hourly rate public holidays or additional holiday – all day 250% of ordinary hourly rate crib time where an employee working a shift pattern is required to be on standby during meal breaks, they will be paid crib time of single time for the period they are required to be on standby. 43 operation of shifts managers will allocate shifts equitably among employees undertaking shift work, with shift rosters specifying the standard hours of work for each shift. a shift worker can be moved from one shift team to another by agreement at any time or with seven days’ notice. if seven days’ notice has not been given, except where this is not possible due to the illness or unanticipated absence of another employee, overtime will apply
Department of Employment and Workplace Relations.txt2409overtimefor overtime worked overtime rate monday to saturday – first three hours monday to saturday – after three hours sunday – all day 150% of ordinary hourly rate 200% of ordinary hourly rate 200% of ordinary hourly rate public holidays or additional holiday – all day 250% of ordinary hourly rate crib time where an employee working a shift pattern is required to be on standby during meal breaks, they will be paid crib time of single time for the period they are required to be on standby. 43 operation of shifts managers will allocate shifts equitably among employees undertaking shift work, with shift rosters specifying the standard hours of work for each shift. a shift worker can be moved from one shift team to another by agreement at any time or with seven days’ notice. if seven days’ notice has not been given, except where this is not possible due to the illness or unanticipated absence of another employee, overtime will apply as per the overtime provisions of this determination for work outside the employee’s previously rostered hours of duty until the employee has received seven days’ notice of the
Department of Employment and Workplace Relations.txt2411overtimeovertime rate monday to saturday – first three hours monday to saturday – after three hours sunday – all day 150% of ordinary hourly rate 200% of ordinary hourly rate 200% of ordinary hourly rate public holidays or additional holiday – all day 250% of ordinary hourly rate crib time where an employee working a shift pattern is required to be on standby during meal breaks, they will be paid crib time of single time for the period they are required to be on standby. 43 operation of shifts managers will allocate shifts equitably among employees undertaking shift work, with shift rosters specifying the standard hours of work for each shift. a shift worker can be moved from one shift team to another by agreement at any time or with seven days’ notice. if seven days’ notice has not been given, except where this is not possible due to the illness or unanticipated absence of another employee, overtime will apply as per the overtime provisions of this determination for work outside the employee’s previously rostered hours of duty until the employee has received seven days’ notice of the shift change. shiftworkers can exchange shifts or rostered days off by mutual agreement and with the
Department of Employment and Workplace Relations.txt2436overtimepossible due to the illness or unanticipated absence of another employee, overtime will apply as per the overtime provisions of this determination for work outside the employee’s previously rostered hours of duty until the employee has received seven days’ notice of the shift change. shiftworkers can exchange shifts or rostered days off by mutual agreement and with the approval of the relevant manager provided that the arrangement does not give rise to an employee working overtime. leave shiftworkers will accrue an additional half day of paid annual leave for each sunday or public holiday worked, up to a maximum of five days for each calendar year in addition to penalty rates. if the employee is rostered off on a public holiday, they will if practicable, within one month of that public holiday, be granted a day’s paid leave in lieu of that holiday. where it is impractical to grant a day’s leave in lieu, the employee will be paid one day’s pay at ordinary time. where a shiftworker takes annual leave, they will be paid shift penalty payments in respect of any duty which the shiftworker would have performed had they not been on approved annual leave. where a shiftworker takes a period of leave other than annual leave, shift penalties are not payable for the period of the absence. 44 attachment f – remote localities assistance remote localities assistance (rla) is to recognise the climatic condition and lack of access to services in remote localities due to the geographical location. four categories have been determined for payment of rla, depending on the level of remoteness. the amounts payable for the categories are: category 1
Department of Employment and Workplace Relations.txt2437overtimeas per the overtime provisions of this determination for work outside the employee’s previously rostered hours of duty until the employee has received seven days’ notice of the shift change. shiftworkers can exchange shifts or rostered days off by mutual agreement and with the approval of the relevant manager provided that the arrangement does not give rise to an employee working overtime. leave shiftworkers will accrue an additional half day of paid annual leave for each sunday or public holiday worked, up to a maximum of five days for each calendar year in addition to penalty rates. if the employee is rostered off on a public holiday, they will if practicable, within one month of that public holiday, be granted a day’s paid leave in lieu of that holiday. where it is impractical to grant a day’s leave in lieu, the employee will be paid one day’s pay at ordinary time. where a shiftworker takes annual leave, they will be paid shift penalty payments in respect of any duty which the shiftworker would have performed had they not been on approved annual leave. where a shiftworker takes a period of leave other than annual leave, shift penalties are not payable for the period of the absence. 44 attachment f – remote localities assistance remote localities assistance (rla) is to recognise the climatic condition and lack of access to services in remote localities due to the geographical location. four categories have been determined for payment of rla, depending on the level of remoteness. the amounts payable for the categories are: category 1 category 2
Department of Employment and Workplace Relations.txt2442overtimeemployee working overtime. leave shiftworkers will accrue an additional half day of paid annual leave for each sunday or public holiday worked, up to a maximum of five days for each calendar year in addition to penalty rates. if the employee is rostered off on a public holiday, they will if practicable, within one month of that public holiday, be granted a day’s paid leave in lieu of that holiday. where it is impractical to grant a day’s leave in lieu, the employee will be paid one day’s pay at ordinary time. where a shiftworker takes annual leave, they will be paid shift penalty payments in respect of any duty which the shiftworker would have performed had they not been on approved annual leave. where a shiftworker takes a period of leave other than annual leave, shift penalties are not payable for the period of the absence. 44 attachment f – remote localities assistance remote localities assistance (rla) is to recognise the climatic condition and lack of access to services in remote localities due to the geographical location. four categories have been determined for payment of rla, depending on the level of remoteness. the amounts payable for the categories are: category 1 category 2 category 3 category 4
NHMRC-2016-2019.txt219salary advancementapplicable, the higher pay point attained through salary advancement in previous periods of higher duties at that, or a higher, classification level. 20 . an employee temporarily performing duties at a higher classification level who is granted paid leave or who observes a public holiday will continue to receive payment at the higher classification level during his or her absence until the date on which the employee would have ceased working at that level had the employee not been absent. further information is contained in nhmrc's policies and guidelines . 21. the ceo will determine the remuneration level of an employee who is temporarily assigned duties at the senior executive service (ses) level. salary advancement 22. for an employee who is below the maximum pay point of their classification level , salary advancement will occur from the beginning of the first full pay period commencing on or after 1 august each year subject to : • completion of the requirements of the performance partnerships program (ppp); and • performance of duties at the substantive and/or higher duties level within the nhmrc for an aggregate period of six (6) months or more within the ppp cycle ended 30 june of that year; and • performance being assessed as effective or better at the end of the ppp cycle . 6 23. employees under 21 years of age employed at the aps 1 classification level , whose rate of salary is prescribed in attachment a, will be automatically advanced to the next salary pay point on their birthday . further information is contained in nhmrc's policies and guidelines .
NHMRC-2016-2019.txt228salary advancementsalary advancement 22. for an employee who is below the maximum pay point of their classification level , salary advancement will occur from the beginning of the first full pay period commencing on or after 1 august each year subject to : • completion of the requirements of the performance partnerships program (ppp); and • performance of duties at the substantive and/or higher duties level within the nhmrc for an aggregate period of six (6) months or more within the ppp cycle ended 30 june of that year; and • performance being assessed as effective or better at the end of the ppp cycle . 6 23. employees under 21 years of age employed at the aps 1 classification level , whose rate of salary is prescribed in attachment a, will be automatically advanced to the next salary pay point on their birthday . further information is contained in nhmrc's policies and guidelines . part time employees 24 . remuneration and other benefits for part time employees will be calculated on a pro rata basis according to hours worked , with the exception of expense related benefits , which will be paid at the same amount as full time employees . casual employees 25 . casual employees are entitled to a salary loading of 20% in lieu of paid leave entitlements (other than long service leave), notice of termination of employment, redundancy benefits and public hol idays on which the
NHMRC-2016-2019.txt229salary advancement22. for an employee who is below the maximum pay point of their classification level , salary advancement will occur from the beginning of the first full pay period commencing on or after 1 august each year subject to : • completion of the requirements of the performance partnerships program (ppp); and • performance of duties at the substantive and/or higher duties level within the nhmrc for an aggregate period of six (6) months or more within the ppp cycle ended 30 june of that year; and • performance being assessed as effective or better at the end of the ppp cycle . 6 23. employees under 21 years of age employed at the aps 1 classification level , whose rate of salary is prescribed in attachment a, will be automatically advanced to the next salary pay point on their birthday . further information is contained in nhmrc's policies and guidelines . part time employees 24 . remuneration and other benefits for part time employees will be calculated on a pro rata basis according to hours worked , with the exception of expense related benefits , which will be paid at the same amount as full time employees . casual employees 25 . casual employees are entitled to a salary loading of 20% in lieu of paid leave entitlements (other than long service leave), notice of termination of employment, redundancy benefits and public hol idays on which the employee is not rostered to work.
NHMRC-2016-2019.txt272parental leave29. for employees who take paid and/or unpaid parental leave (which includes maternity, adoption , foster care and non-primary care giver leave), employer contrib utions will be made for a period equal to a maximum of 52 weeks as if the entire period of leave was paid leave , in accordance with the rules of the appropriate superannuation scheme . 30 . employer superannuation contributions will not be paid during other periods of unpaid leave that do not count as service, unless otherwise required by law. 31 . the ceo may choose to limit superannuation choice to complying superannuation funds that allow employee and/or employer contributions to be paid through fortnightly electronic funds transfer. salary packaging 32 . salary packaging will be available to employees on a salary sacrifice basis . employees may elect to sacrifice up to 100% of their salary for other benefits . 33. any fees charged for the administration of the packaging arrangements and any fringe benefits tax incurred by the employee as a result of the salary packaging arrangement will be met by the individual employee on a salary sacrifice basis . 34. participation in salary packaging will not affect an employee's salary for superannuation , or any other purpose. individual flexibility arrangement (ifa) 35 . the ceo and an employee covered by this enterprise agreement may agree to make an individual flexibility . arrangement to vary the effect of terms of the agreement if: • the arrangement deals with one or more of the following matters ; arrangements about when work is performed; overtime rates ; penalty rates ; 7 allowances;
NHMRC-2016-2019.txt281salary packagingsalary packaging 32 . salary packaging will be available to employees on a salary sacrifice basis . employees may elect to sacrifice up to 100% of their salary for other benefits . 33. any fees charged for the administration of the packaging arrangements and any fringe benefits tax incurred by the employee as a result of the salary packaging arrangement will be met by the individual employee on a salary sacrifice basis . 34. participation in salary packaging will not affect an employee's salary for superannuation , or any other purpose. individual flexibility arrangement (ifa) 35 . the ceo and an employee covered by this enterprise agreement may agree to make an individual flexibility . arrangement to vary the effect of terms of the agreement if: • the arrangement deals with one or more of the following matters ; arrangements about when work is performed; overtime rates ; penalty rates ; 7 allowances; remuneration; and/or leave; and • the arrangement meets the genuine needs of the nhmrc and employee in relation to one or more of the matters mentioned in this clause; and •
NHMRC-2016-2019.txt282salary packaging32 . salary packaging will be available to employees on a salary sacrifice basis . employees may elect to sacrifice up to 100% of their salary for other benefits . 33. any fees charged for the administration of the packaging arrangements and any fringe benefits tax incurred by the employee as a result of the salary packaging arrangement will be met by the individual employee on a salary sacrifice basis . 34. participation in salary packaging will not affect an employee's salary for superannuation , or any other purpose. individual flexibility arrangement (ifa) 35 . the ceo and an employee covered by this enterprise agreement may agree to make an individual flexibility . arrangement to vary the effect of terms of the agreement if: • the arrangement deals with one or more of the following matters ; arrangements about when work is performed; overtime rates ; penalty rates ; 7 allowances; remuneration; and/or leave; and • the arrangement meets the genuine needs of the nhmrc and employee in relation to one or more of the matters mentioned in this clause; and • the arrangement is genuinely agreed to by the ceo and employee .
NHMRC-2016-2019.txt285salary packagingthe employee as a result of the salary packaging arrangement will be met by the individual employee on a salary sacrifice basis . 34. participation in salary packaging will not affect an employee's salary for superannuation , or any other purpose. individual flexibility arrangement (ifa) 35 . the ceo and an employee covered by this enterprise agreement may agree to make an individual flexibility . arrangement to vary the effect of terms of the agreement if: • the arrangement deals with one or more of the following matters ; arrangements about when work is performed; overtime rates ; penalty rates ; 7 allowances; remuneration; and/or leave; and • the arrangement meets the genuine needs of the nhmrc and employee in relation to one or more of the matters mentioned in this clause; and • the arrangement is genuinely agreed to by the ceo and employee . 36. the ceo must ensure that the terms of the individual flexibility arrangement: •
NHMRC-2016-2019.txt287salary packaging34. participation in salary packaging will not affect an employee's salary for superannuation , or any other purpose. individual flexibility arrangement (ifa) 35 . the ceo and an employee covered by this enterprise agreement may agree to make an individual flexibility . arrangement to vary the effect of terms of the agreement if: • the arrangement deals with one or more of the following matters ; arrangements about when work is performed; overtime rates ; penalty rates ; 7 allowances; remuneration; and/or leave; and • the arrangement meets the genuine needs of the nhmrc and employee in relation to one or more of the matters mentioned in this clause; and • the arrangement is genuinely agreed to by the ceo and employee . 36. the ceo must ensure that the terms of the individual flexibility arrangement: • are about permitted matters under section 172 of the fair work act 2009; and
NHMRC-2016-2019.txt296overtimeovertime rates ; penalty rates ; 7 allowances; remuneration; and/or leave; and • the arrangement meets the genuine needs of the nhmrc and employee in relation to one or more of the matters mentioned in this clause; and • the arrangement is genuinely agreed to by the ceo and employee . 36. the ceo must ensure that the terms of the individual flexibility arrangement: • are about permitted matters under section 172 of the fair work act 2009; and • are not unlawful terms under section 194 of the fair work act 2009; and • result in the employee being better off overall than the employee would be if no arrangement was made .
NHMRC-2016-2019.txt366traveltravel and motor vehicle allowance 42 . employees required to be absent from their usual place of work on official business overnight will be paid a travel allowance for each absence. further information is available in nhmrc's policies and guidelines. 43. an employee who is required to be absent from his or her usual place of work on official business for a period of not less than 10 hours , but is not absent overnight, will be paid an allowance of $48 .00 for each absence . 44. employees authorised to use a private motor vehicle owned or hired by that employee for official travel will be paid a motor vehicle allowance. further information can be found in nhmrc's policies and guidelines. 8 relocation assistance 45 . when an existing employee is directed to relocate for employment purposes, the nhmrc will meet all reasonable costs as determined by the ceo associated with relocation of the employee and their dependants. further information can be found in nhmrc's pol icies and guidelines . workplace responsibility allowance 46. where the ceo appoints an employee as a first aid officer they wi ll be paid workplace responsibility allowance at the rate of $17 .50 per week. 47 . where the ceo appoints an employee as a fire warden, workplace harassment contact officer or a health and safety representative, they will be paid workplace responsibility allowance at the rate of $10 per week. 48. workplace responsibil ity allowance is not included in the payment of leave on termination, except for the purpose of long service leave, or for superannuation purposes, except as required by legislation . restriction allowance 49. where an aps6 or below employee is required to be contactable and available to work for a specified period outside the bandwidth of hours , the employee will be paid a restriction allowance of $300 per calendar week. 50. where an employee is restricted for a period that includes a public holiday, an additional payment of $50 will be payable for each public holiday occurring within the period of restriction . 51. where an eligible employee is restricted for a period of less than one (1) calendar week they will receive a proportional payment based on the number of hours that they are restricted outside the bandwidth based on 12
NHMRC-2016-2019.txt368traveltravel allowance for each absence. further information is available in nhmrc's policies and guidelines. 43. an employee who is required to be absent from his or her usual place of work on official business for a period of not less than 10 hours , but is not absent overnight, will be paid an allowance of $48 .00 for each absence . 44. employees authorised to use a private motor vehicle owned or hired by that employee for official travel will be paid a motor vehicle allowance. further information can be found in nhmrc's policies and guidelines. 8 relocation assistance 45 . when an existing employee is directed to relocate for employment purposes, the nhmrc will meet all reasonable costs as determined by the ceo associated with relocation of the employee and their dependants. further information can be found in nhmrc's pol icies and guidelines . workplace responsibility allowance 46. where the ceo appoints an employee as a first aid officer they wi ll be paid workplace responsibility allowance at the rate of $17 .50 per week. 47 . where the ceo appoints an employee as a fire warden, workplace harassment contact officer or a health and safety representative, they will be paid workplace responsibility allowance at the rate of $10 per week. 48. workplace responsibil ity allowance is not included in the payment of leave on termination, except for the purpose of long service leave, or for superannuation purposes, except as required by legislation . restriction allowance 49. where an aps6 or below employee is required to be contactable and available to work for a specified period outside the bandwidth of hours , the employee will be paid a restriction allowance of $300 per calendar week. 50. where an employee is restricted for a period that includes a public holiday, an additional payment of $50 will be payable for each public holiday occurring within the period of restriction . 51. where an eligible employee is restricted for a period of less than one (1) calendar week they will receive a proportional payment based on the number of hours that they are restricted outside the bandwidth based on 12 hours per day monday to friday, and 24 hours per day on a weekend.
NHMRC-2016-2019.txt368travel allowancetravel allowance for each absence. further information is available in nhmrc's policies and guidelines. 43. an employee who is required to be absent from his or her usual place of work on official business for a period of not less than 10 hours , but is not absent overnight, will be paid an allowance of $48 .00 for each absence . 44. employees authorised to use a private motor vehicle owned or hired by that employee for official travel will be paid a motor vehicle allowance. further information can be found in nhmrc's policies and guidelines. 8 relocation assistance 45 . when an existing employee is directed to relocate for employment purposes, the nhmrc will meet all reasonable costs as determined by the ceo associated with relocation of the employee and their dependants. further information can be found in nhmrc's pol icies and guidelines . workplace responsibility allowance 46. where the ceo appoints an employee as a first aid officer they wi ll be paid workplace responsibility allowance at the rate of $17 .50 per week. 47 . where the ceo appoints an employee as a fire warden, workplace harassment contact officer or a health and safety representative, they will be paid workplace responsibility allowance at the rate of $10 per week. 48. workplace responsibil ity allowance is not included in the payment of leave on termination, except for the purpose of long service leave, or for superannuation purposes, except as required by legislation . restriction allowance 49. where an aps6 or below employee is required to be contactable and available to work for a specified period outside the bandwidth of hours , the employee will be paid a restriction allowance of $300 per calendar week. 50. where an employee is restricted for a period that includes a public holiday, an additional payment of $50 will be payable for each public holiday occurring within the period of restriction . 51. where an eligible employee is restricted for a period of less than one (1) calendar week they will receive a proportional payment based on the number of hours that they are restricted outside the bandwidth based on 12 hours per day monday to friday, and 24 hours per day on a weekend.
NHMRC-2016-2019.txt371travel44. employees authorised to use a private motor vehicle owned or hired by that employee for official travel will be paid a motor vehicle allowance. further information can be found in nhmrc's policies and guidelines. 8 relocation assistance 45 . when an existing employee is directed to relocate for employment purposes, the nhmrc will meet all reasonable costs as determined by the ceo associated with relocation of the employee and their dependants. further information can be found in nhmrc's pol icies and guidelines . workplace responsibility allowance 46. where the ceo appoints an employee as a first aid officer they wi ll be paid workplace responsibility allowance at the rate of $17 .50 per week. 47 . where the ceo appoints an employee as a fire warden, workplace harassment contact officer or a health and safety representative, they will be paid workplace responsibility allowance at the rate of $10 per week. 48. workplace responsibil ity allowance is not included in the payment of leave on termination, except for the purpose of long service leave, or for superannuation purposes, except as required by legislation . restriction allowance 49. where an aps6 or below employee is required to be contactable and available to work for a specified period outside the bandwidth of hours , the employee will be paid a restriction allowance of $300 per calendar week. 50. where an employee is restricted for a period that includes a public holiday, an additional payment of $50 will be payable for each public holiday occurring within the period of restriction . 51. where an eligible employee is restricted for a period of less than one (1) calendar week they will receive a proportional payment based on the number of hours that they are restricted outside the bandwidth based on 12 hours per day monday to friday, and 24 hours per day on a weekend. overtime meal allowance 52 . where an aps6 or below employee is directed to work overtime for a period of at least three (3) hours, the employee will receive a meal allowance of $25.80 .
NHMRC-2016-2019.txt387long service leavepurpose of long service leave, or for superannuation purposes, except as required by legislation . restriction allowance 49. where an aps6 or below employee is required to be contactable and available to work for a specified period outside the bandwidth of hours , the employee will be paid a restriction allowance of $300 per calendar week. 50. where an employee is restricted for a period that includes a public holiday, an additional payment of $50 will be payable for each public holiday occurring within the period of restriction . 51. where an eligible employee is restricted for a period of less than one (1) calendar week they will receive a proportional payment based on the number of hours that they are restricted outside the bandwidth based on 12 hours per day monday to friday, and 24 hours per day on a weekend. overtime meal allowance 52 . where an aps6 or below employee is directed to work overtime for a period of at least three (3) hours, the employee will receive a meal allowance of $25.80 . 53. where an employee works a further five (5) hours overtime on a saturday, sunday or public holiday they will receive an additional overtime meal allowance of $25 .80. family care expenses 54 . employees required by the nhmrc to be away from home outside normal working hours will be reimbursed some or all of the costs of additional family care arrangements on production of an invoice . 55. an employee with school children who has approved leave cancelled , or is required to return from leave early because of nhmrc operational requirements , during school holidays will be reimbursed the amount paid by the employee for each school child attending approved or registered care . further information can be found in nhmrc's policies and guidelines . employee health 56. employees who are required to operate screen based equipment as an integral part of their duties will be reimbursed every two (2) years: •
NHMRC-2016-2019.txt391bandwidthoutside the bandwidth of hours , the employee will be paid a restriction allowance of $300 per calendar week. 50. where an employee is restricted for a period that includes a public holiday, an additional payment of $50 will be payable for each public holiday occurring within the period of restriction . 51. where an eligible employee is restricted for a period of less than one (1) calendar week they will receive a proportional payment based on the number of hours that they are restricted outside the bandwidth based on 12 hours per day monday to friday, and 24 hours per day on a weekend. overtime meal allowance 52 . where an aps6 or below employee is directed to work overtime for a period of at least three (3) hours, the employee will receive a meal allowance of $25.80 . 53. where an employee works a further five (5) hours overtime on a saturday, sunday or public holiday they will receive an additional overtime meal allowance of $25 .80. family care expenses 54 . employees required by the nhmrc to be away from home outside normal working hours will be reimbursed some or all of the costs of additional family care arrangements on production of an invoice . 55. an employee with school children who has approved leave cancelled , or is required to return from leave early because of nhmrc operational requirements , during school holidays will be reimbursed the amount paid by the employee for each school child attending approved or registered care . further information can be found in nhmrc's policies and guidelines . employee health 56. employees who are required to operate screen based equipment as an integral part of their duties will be reimbursed every two (2) years: • reasonable costs for eyesight testing; and •
NHMRC-2016-2019.txt395bandwidthproportional payment based on the number of hours that they are restricted outside the bandwidth based on 12 hours per day monday to friday, and 24 hours per day on a weekend. overtime meal allowance 52 . where an aps6 or below employee is directed to work overtime for a period of at least three (3) hours, the employee will receive a meal allowance of $25.80 . 53. where an employee works a further five (5) hours overtime on a saturday, sunday or public holiday they will receive an additional overtime meal allowance of $25 .80. family care expenses 54 . employees required by the nhmrc to be away from home outside normal working hours will be reimbursed some or all of the costs of additional family care arrangements on production of an invoice . 55. an employee with school children who has approved leave cancelled , or is required to return from leave early because of nhmrc operational requirements , during school holidays will be reimbursed the amount paid by the employee for each school child attending approved or registered care . further information can be found in nhmrc's policies and guidelines . employee health 56. employees who are required to operate screen based equipment as an integral part of their duties will be reimbursed every two (2) years: • reasonable costs for eyesight testing; and • up to $120 for single vision spectacles and $190 for bi-focal or multi-focal spectacles . 57. the ceo will make arrangements for the provision of annual influenza vaccinations for all employees. 58 . the ceo will provide employees and their families with access to confidential professional counselling to assist
NHMRC-2016-2019.txt398overtimeovertime meal allowance 52 . where an aps6 or below employee is directed to work overtime for a period of at least three (3) hours, the employee will receive a meal allowance of $25.80 . 53. where an employee works a further five (5) hours overtime on a saturday, sunday or public holiday they will receive an additional overtime meal allowance of $25 .80. family care expenses 54 . employees required by the nhmrc to be away from home outside normal working hours will be reimbursed some or all of the costs of additional family care arrangements on production of an invoice . 55. an employee with school children who has approved leave cancelled , or is required to return from leave early because of nhmrc operational requirements , during school holidays will be reimbursed the amount paid by the employee for each school child attending approved or registered care . further information can be found in nhmrc's policies and guidelines . employee health 56. employees who are required to operate screen based equipment as an integral part of their duties will be reimbursed every two (2) years: • reasonable costs for eyesight testing; and • up to $120 for single vision spectacles and $190 for bi-focal or multi-focal spectacles . 57. the ceo will make arrangements for the provision of annual influenza vaccinations for all employees. 58 . the ceo will provide employees and their families with access to confidential professional counselling to assist with work or personal issues through provision of an external employee assistance programme. 9
NHMRC-2016-2019.txt399overtime52 . where an aps6 or below employee is directed to work overtime for a period of at least three (3) hours, the employee will receive a meal allowance of $25.80 . 53. where an employee works a further five (5) hours overtime on a saturday, sunday or public holiday they will receive an additional overtime meal allowance of $25 .80. family care expenses 54 . employees required by the nhmrc to be away from home outside normal working hours will be reimbursed some or all of the costs of additional family care arrangements on production of an invoice . 55. an employee with school children who has approved leave cancelled , or is required to return from leave early because of nhmrc operational requirements , during school holidays will be reimbursed the amount paid by the employee for each school child attending approved or registered care . further information can be found in nhmrc's policies and guidelines . employee health 56. employees who are required to operate screen based equipment as an integral part of their duties will be reimbursed every two (2) years: • reasonable costs for eyesight testing; and • up to $120 for single vision spectacles and $190 for bi-focal or multi-focal spectacles . 57. the ceo will make arrangements for the provision of annual influenza vaccinations for all employees. 58 . the ceo will provide employees and their families with access to confidential professional counselling to assist with work or personal issues through provision of an external employee assistance programme. 9
NHMRC-2016-2019.txt401overtime53. where an employee works a further five (5) hours overtime on a saturday, sunday or public holiday they will receive an additional overtime meal allowance of $25 .80. family care expenses 54 . employees required by the nhmrc to be away from home outside normal working hours will be reimbursed some or all of the costs of additional family care arrangements on production of an invoice . 55. an employee with school children who has approved leave cancelled , or is required to return from leave early because of nhmrc operational requirements , during school holidays will be reimbursed the amount paid by the employee for each school child attending approved or registered care . further information can be found in nhmrc's policies and guidelines . employee health 56. employees who are required to operate screen based equipment as an integral part of their duties will be reimbursed every two (2) years: • reasonable costs for eyesight testing; and • up to $120 for single vision spectacles and $190 for bi-focal or multi-focal spectacles . 57. the ceo will make arrangements for the provision of annual influenza vaccinations for all employees. 58 . the ceo will provide employees and their families with access to confidential professional counselling to assist with work or personal issues through provision of an external employee assistance programme. 9 part d - working hours general
NHMRC-2016-2019.txt402overtimereceive an additional overtime meal allowance of $25 .80. family care expenses 54 . employees required by the nhmrc to be away from home outside normal working hours will be reimbursed some or all of the costs of additional family care arrangements on production of an invoice . 55. an employee with school children who has approved leave cancelled , or is required to return from leave early because of nhmrc operational requirements , during school holidays will be reimbursed the amount paid by the employee for each school child attending approved or registered care . further information can be found in nhmrc's policies and guidelines . employee health 56. employees who are required to operate screen based equipment as an integral part of their duties will be reimbursed every two (2) years: • reasonable costs for eyesight testing; and • up to $120 for single vision spectacles and $190 for bi-focal or multi-focal spectacles . 57. the ceo will make arrangements for the provision of annual influenza vaccinations for all employees. 58 . the ceo will provide employees and their families with access to confidential professional counselling to assist with work or personal issues through provision of an external employee assistance programme. 9 part d - working hours general 59. all employees are required to maintain a record of attendance.
NHMRC-2016-2019.txt434overtimeworking overtime. 61 . where an employee is required to undertake official travel , the time spent travelling , excluding the usual time taken for the employee to travel to and from their regular place of work, will be recorded as ordinary work hours. 62. employees donating blood during working hours are not required to complete a leave application or to take flex leave, but are regarded as being on duty for the period of their absence. full time employees 63 . the ordinary hours of duty for full time employees are 150 hours over a four (4) week settlement period . part time employees 64 . a part time employee is an employee whose ordinary hours are less than 150 hours in a four (4) week settlement period . 65. a full time employee will not be required to convert to part time hours (or vice-versa) without the employee's agreement. 66 . if a full time employee initiates part time work, the employee will have the right to revert to full time employment at the expiry of the agreed period. a new agreement to continue part time work arrangements or a reversion to full time hours before the expiry of the agreed period , will be considered having regards to operational requirements. 67. the part time hours and days of work will be determined by the manager in consultation with the employee. an employee , with the agreement of their manager, may vary the agreed hours of work. 68 . remuneration and other employment benefits that are not expense related will be calculated on a pro rata basis for part time employees . flextime 69 . flextime is available to all employees below executive level 1. 70 . an employee's pattern of hours should be agreed between the employee and their manager. agreed hours may be varied from time to time by either the manager or employee to accommodate operational or personal requirements. in the event that agreement cannot be reached, a manager may direct an employee to work a standard day.
NHMRC-2016-2019.txt435travel61 . where an employee is required to undertake official travel , the time spent travelling , excluding the usual time taken for the employee to travel to and from their regular place of work, will be recorded as ordinary work hours. 62. employees donating blood during working hours are not required to complete a leave application or to take flex leave, but are regarded as being on duty for the period of their absence. full time employees 63 . the ordinary hours of duty for full time employees are 150 hours over a four (4) week settlement period . part time employees 64 . a part time employee is an employee whose ordinary hours are less than 150 hours in a four (4) week settlement period . 65. a full time employee will not be required to convert to part time hours (or vice-versa) without the employee's agreement. 66 . if a full time employee initiates part time work, the employee will have the right to revert to full time employment at the expiry of the agreed period. a new agreement to continue part time work arrangements or a reversion to full time hours before the expiry of the agreed period , will be considered having regards to operational requirements. 67. the part time hours and days of work will be determined by the manager in consultation with the employee. an employee , with the agreement of their manager, may vary the agreed hours of work. 68 . remuneration and other employment benefits that are not expense related will be calculated on a pro rata basis for part time employees . flextime 69 . flextime is available to all employees below executive level 1. 70 . an employee's pattern of hours should be agreed between the employee and their manager. agreed hours may be varied from time to time by either the manager or employee to accommodate operational or personal requirements. in the event that agreement cannot be reached, a manager may direct an employee to work a standard day. 71 . a flextime credit occurs where an employee accumulates hours in excess of ordinary hours . an employee may
NHMRC-2016-2019.txt436traveltaken for the employee to travel to and from their regular place of work, will be recorded as ordinary work hours. 62. employees donating blood during working hours are not required to complete a leave application or to take flex leave, but are regarded as being on duty for the period of their absence. full time employees 63 . the ordinary hours of duty for full time employees are 150 hours over a four (4) week settlement period . part time employees 64 . a part time employee is an employee whose ordinary hours are less than 150 hours in a four (4) week settlement period . 65. a full time employee will not be required to convert to part time hours (or vice-versa) without the employee's agreement. 66 . if a full time employee initiates part time work, the employee will have the right to revert to full time employment at the expiry of the agreed period. a new agreement to continue part time work arrangements or a reversion to full time hours before the expiry of the agreed period , will be considered having regards to operational requirements. 67. the part time hours and days of work will be determined by the manager in consultation with the employee. an employee , with the agreement of their manager, may vary the agreed hours of work. 68 . remuneration and other employment benefits that are not expense related will be calculated on a pro rata basis for part time employees . flextime 69 . flextime is available to all employees below executive level 1. 70 . an employee's pattern of hours should be agreed between the employee and their manager. agreed hours may be varied from time to time by either the manager or employee to accommodate operational or personal requirements. in the event that agreement cannot be reached, a manager may direct an employee to work a standard day. 71 . a flextime credit occurs where an employee accumulates hours in excess of ordinary hours . an employee may only carry over more than 37.5 hours flextime credit into the next settlement period , where the manager
NHMRC-2016-2019.txt438donating blood62. employees donating blood during working hours are not required to complete a leave application or to take flex leave, but are regarded as being on duty for the period of their absence. full time employees 63 . the ordinary hours of duty for full time employees are 150 hours over a four (4) week settlement period . part time employees 64 . a part time employee is an employee whose ordinary hours are less than 150 hours in a four (4) week settlement period . 65. a full time employee will not be required to convert to part time hours (or vice-versa) without the employee's agreement. 66 . if a full time employee initiates part time work, the employee will have the right to revert to full time employment at the expiry of the agreed period. a new agreement to continue part time work arrangements or a reversion to full time hours before the expiry of the agreed period , will be considered having regards to operational requirements. 67. the part time hours and days of work will be determined by the manager in consultation with the employee. an employee , with the agreement of their manager, may vary the agreed hours of work. 68 . remuneration and other employment benefits that are not expense related will be calculated on a pro rata basis for part time employees . flextime 69 . flextime is available to all employees below executive level 1. 70 . an employee's pattern of hours should be agreed between the employee and their manager. agreed hours may be varied from time to time by either the manager or employee to accommodate operational or personal requirements. in the event that agreement cannot be reached, a manager may direct an employee to work a standard day. 71 . a flextime credit occurs where an employee accumulates hours in excess of ordinary hours . an employee may only carry over more than 37.5 hours flextime credit into the next settlement period , where the manager expressly agreed to the additional hours being worked to achieve operations . 72. where excess carry-over of flextime is approved by the manager under clause 71 , and at the request of the
NHMRC-2016-2019.txt458flextimeflextime 69 . flextime is available to all employees below executive level 1. 70 . an employee's pattern of hours should be agreed between the employee and their manager. agreed hours may be varied from time to time by either the manager or employee to accommodate operational or personal requirements. in the event that agreement cannot be reached, a manager may direct an employee to work a standard day. 71 . a flextime credit occurs where an employee accumulates hours in excess of ordinary hours . an employee may only carry over more than 37.5 hours flextime credit into the next settlement period , where the manager expressly agreed to the additional hours being worked to achieve operations . 72. where excess carry-over of flextime is approved by the manager under clause 71 , and at the request of the employee, flextime credits exceeding 45 hours will be automatically cashed out at ordinary time rates at the end of the settlement period. 73. a flextime debit occurs when the employee works less time than their ordinary hours . where an employee exceeds the maximum 10 hours flextime debit at the end of two (2) consecutive settlement periods , the amount of flextime debit that exceeds 10 hours must be acquitted using either miscellaneous leave without pay or accessing annual leave. 74 . any flex credits outstanding at cessation of employment with the nhmrc will be paid out to the employee at ordinary time rates . any flex debits outstanding at cessation will be recovered as part of the termination payment. 10 75 . the manager may direct that flextime does not apply to an employee or a team : • where there is insufficient work; • no mutual agreement between the parties can be reached on the flextime arrangement;
NHMRC-2016-2019.txt459flextime69 . flextime is available to all employees below executive level 1. 70 . an employee's pattern of hours should be agreed between the employee and their manager. agreed hours may be varied from time to time by either the manager or employee to accommodate operational or personal requirements. in the event that agreement cannot be reached, a manager may direct an employee to work a standard day. 71 . a flextime credit occurs where an employee accumulates hours in excess of ordinary hours . an employee may only carry over more than 37.5 hours flextime credit into the next settlement period , where the manager expressly agreed to the additional hours being worked to achieve operations . 72. where excess carry-over of flextime is approved by the manager under clause 71 , and at the request of the employee, flextime credits exceeding 45 hours will be automatically cashed out at ordinary time rates at the end of the settlement period. 73. a flextime debit occurs when the employee works less time than their ordinary hours . where an employee exceeds the maximum 10 hours flextime debit at the end of two (2) consecutive settlement periods , the amount of flextime debit that exceeds 10 hours must be acquitted using either miscellaneous leave without pay or accessing annual leave. 74 . any flex credits outstanding at cessation of employment with the nhmrc will be paid out to the employee at ordinary time rates . any flex debits outstanding at cessation will be recovered as part of the termination payment. 10 75 . the manager may direct that flextime does not apply to an employee or a team : • where there is insufficient work; • no mutual agreement between the parties can be reached on the flextime arrangement;
NHMRC-2016-2019.txt464flextime71 . a flextime credit occurs where an employee accumulates hours in excess of ordinary hours . an employee may only carry over more than 37.5 hours flextime credit into the next settlement period , where the manager expressly agreed to the additional hours being worked to achieve operations . 72. where excess carry-over of flextime is approved by the manager under clause 71 , and at the request of the employee, flextime credits exceeding 45 hours will be automatically cashed out at ordinary time rates at the end of the settlement period. 73. a flextime debit occurs when the employee works less time than their ordinary hours . where an employee exceeds the maximum 10 hours flextime debit at the end of two (2) consecutive settlement periods , the amount of flextime debit that exceeds 10 hours must be acquitted using either miscellaneous leave without pay or accessing annual leave. 74 . any flex credits outstanding at cessation of employment with the nhmrc will be paid out to the employee at ordinary time rates . any flex debits outstanding at cessation will be recovered as part of the termination payment. 10 75 . the manager may direct that flextime does not apply to an employee or a team : • where there is insufficient work; • no mutual agreement between the parties can be reached on the flextime arrangement; • due to operational requirements ; •
NHMRC-2016-2019.txt465flextimeonly carry over more than 37.5 hours flextime credit into the next settlement period , where the manager expressly agreed to the additional hours being worked to achieve operations . 72. where excess carry-over of flextime is approved by the manager under clause 71 , and at the request of the employee, flextime credits exceeding 45 hours will be automatically cashed out at ordinary time rates at the end of the settlement period. 73. a flextime debit occurs when the employee works less time than their ordinary hours . where an employee exceeds the maximum 10 hours flextime debit at the end of two (2) consecutive settlement periods , the amount of flextime debit that exceeds 10 hours must be acquitted using either miscellaneous leave without pay or accessing annual leave. 74 . any flex credits outstanding at cessation of employment with the nhmrc will be paid out to the employee at ordinary time rates . any flex debits outstanding at cessation will be recovered as part of the termination payment. 10 75 . the manager may direct that flextime does not apply to an employee or a team : • where there is insufficient work; • no mutual agreement between the parties can be reached on the flextime arrangement; • due to operational requirements ; •
NHMRC-2016-2019.txt467flextime72. where excess carry-over of flextime is approved by the manager under clause 71 , and at the request of the employee, flextime credits exceeding 45 hours will be automatically cashed out at ordinary time rates at the end of the settlement period. 73. a flextime debit occurs when the employee works less time than their ordinary hours . where an employee exceeds the maximum 10 hours flextime debit at the end of two (2) consecutive settlement periods , the amount of flextime debit that exceeds 10 hours must be acquitted using either miscellaneous leave without pay or accessing annual leave. 74 . any flex credits outstanding at cessation of employment with the nhmrc will be paid out to the employee at ordinary time rates . any flex debits outstanding at cessation will be recovered as part of the termination payment. 10 75 . the manager may direct that flextime does not apply to an employee or a team : • where there is insufficient work; • no mutual agreement between the parties can be reached on the flextime arrangement; • due to operational requirements ; • where an employee does not adhere to the flextime requirements ; or
NHMRC-2016-2019.txt468flextimeemployee, flextime credits exceeding 45 hours will be automatically cashed out at ordinary time rates at the end of the settlement period. 73. a flextime debit occurs when the employee works less time than their ordinary hours . where an employee exceeds the maximum 10 hours flextime debit at the end of two (2) consecutive settlement periods , the amount of flextime debit that exceeds 10 hours must be acquitted using either miscellaneous leave without pay or accessing annual leave. 74 . any flex credits outstanding at cessation of employment with the nhmrc will be paid out to the employee at ordinary time rates . any flex debits outstanding at cessation will be recovered as part of the termination payment. 10 75 . the manager may direct that flextime does not apply to an employee or a team : • where there is insufficient work; • no mutual agreement between the parties can be reached on the flextime arrangement; • due to operational requirements ; • where an employee does not adhere to the flextime requirements ; or •
NHMRC-2016-2019.txt470flextime73. a flextime debit occurs when the employee works less time than their ordinary hours . where an employee exceeds the maximum 10 hours flextime debit at the end of two (2) consecutive settlement periods , the amount of flextime debit that exceeds 10 hours must be acquitted using either miscellaneous leave without pay or accessing annual leave. 74 . any flex credits outstanding at cessation of employment with the nhmrc will be paid out to the employee at ordinary time rates . any flex debits outstanding at cessation will be recovered as part of the termination payment. 10 75 . the manager may direct that flextime does not apply to an employee or a team : • where there is insufficient work; • no mutual agreement between the parties can be reached on the flextime arrangement; • due to operational requirements ; • where an employee does not adhere to the flextime requirements ; or • where the employee's manager reasonably considers the employee's attendance is unsatisfactory.
NHMRC-2016-2019.txt471flextimeexceeds the maximum 10 hours flextime debit at the end of two (2) consecutive settlement periods , the amount of flextime debit that exceeds 10 hours must be acquitted using either miscellaneous leave without pay or accessing annual leave. 74 . any flex credits outstanding at cessation of employment with the nhmrc will be paid out to the employee at ordinary time rates . any flex debits outstanding at cessation will be recovered as part of the termination payment. 10 75 . the manager may direct that flextime does not apply to an employee or a team : • where there is insufficient work; • no mutual agreement between the parties can be reached on the flextime arrangement; • due to operational requirements ; • where an employee does not adhere to the flextime requirements ; or • where the employee's manager reasonably considers the employee's attendance is unsatisfactory.
NHMRC-2016-2019.txt472flextimeof flextime debit that exceeds 10 hours must be acquitted using either miscellaneous leave without pay or accessing annual leave. 74 . any flex credits outstanding at cessation of employment with the nhmrc will be paid out to the employee at ordinary time rates . any flex debits outstanding at cessation will be recovered as part of the termination payment. 10 75 . the manager may direct that flextime does not apply to an employee or a team : • where there is insufficient work; • no mutual agreement between the parties can be reached on the flextime arrangement; • due to operational requirements ; • where an employee does not adhere to the flextime requirements ; or • where the employee's manager reasonably considers the employee's attendance is unsatisfactory. executive level employees - flexible working hours
NHMRC-2016-2019.txt480flextime75 . the manager may direct that flextime does not apply to an employee or a team : • where there is insufficient work; • no mutual agreement between the parties can be reached on the flextime arrangement; • due to operational requirements ; • where an employee does not adhere to the flextime requirements ; or • where the employee's manager reasonably considers the employee's attendance is unsatisfactory. executive level employees - flexible working hours 76. it is recognised that executive level employees (and their equivalents) will be required to work reasonable additional hours from time to time, and do not have access to the flex-time scheme. instead, executive level employees may be entitled to time off work for additional hours worked which may be used with their manager's approval , subject to operational requirements . flexible working arrangements may also be used to vary usual work patterns through an agreed work pattern or for part-day absences in lieu of other leave types . overtime 77 . overtime is work performed by an aps6 or below employee at the direction of their manager that is:
NHMRC-2016-2019.txt487flextimeno mutual agreement between the parties can be reached on the flextime arrangement; • due to operational requirements ; • where an employee does not adhere to the flextime requirements ; or • where the employee's manager reasonably considers the employee's attendance is unsatisfactory. executive level employees - flexible working hours 76. it is recognised that executive level employees (and their equivalents) will be required to work reasonable additional hours from time to time, and do not have access to the flex-time scheme. instead, executive level employees may be entitled to time off work for additional hours worked which may be used with their manager's approval , subject to operational requirements . flexible working arrangements may also be used to vary usual work patterns through an agreed work pattern or for part-day absences in lieu of other leave types . overtime 77 . overtime is work performed by an aps6 or below employee at the direction of their manager that is: • on a weekend or public holiday; or • on any one normal working day that is outside the bandwidth , 7am to 7pm , or in excess of 9 hours 30
NHMRC-2016-2019.txt495flextimewhere an employee does not adhere to the flextime requirements ; or • where the employee's manager reasonably considers the employee's attendance is unsatisfactory. executive level employees - flexible working hours 76. it is recognised that executive level employees (and their equivalents) will be required to work reasonable additional hours from time to time, and do not have access to the flex-time scheme. instead, executive level employees may be entitled to time off work for additional hours worked which may be used with their manager's approval , subject to operational requirements . flexible working arrangements may also be used to vary usual work patterns through an agreed work pattern or for part-day absences in lieu of other leave types . overtime 77 . overtime is work performed by an aps6 or below employee at the direction of their manager that is: • on a weekend or public holiday; or • on any one normal working day that is outside the bandwidth , 7am to 7pm , or in excess of 9 hours 30 minutes within the bandwidth . 78. where a period of overtime is not continuous with ordinary time work, the minimum payment, or time off in lieu will be four (4) hours . when determining, whether a period is continuous with ordinary time work, the taking of a meal break is not regarded as breaking continuity. 79 . time off in lieu (toil) is the standard form of recompense for all overtime . managers will authorise payment for overtime where it is unlikely that an employee will be able to take toil with in two (2) months of the overtime having been performed , or where the employee requests payment to meet costs incurred as a result
NHMRC-2016-2019.txt508overtimeovertime 77 . overtime is work performed by an aps6 or below employee at the direction of their manager that is: • on a weekend or public holiday; or • on any one normal working day that is outside the bandwidth , 7am to 7pm , or in excess of 9 hours 30 minutes within the bandwidth . 78. where a period of overtime is not continuous with ordinary time work, the minimum payment, or time off in lieu will be four (4) hours . when determining, whether a period is continuous with ordinary time work, the taking of a meal break is not regarded as breaking continuity. 79 . time off in lieu (toil) is the standard form of recompense for all overtime . managers will authorise payment for overtime where it is unlikely that an employee will be able to take toil with in two (2) months of the overtime having been performed , or where the employee requests payment to meet costs incurred as a result of having performed the overtime . 80 . the ceo may approve toil for executive level 1 and above in exceptional circumstances . further information can be found in nhmrc 's policies and guidelines. 81. toil or payment is calculated as follows : • monday to saturday - one and a half times the hourly rate ; • sunday - double the hourly rate; •
NHMRC-2016-2019.txt509overtime77 . overtime is work performed by an aps6 or below employee at the direction of their manager that is: • on a weekend or public holiday; or • on any one normal working day that is outside the bandwidth , 7am to 7pm , or in excess of 9 hours 30 minutes within the bandwidth . 78. where a period of overtime is not continuous with ordinary time work, the minimum payment, or time off in lieu will be four (4) hours . when determining, whether a period is continuous with ordinary time work, the taking of a meal break is not regarded as breaking continuity. 79 . time off in lieu (toil) is the standard form of recompense for all overtime . managers will authorise payment for overtime where it is unlikely that an employee will be able to take toil with in two (2) months of the overtime having been performed , or where the employee requests payment to meet costs incurred as a result of having performed the overtime . 80 . the ceo may approve toil for executive level 1 and above in exceptional circumstances . further information can be found in nhmrc 's policies and guidelines. 81. toil or payment is calculated as follows : • monday to saturday - one and a half times the hourly rate ; • sunday - double the hourly rate; •
NHMRC-2016-2019.txt516bandwidthon any one normal working day that is outside the bandwidth , 7am to 7pm , or in excess of 9 hours 30 minutes within the bandwidth . 78. where a period of overtime is not continuous with ordinary time work, the minimum payment, or time off in lieu will be four (4) hours . when determining, whether a period is continuous with ordinary time work, the taking of a meal break is not regarded as breaking continuity. 79 . time off in lieu (toil) is the standard form of recompense for all overtime . managers will authorise payment for overtime where it is unlikely that an employee will be able to take toil with in two (2) months of the overtime having been performed , or where the employee requests payment to meet costs incurred as a result of having performed the overtime . 80 . the ceo may approve toil for executive level 1 and above in exceptional circumstances . further information can be found in nhmrc 's policies and guidelines. 81. toil or payment is calculated as follows : • monday to saturday - one and a half times the hourly rate ; • sunday - double the hourly rate; • public holiday - at the hourly rate for work performed within standard hours (where an employee has already received ordinary time for the public holiday) and double the hourly rate for work performed outside standard hours ; and • annual closedown - one and a half times the hourly rate.
NHMRC-2016-2019.txt517bandwidthminutes within the bandwidth . 78. where a period of overtime is not continuous with ordinary time work, the minimum payment, or time off in lieu will be four (4) hours . when determining, whether a period is continuous with ordinary time work, the taking of a meal break is not regarded as breaking continuity. 79 . time off in lieu (toil) is the standard form of recompense for all overtime . managers will authorise payment for overtime where it is unlikely that an employee will be able to take toil with in two (2) months of the overtime having been performed , or where the employee requests payment to meet costs incurred as a result of having performed the overtime . 80 . the ceo may approve toil for executive level 1 and above in exceptional circumstances . further information can be found in nhmrc 's policies and guidelines. 81. toil or payment is calculated as follows : • monday to saturday - one and a half times the hourly rate ; • sunday - double the hourly rate; • public holiday - at the hourly rate for work performed within standard hours (where an employee has already received ordinary time for the public holiday) and double the hourly rate for work performed outside standard hours ; and • annual closedown - one and a half times the hourly rate.
NHMRC-2016-2019.txt519overtime78. where a period of overtime is not continuous with ordinary time work, the minimum payment, or time off in lieu will be four (4) hours . when determining, whether a period is continuous with ordinary time work, the taking of a meal break is not regarded as breaking continuity. 79 . time off in lieu (toil) is the standard form of recompense for all overtime . managers will authorise payment for overtime where it is unlikely that an employee will be able to take toil with in two (2) months of the overtime having been performed , or where the employee requests payment to meet costs incurred as a result of having performed the overtime . 80 . the ceo may approve toil for executive level 1 and above in exceptional circumstances . further information can be found in nhmrc 's policies and guidelines. 81. toil or payment is calculated as follows : • monday to saturday - one and a half times the hourly rate ; • sunday - double the hourly rate; • public holiday - at the hourly rate for work performed within standard hours (where an employee has already received ordinary time for the public holiday) and double the hourly rate for work performed outside standard hours ; and • annual closedown - one and a half times the hourly rate. recall to work 82. aps6 or below employee that has been recalled to work at any time will be paid overtime in accordance with
NHMRC-2016-2019.txt522overtime79 . time off in lieu (toil) is the standard form of recompense for all overtime . managers will authorise payment for overtime where it is unlikely that an employee will be able to take toil with in two (2) months of the overtime having been performed , or where the employee requests payment to meet costs incurred as a result of having performed the overtime . 80 . the ceo may approve toil for executive level 1 and above in exceptional circumstances . further information can be found in nhmrc 's policies and guidelines. 81. toil or payment is calculated as follows : • monday to saturday - one and a half times the hourly rate ; • sunday - double the hourly rate; • public holiday - at the hourly rate for work performed within standard hours (where an employee has already received ordinary time for the public holiday) and double the hourly rate for work performed outside standard hours ; and • annual closedown - one and a half times the hourly rate. recall to work 82. aps6 or below employee that has been recalled to work at any time will be paid overtime in accordance with the rates set out in clause 80: •
NHMRC-2016-2019.txt523overtimefor overtime where it is unlikely that an employee will be able to take toil with in two (2) months of the overtime having been performed , or where the employee requests payment to meet costs incurred as a result of having performed the overtime . 80 . the ceo may approve toil for executive level 1 and above in exceptional circumstances . further information can be found in nhmrc 's policies and guidelines. 81. toil or payment is calculated as follows : • monday to saturday - one and a half times the hourly rate ; • sunday - double the hourly rate; • public holiday - at the hourly rate for work performed within standard hours (where an employee has already received ordinary time for the public holiday) and double the hourly rate for work performed outside standard hours ; and • annual closedown - one and a half times the hourly rate. recall to work 82. aps6 or below employee that has been recalled to work at any time will be paid overtime in accordance with the rates set out in clause 80: • for a minimum of one (1) hour where the employee performs duties but is not required to travel to the
NHMRC-2016-2019.txt524overtimeovertime having been performed , or where the employee requests payment to meet costs incurred as a result of having performed the overtime . 80 . the ceo may approve toil for executive level 1 and above in exceptional circumstances . further information can be found in nhmrc 's policies and guidelines. 81. toil or payment is calculated as follows : • monday to saturday - one and a half times the hourly rate ; • sunday - double the hourly rate; • public holiday - at the hourly rate for work performed within standard hours (where an employee has already received ordinary time for the public holiday) and double the hourly rate for work performed outside standard hours ; and • annual closedown - one and a half times the hourly rate. recall to work 82. aps6 or below employee that has been recalled to work at any time will be paid overtime in accordance with the rates set out in clause 80: • for a minimum of one (1) hour where the employee performs duties but is not required to travel to the workplace; or
NHMRC-2016-2019.txt525overtimeof having performed the overtime . 80 . the ceo may approve toil for executive level 1 and above in exceptional circumstances . further information can be found in nhmrc 's policies and guidelines. 81. toil or payment is calculated as follows : • monday to saturday - one and a half times the hourly rate ; • sunday - double the hourly rate; • public holiday - at the hourly rate for work performed within standard hours (where an employee has already received ordinary time for the public holiday) and double the hourly rate for work performed outside standard hours ; and • annual closedown - one and a half times the hourly rate. recall to work 82. aps6 or below employee that has been recalled to work at any time will be paid overtime in accordance with the rates set out in clause 80: • for a minimum of one (1) hour where the employee performs duties but is not required to travel to the workplace; or
NHMRC-2016-2019.txt548overtime82. aps6 or below employee that has been recalled to work at any time will be paid overtime in accordance with the rates set out in clause 80: • for a minimum of one (1) hour where the employee performs duties but is not required to travel to the workplace; or • for a minimum of three (3) hours , including travel time, where the employee is required to perform duties at the workplace . this provision should only be used in emergencies or as a last resort. 11 public holidays 83 . employees are entitled to the following public holidays : • new year's day (1 january) ; • australia day (26 january); • good friday;
NHMRC-2016-2019.txt552travelfor a minimum of one (1) hour where the employee performs duties but is not required to travel to the workplace; or • for a minimum of three (3) hours , including travel time, where the employee is required to perform duties at the workplace . this provision should only be used in emergencies or as a last resort. 11 public holidays 83 . employees are entitled to the following public holidays : • new year's day (1 january) ; • australia day (26 january); • good friday; • easter monday;
NHMRC-2016-2019.txt557travelfor a minimum of three (3) hours , including travel time, where the employee is required to perform duties at the workplace . this provision should only be used in emergencies or as a last resort. 11 public holidays 83 . employees are entitled to the following public holidays : • new year's day (1 january) ; • australia day (26 january); • good friday; • easter monday; • anzac day (25 april) ; •
NHMRC-2016-2019.txt615long service leavein accordance with the entitlement for that form of leave (e.g . if on long service leave half pay, payment is at half pay). annual closedown 88 . the nhmrc will close its normal operation from the close of business on the last working day before christmas , with business resuming on the first working day after new year's day ('annual closedown'). 89. employees are entitled to be absent with pay for the working days during annual closedown . 90 . payment for absences on working days during annual closedown will be made in accordance with an employee's usual ordinary hours of work for that day or days per week. however, where an employee would otherwise be absent on leave on that day, the rate of payment will be in accordance with the payment for that leave entitlement, e.g. if the employee is absent on long service leave at half pay, payment for the day will also be at half pay. part e - leave portability of leave 91 . where an employee moves into the nhmrc (including on promotion or for an agreed period) from another agency where they were an ongoing aps employee, the employee's unused accrued annual leave and personal leave (however described) will be transferred, provided there is no break in continuity of service . 92 . where an employee is engaged in the nhmrc immediately following a period of ongoing employment in the parliamentary service or the act government service, the employee's unused accrued annual leave and personal leave (however described) will be recognised unless the employee received payment in lieu of those entitlements on termination of employment. 12 93. for the purposes of clauses 90 and 91 : • 'aps employee' has the same meaning as the public service act 1999.
NHMRC-2016-2019.txt625long service leaveleave entitlement, e.g. if the employee is absent on long service leave at half pay, payment for the day will also be at half pay. part e - leave portability of leave 91 . where an employee moves into the nhmrc (including on promotion or for an agreed period) from another agency where they were an ongoing aps employee, the employee's unused accrued annual leave and personal leave (however described) will be transferred, provided there is no break in continuity of service . 92 . where an employee is engaged in the nhmrc immediately following a period of ongoing employment in the parliamentary service or the act government service, the employee's unused accrued annual leave and personal leave (however described) will be recognised unless the employee received payment in lieu of those entitlements on termination of employment. 12 93. for the purposes of clauses 90 and 91 : • 'aps employee' has the same meaning as the public service act 1999. • 'parliamentary service' refers to engagement under the parliamentary services act 1999. 94. where a person is engaged as an ongoing employee in the nhmrc , and immediately prior to the engagement the person was employed as a non-ongoing aps employee (whether in the nhmrc or another agency) the ceo may, at the employee's request, recognise any unused, accrued annual leave (excluding accrued leave paid out on termination of employment) and personal leave (however described). annual leave
NHMRC-2016-2019.txt663travel98 . employees recalled to work whilst on annual leave will have that period of work, including reasonable travel time as determined by the ceo required to undertake the work, re-credited to their annual leave balance. any reasonable expenses as determined by the ceo that the employee has incurred as a result of being recalled to duty will be reimbursed where those expenses are not otherwise recoverable from other sources such as refunds or travel insurance. 99. employees who have accrued an annual leave credit of 40 days or more on 1 january of any year may be directed by the ceo to take an amount of leave to reduce the credit by not more than one quarter of the total leave credit. this leave must be taken within 12 weeks of the direction or otherwise agreed. cashing out of annual leave 1go .subject to clause 100, the ceo may approve a written application to cash out up to 10 days of accrued annual leave provided they retain a minimum balance of 20 days . the employee will be paid the full amount that would have been paid to the employee had the employee taken the leave that is cashed out. 101 .the ceo will not approve requests to cash out leave unless the employee takes a period of annual leave equal to or greater than the period of leave the employee is applying to cash out at the same time as making the request. purchased leave 102.with the approval of the ceo, employees may elect to purchase an additional six (6) weeks leave once per 12 month period. 103.purchased leave will count as service for all purposes. the employee's salary for superannuation purposes is their salary as if they had not purchased leave. further information can be found in nhmrc's policies and guidelines. personal leave 104.0n engagement ongoing employees will be credited with 18 days paid personal leave . 105.0ngoing and non-ongoing employees will accrue 18 days paid personal/carer's leave per year of service. this leave accrues progressively leave per year. 106.employees must advise their manager, by phone call unless unable to do so or as otherwise agreed, as soon as practicable of their absence or intention to be absent.
NHMRC-2016-2019.txt667travelrefunds or travel insurance. 99. employees who have accrued an annual leave credit of 40 days or more on 1 january of any year may be directed by the ceo to take an amount of leave to reduce the credit by not more than one quarter of the total leave credit. this leave must be taken within 12 weeks of the direction or otherwise agreed. cashing out of annual leave 1go .subject to clause 100, the ceo may approve a written application to cash out up to 10 days of accrued annual leave provided they retain a minimum balance of 20 days . the employee will be paid the full amount that would have been paid to the employee had the employee taken the leave that is cashed out. 101 .the ceo will not approve requests to cash out leave unless the employee takes a period of annual leave equal to or greater than the period of leave the employee is applying to cash out at the same time as making the request. purchased leave 102.with the approval of the ceo, employees may elect to purchase an additional six (6) weeks leave once per 12 month period. 103.purchased leave will count as service for all purposes. the employee's salary for superannuation purposes is their salary as if they had not purchased leave. further information can be found in nhmrc's policies and guidelines. personal leave 104.0n engagement ongoing employees will be credited with 18 days paid personal leave . 105.0ngoing and non-ongoing employees will accrue 18 days paid personal/carer's leave per year of service. this leave accrues progressively leave per year. 106.employees must advise their manager, by phone call unless unable to do so or as otherwise agreed, as soon as practicable of their absence or intention to be absent. 107.personal leave will be granted to an employee in the following circumstances : • where the employee is ill or injured;
NHMRC-2016-2019.txt714long service leavecommunity service leave or war service sick leave while on annual leave or long service leave and who produce satisfactory evidence may apply for that leave . annual leave and long service leave will be re-credited to the extent of the period of alternative leave granted . 11 o.an employee is required to provide evidence to be entitled to paid personal leave where: • the employee is absent from work for a period exceeding four consecutive work days, and/or; • the employee has taken ten days or more paid personal leave without evidence in a calendar year, for any absence taken during the remainder of that year. 111 .for the purposes of clause 108, evidence means: • a medical certificate ; • a statutory declaration , if it was not reasonably practicable for the employee to obtain a medical certificate; and/or • with the prior agreement or direction the ceo another form of evidence, including no evidence. 112.if the employee provides a statutory declaration as evidence the statutory declaration must set out why the employee is or was unable to attend work, and why it was not reasonably practicable for them to obtain a medical certificate.
NHMRC-2016-2019.txt715long service leaveproduce satisfactory evidence may apply for that leave . annual leave and long service leave will be re-credited to the extent of the period of alternative leave granted . 11 o.an employee is required to provide evidence to be entitled to paid personal leave where: • the employee is absent from work for a period exceeding four consecutive work days, and/or; • the employee has taken ten days or more paid personal leave without evidence in a calendar year, for any absence taken during the remainder of that year. 111 .for the purposes of clause 108, evidence means: • a medical certificate ; • a statutory declaration , if it was not reasonably practicable for the employee to obtain a medical certificate; and/or • with the prior agreement or direction the ceo another form of evidence, including no evidence. 112.if the employee provides a statutory declaration as evidence the statutory declaration must set out why the employee is or was unable to attend work, and why it was not reasonably practicable for them to obtain a medical certificate. 113.the ceo may also , in writing , require an employee to provide evidence for personal leave in other
NHMRC-2016-2019.txt777long service leavelong service leave 119.an employee will be eligible for long service leave in accordance with the long service leave (commonwealth employees) act 1976. 120.the minimum period for which long service leave will be granted is seven (7) calendar days at full pay or at least fourteen ( 14) calendar days at half pay, per occasion . long service leave cannot be broken with other periods of leave, a weekend or a public holiday except as otherwise provided by legislation . community service leave 121 .an employee is entitled to leave for the purposes of engaging in community service activities, including jury service and emergency management activities, as defined in division 8 of the fair work act 2009. 122.paid leave will be granted for the purposes of jury service and the ceo will determine whether any or all of this leave granted for purposes other than jury service will be granted with or without pay. 123.participation in emergency management activities includes training, emergency service responses, reasonable recovery time and ceremonial duties. cultural leave 124.the ceo may grant miscellaneous leave to employees for ceremonial, religious and other cultural purposes associated with their culture or ethnicity as follows: • up to two (2) days leave with pay each calendar year to attend or participate in activities or events; and • up to three (3) months unpaid leave each calendar year to fulfil cultural obligations . this leave will not count as service for any purpose. defence reserve leave 125.an employee may be granted leave (with or without pay) to enable the employee to fulfil australian defence force (adf) reserve and continuous full time service (cfts) or cadet force obligations.
NHMRC-2016-2019.txt778long service leave119.an employee will be eligible for long service leave in accordance with the long service leave (commonwealth employees) act 1976. 120.the minimum period for which long service leave will be granted is seven (7) calendar days at full pay or at least fourteen ( 14) calendar days at half pay, per occasion . long service leave cannot be broken with other periods of leave, a weekend or a public holiday except as otherwise provided by legislation . community service leave 121 .an employee is entitled to leave for the purposes of engaging in community service activities, including jury service and emergency management activities, as defined in division 8 of the fair work act 2009. 122.paid leave will be granted for the purposes of jury service and the ceo will determine whether any or all of this leave granted for purposes other than jury service will be granted with or without pay. 123.participation in emergency management activities includes training, emergency service responses, reasonable recovery time and ceremonial duties. cultural leave 124.the ceo may grant miscellaneous leave to employees for ceremonial, religious and other cultural purposes associated with their culture or ethnicity as follows: • up to two (2) days leave with pay each calendar year to attend or participate in activities or events; and • up to three (3) months unpaid leave each calendar year to fulfil cultural obligations . this leave will not count as service for any purpose. defence reserve leave 125.an employee may be granted leave (with or without pay) to enable the employee to fulfil australian defence force (adf) reserve and continuous full time service (cfts) or cadet force obligations. 126.an employee is entitled to leave with pay, of up to four (4) weeks during each financial year, and an additional
NHMRC-2016-2019.txt780long service leave120.the minimum period for which long service leave will be granted is seven (7) calendar days at full pay or at least fourteen ( 14) calendar days at half pay, per occasion . long service leave cannot be broken with other periods of leave, a weekend or a public holiday except as otherwise provided by legislation . community service leave 121 .an employee is entitled to leave for the purposes of engaging in community service activities, including jury service and emergency management activities, as defined in division 8 of the fair work act 2009. 122.paid leave will be granted for the purposes of jury service and the ceo will determine whether any or all of this leave granted for purposes other than jury service will be granted with or without pay. 123.participation in emergency management activities includes training, emergency service responses, reasonable recovery time and ceremonial duties. cultural leave 124.the ceo may grant miscellaneous leave to employees for ceremonial, religious and other cultural purposes associated with their culture or ethnicity as follows: • up to two (2) days leave with pay each calendar year to attend or participate in activities or events; and • up to three (3) months unpaid leave each calendar year to fulfil cultural obligations . this leave will not count as service for any purpose. defence reserve leave 125.an employee may be granted leave (with or without pay) to enable the employee to fulfil australian defence force (adf) reserve and continuous full time service (cfts) or cadet force obligations. 126.an employee is entitled to leave with pay, of up to four (4) weeks during each financial year, and an additional two (2) weeks' paid leave in the first year of adf reserve service, for the purpose of fulfilling service in the adf reserve.
NHMRC-2016-2019.txt781long service leaveleast fourteen ( 14) calendar days at half pay, per occasion . long service leave cannot be broken with other periods of leave, a weekend or a public holiday except as otherwise provided by legislation . community service leave 121 .an employee is entitled to leave for the purposes of engaging in community service activities, including jury service and emergency management activities, as defined in division 8 of the fair work act 2009. 122.paid leave will be granted for the purposes of jury service and the ceo will determine whether any or all of this leave granted for purposes other than jury service will be granted with or without pay. 123.participation in emergency management activities includes training, emergency service responses, reasonable recovery time and ceremonial duties. cultural leave 124.the ceo may grant miscellaneous leave to employees for ceremonial, religious and other cultural purposes associated with their culture or ethnicity as follows: • up to two (2) days leave with pay each calendar year to attend or participate in activities or events; and • up to three (3) months unpaid leave each calendar year to fulfil cultural obligations . this leave will not count as service for any purpose. defence reserve leave 125.an employee may be granted leave (with or without pay) to enable the employee to fulfil australian defence force (adf) reserve and continuous full time service (cfts) or cadet force obligations. 126.an employee is entitled to leave with pay, of up to four (4) weeks during each financial year, and an additional two (2) weeks' paid leave in the first year of adf reserve service, for the purpose of fulfilling service in the adf reserve. 127.with the exception of the additional two (2) weeks in the first year of service, leave can be accumulated and
NHMRC-2016-2019.txt832parental leavematernity and parental leave 133.employees who are pregnant, or have given birth , are covered by the provisions of the maternity leave (commonwealth employees) act 1973 (the ml act). 134.employees with an entitlement to paid leave under the ml act are provided with an additional two weeks of paid leave, to be taken continuous with a period of paid leave provided by the ml act. 135.employees who adopt or permanently foster a child are entitled to up to 52 weeks of unpaid parental leave commencing from the time of placement of the child . for employees who are the primary caregiver for that child, up to 14 weeks of that leave will be paid leave , provided the employee satisfies the same qualifying requirements as those required to receive paid leave in accordance with the ml act. 136.employees are entitled to parental leave for adoption or permanent foster care when that child: • is under 16 years of age; • has not, or will not have, lived continuously with the employee for a period of six months or more as at the day (or expected day) of placement; and • is not (otherwise than because of the adoption) a child of the employee or the employee's spouse/partner. 137.documentary evidence of approval for adoption or enduring parental responsibilities under formal fostering arrangements must be submitted when applying for parental leave for adoption or permanent foster carer purposes . 138.employees who are eligible for paid maternity or parental leave may elect to have the payment for that leave spread over a maximum of 28 weeks at a rate no less than half normal salary. where payment is spread over a longer period , a maximum of 14 weeks of the leave period will count as service. 139.0n ending the initial 52 weeks of maternity or parental leave, employees may request an extension of unpaid
NHMRC-2016-2019.txt833maternity leave133.employees who are pregnant, or have given birth , are covered by the provisions of the maternity leave (commonwealth employees) act 1973 (the ml act). 134.employees with an entitlement to paid leave under the ml act are provided with an additional two weeks of paid leave, to be taken continuous with a period of paid leave provided by the ml act. 135.employees who adopt or permanently foster a child are entitled to up to 52 weeks of unpaid parental leave commencing from the time of placement of the child . for employees who are the primary caregiver for that child, up to 14 weeks of that leave will be paid leave , provided the employee satisfies the same qualifying requirements as those required to receive paid leave in accordance with the ml act. 136.employees are entitled to parental leave for adoption or permanent foster care when that child: • is under 16 years of age; • has not, or will not have, lived continuously with the employee for a period of six months or more as at the day (or expected day) of placement; and • is not (otherwise than because of the adoption) a child of the employee or the employee's spouse/partner. 137.documentary evidence of approval for adoption or enduring parental responsibilities under formal fostering arrangements must be submitted when applying for parental leave for adoption or permanent foster carer purposes . 138.employees who are eligible for paid maternity or parental leave may elect to have the payment for that leave spread over a maximum of 28 weeks at a rate no less than half normal salary. where payment is spread over a longer period , a maximum of 14 weeks of the leave period will count as service. 139.0n ending the initial 52 weeks of maternity or parental leave, employees may request an extension of unpaid parental leave for a further period of up to 52 weeks . the second period of unpaid leave is to commence
NHMRC-2016-2019.txt837parental leave135.employees who adopt or permanently foster a child are entitled to up to 52 weeks of unpaid parental leave commencing from the time of placement of the child . for employees who are the primary caregiver for that child, up to 14 weeks of that leave will be paid leave , provided the employee satisfies the same qualifying requirements as those required to receive paid leave in accordance with the ml act. 136.employees are entitled to parental leave for adoption or permanent foster care when that child: • is under 16 years of age; • has not, or will not have, lived continuously with the employee for a period of six months or more as at the day (or expected day) of placement; and • is not (otherwise than because of the adoption) a child of the employee or the employee's spouse/partner. 137.documentary evidence of approval for adoption or enduring parental responsibilities under formal fostering arrangements must be submitted when applying for parental leave for adoption or permanent foster carer purposes . 138.employees who are eligible for paid maternity or parental leave may elect to have the payment for that leave spread over a maximum of 28 weeks at a rate no less than half normal salary. where payment is spread over a longer period , a maximum of 14 weeks of the leave period will count as service. 139.0n ending the initial 52 weeks of maternity or parental leave, employees may request an extension of unpaid parental leave for a further period of up to 52 weeks . the second period of unpaid leave is to commence immediately following the initial 52 week leave period . 140. unpaid maternity or parental leave will not count as service for any purpose except for any unpaid leave taken during the first 12 weeks. 141 .this leave is inclusive of public holidays and will not be extended because a public holiday (or annual
NHMRC-2016-2019.txt841parental leave136.employees are entitled to parental leave for adoption or permanent foster care when that child: • is under 16 years of age; • has not, or will not have, lived continuously with the employee for a period of six months or more as at the day (or expected day) of placement; and • is not (otherwise than because of the adoption) a child of the employee or the employee's spouse/partner. 137.documentary evidence of approval for adoption or enduring parental responsibilities under formal fostering arrangements must be submitted when applying for parental leave for adoption or permanent foster carer purposes . 138.employees who are eligible for paid maternity or parental leave may elect to have the payment for that leave spread over a maximum of 28 weeks at a rate no less than half normal salary. where payment is spread over a longer period , a maximum of 14 weeks of the leave period will count as service. 139.0n ending the initial 52 weeks of maternity or parental leave, employees may request an extension of unpaid parental leave for a further period of up to 52 weeks . the second period of unpaid leave is to commence immediately following the initial 52 week leave period . 140. unpaid maternity or parental leave will not count as service for any purpose except for any unpaid leave taken during the first 12 weeks. 141 .this leave is inclusive of public holidays and will not be extended because a public holiday (or annual closedown) falls during a period of paid or unpaid maternity or parental leave. on ending maternity or parental leave, employees have the return to work guarantee and the right to request flexible working arrangements provided by (or the equivalent to those provided by) the fair work act 2009. 142.an employee returning to duty from maternity or parental leave will be given access to part time employment if
NHMRC-2016-2019.txt856parental leavearrangements must be submitted when applying for parental leave for adoption or permanent foster carer purposes . 138.employees who are eligible for paid maternity or parental leave may elect to have the payment for that leave spread over a maximum of 28 weeks at a rate no less than half normal salary. where payment is spread over a longer period , a maximum of 14 weeks of the leave period will count as service. 139.0n ending the initial 52 weeks of maternity or parental leave, employees may request an extension of unpaid parental leave for a further period of up to 52 weeks . the second period of unpaid leave is to commence immediately following the initial 52 week leave period . 140. unpaid maternity or parental leave will not count as service for any purpose except for any unpaid leave taken during the first 12 weeks. 141 .this leave is inclusive of public holidays and will not be extended because a public holiday (or annual closedown) falls during a period of paid or unpaid maternity or parental leave. on ending maternity or parental leave, employees have the return to work guarantee and the right to request flexible working arrangements provided by (or the equivalent to those provided by) the fair work act 2009. 142.an employee returning to duty from maternity or parental leave will be given access to part time employment if requested by the employee for the period up until the child reaches school age. supporting partner/other primary caregiver leave 143.0n the birth , adoption or permanent foster care placement of a child or their partner's child an employee who is not otherwise entitled to paid maternity or parental leave under the ml act or this agreement is entitled to two weeks of paid leave or, for employees with more than 12 months continuous aps service, six weeks of paid leave. 144.this leave is to be taken within 52 weeks of the birth/placement of the child and is inclusive of public holidays , i.e. leave will not be extended because a public holiday or annual closedown falls during a period of leave provided by this clause. 145.documentary evidence as outlined in clause 135, or a birth certificate following the birth of a child must be submitted when applying for supporting partner/other primary caregiver leave. 146.this paid leave will count as service for all purposes . 16
NHMRC-2016-2019.txt858parental leave138.employees who are eligible for paid maternity or parental leave may elect to have the payment for that leave spread over a maximum of 28 weeks at a rate no less than half normal salary. where payment is spread over a longer period , a maximum of 14 weeks of the leave period will count as service. 139.0n ending the initial 52 weeks of maternity or parental leave, employees may request an extension of unpaid parental leave for a further period of up to 52 weeks . the second period of unpaid leave is to commence immediately following the initial 52 week leave period . 140. unpaid maternity or parental leave will not count as service for any purpose except for any unpaid leave taken during the first 12 weeks. 141 .this leave is inclusive of public holidays and will not be extended because a public holiday (or annual closedown) falls during a period of paid or unpaid maternity or parental leave. on ending maternity or parental leave, employees have the return to work guarantee and the right to request flexible working arrangements provided by (or the equivalent to those provided by) the fair work act 2009. 142.an employee returning to duty from maternity or parental leave will be given access to part time employment if requested by the employee for the period up until the child reaches school age. supporting partner/other primary caregiver leave 143.0n the birth , adoption or permanent foster care placement of a child or their partner's child an employee who is not otherwise entitled to paid maternity or parental leave under the ml act or this agreement is entitled to two weeks of paid leave or, for employees with more than 12 months continuous aps service, six weeks of paid leave. 144.this leave is to be taken within 52 weeks of the birth/placement of the child and is inclusive of public holidays , i.e. leave will not be extended because a public holiday or annual closedown falls during a period of leave provided by this clause. 145.documentary evidence as outlined in clause 135, or a birth certificate following the birth of a child must be submitted when applying for supporting partner/other primary caregiver leave. 146.this paid leave will count as service for all purposes . 16 absence without approval 147.where an employee is absent from work without approval , e.g. without the express approval of their
NHMRC-2016-2019.txt861parental leave139.0n ending the initial 52 weeks of maternity or parental leave, employees may request an extension of unpaid parental leave for a further period of up to 52 weeks . the second period of unpaid leave is to commence immediately following the initial 52 week leave period . 140. unpaid maternity or parental leave will not count as service for any purpose except for any unpaid leave taken during the first 12 weeks. 141 .this leave is inclusive of public holidays and will not be extended because a public holiday (or annual closedown) falls during a period of paid or unpaid maternity or parental leave. on ending maternity or parental leave, employees have the return to work guarantee and the right to request flexible working arrangements provided by (or the equivalent to those provided by) the fair work act 2009. 142.an employee returning to duty from maternity or parental leave will be given access to part time employment if requested by the employee for the period up until the child reaches school age. supporting partner/other primary caregiver leave 143.0n the birth , adoption or permanent foster care placement of a child or their partner's child an employee who is not otherwise entitled to paid maternity or parental leave under the ml act or this agreement is entitled to two weeks of paid leave or, for employees with more than 12 months continuous aps service, six weeks of paid leave. 144.this leave is to be taken within 52 weeks of the birth/placement of the child and is inclusive of public holidays , i.e. leave will not be extended because a public holiday or annual closedown falls during a period of leave provided by this clause. 145.documentary evidence as outlined in clause 135, or a birth certificate following the birth of a child must be submitted when applying for supporting partner/other primary caregiver leave. 146.this paid leave will count as service for all purposes . 16 absence without approval 147.where an employee is absent from work without approval , e.g. without the express approval of their supervisor, or not in accordance with the terms of this agreement, the absence will be treated as an 'unauthorised absence' and will not count as service for any purpose under this agreement, including remuneration and leave accrual. any amounts paid to an employee in respect of an unauthorised absence are
NHMRC-2016-2019.txt862parental leaveparental leave for a further period of up to 52 weeks . the second period of unpaid leave is to commence immediately following the initial 52 week leave period . 140. unpaid maternity or parental leave will not count as service for any purpose except for any unpaid leave taken during the first 12 weeks. 141 .this leave is inclusive of public holidays and will not be extended because a public holiday (or annual closedown) falls during a period of paid or unpaid maternity or parental leave. on ending maternity or parental leave, employees have the return to work guarantee and the right to request flexible working arrangements provided by (or the equivalent to those provided by) the fair work act 2009. 142.an employee returning to duty from maternity or parental leave will be given access to part time employment if requested by the employee for the period up until the child reaches school age. supporting partner/other primary caregiver leave 143.0n the birth , adoption or permanent foster care placement of a child or their partner's child an employee who is not otherwise entitled to paid maternity or parental leave under the ml act or this agreement is entitled to two weeks of paid leave or, for employees with more than 12 months continuous aps service, six weeks of paid leave. 144.this leave is to be taken within 52 weeks of the birth/placement of the child and is inclusive of public holidays , i.e. leave will not be extended because a public holiday or annual closedown falls during a period of leave provided by this clause. 145.documentary evidence as outlined in clause 135, or a birth certificate following the birth of a child must be submitted when applying for supporting partner/other primary caregiver leave. 146.this paid leave will count as service for all purposes . 16 absence without approval 147.where an employee is absent from work without approval , e.g. without the express approval of their supervisor, or not in accordance with the terms of this agreement, the absence will be treated as an 'unauthorised absence' and will not count as service for any purpose under this agreement, including remuneration and leave accrual. any amounts paid to an employee in respect of an unauthorised absence are overpayments and the nhmrc will seek to recover those amounts .
NHMRC-2016-2019.txt864parental leave140. unpaid maternity or parental leave will not count as service for any purpose except for any unpaid leave taken during the first 12 weeks. 141 .this leave is inclusive of public holidays and will not be extended because a public holiday (or annual closedown) falls during a period of paid or unpaid maternity or parental leave. on ending maternity or parental leave, employees have the return to work guarantee and the right to request flexible working arrangements provided by (or the equivalent to those provided by) the fair work act 2009. 142.an employee returning to duty from maternity or parental leave will be given access to part time employment if requested by the employee for the period up until the child reaches school age. supporting partner/other primary caregiver leave 143.0n the birth , adoption or permanent foster care placement of a child or their partner's child an employee who is not otherwise entitled to paid maternity or parental leave under the ml act or this agreement is entitled to two weeks of paid leave or, for employees with more than 12 months continuous aps service, six weeks of paid leave. 144.this leave is to be taken within 52 weeks of the birth/placement of the child and is inclusive of public holidays , i.e. leave will not be extended because a public holiday or annual closedown falls during a period of leave provided by this clause. 145.documentary evidence as outlined in clause 135, or a birth certificate following the birth of a child must be submitted when applying for supporting partner/other primary caregiver leave. 146.this paid leave will count as service for all purposes . 16 absence without approval 147.where an employee is absent from work without approval , e.g. without the express approval of their supervisor, or not in accordance with the terms of this agreement, the absence will be treated as an 'unauthorised absence' and will not count as service for any purpose under this agreement, including remuneration and leave accrual. any amounts paid to an employee in respect of an unauthorised absence are overpayments and the nhmrc will seek to recover those amounts . part f - performance and development
NHMRC-2016-2019.txt867parental leaveclosedown) falls during a period of paid or unpaid maternity or parental leave. on ending maternity or parental leave, employees have the return to work guarantee and the right to request flexible working arrangements provided by (or the equivalent to those provided by) the fair work act 2009. 142.an employee returning to duty from maternity or parental leave will be given access to part time employment if requested by the employee for the period up until the child reaches school age. supporting partner/other primary caregiver leave 143.0n the birth , adoption or permanent foster care placement of a child or their partner's child an employee who is not otherwise entitled to paid maternity or parental leave under the ml act or this agreement is entitled to two weeks of paid leave or, for employees with more than 12 months continuous aps service, six weeks of paid leave. 144.this leave is to be taken within 52 weeks of the birth/placement of the child and is inclusive of public holidays , i.e. leave will not be extended because a public holiday or annual closedown falls during a period of leave provided by this clause. 145.documentary evidence as outlined in clause 135, or a birth certificate following the birth of a child must be submitted when applying for supporting partner/other primary caregiver leave. 146.this paid leave will count as service for all purposes . 16 absence without approval 147.where an employee is absent from work without approval , e.g. without the express approval of their supervisor, or not in accordance with the terms of this agreement, the absence will be treated as an 'unauthorised absence' and will not count as service for any purpose under this agreement, including remuneration and leave accrual. any amounts paid to an employee in respect of an unauthorised absence are overpayments and the nhmrc will seek to recover those amounts . part f - performance and development performance partnerships program 148.employees must participate in the nhmrc's performance partnerships program (ppp) . the ppp cycle runs from july to june each year. the ppp helps employees and their managers set performance goals , identify
NHMRC-2016-2019.txt870parental leave142.an employee returning to duty from maternity or parental leave will be given access to part time employment if requested by the employee for the period up until the child reaches school age. supporting partner/other primary caregiver leave 143.0n the birth , adoption or permanent foster care placement of a child or their partner's child an employee who is not otherwise entitled to paid maternity or parental leave under the ml act or this agreement is entitled to two weeks of paid leave or, for employees with more than 12 months continuous aps service, six weeks of paid leave. 144.this leave is to be taken within 52 weeks of the birth/placement of the child and is inclusive of public holidays , i.e. leave will not be extended because a public holiday or annual closedown falls during a period of leave provided by this clause. 145.documentary evidence as outlined in clause 135, or a birth certificate following the birth of a child must be submitted when applying for supporting partner/other primary caregiver leave. 146.this paid leave will count as service for all purposes . 16 absence without approval 147.where an employee is absent from work without approval , e.g. without the express approval of their supervisor, or not in accordance with the terms of this agreement, the absence will be treated as an 'unauthorised absence' and will not count as service for any purpose under this agreement, including remuneration and leave accrual. any amounts paid to an employee in respect of an unauthorised absence are overpayments and the nhmrc will seek to recover those amounts . part f - performance and development performance partnerships program 148.employees must participate in the nhmrc's performance partnerships program (ppp) . the ppp cycle runs from july to june each year. the ppp helps employees and their managers set performance goals , identify skills development opportunities to support employees to meet these goals and assess performance against these goals. performance assessment and feedback is an ongoing process between the supervisor and the employee with regular feedback and operates on a 'no surprises' principle.
NHMRC-2016-2019.txt874parental leavenot otherwise entitled to paid maternity or parental leave under the ml act or this agreement is entitled to two weeks of paid leave or, for employees with more than 12 months continuous aps service, six weeks of paid leave. 144.this leave is to be taken within 52 weeks of the birth/placement of the child and is inclusive of public holidays , i.e. leave will not be extended because a public holiday or annual closedown falls during a period of leave provided by this clause. 145.documentary evidence as outlined in clause 135, or a birth certificate following the birth of a child must be submitted when applying for supporting partner/other primary caregiver leave. 146.this paid leave will count as service for all purposes . 16 absence without approval 147.where an employee is absent from work without approval , e.g. without the express approval of their supervisor, or not in accordance with the terms of this agreement, the absence will be treated as an 'unauthorised absence' and will not count as service for any purpose under this agreement, including remuneration and leave accrual. any amounts paid to an employee in respect of an unauthorised absence are overpayments and the nhmrc will seek to recover those amounts . part f - performance and development performance partnerships program 148.employees must participate in the nhmrc's performance partnerships program (ppp) . the ppp cycle runs from july to june each year. the ppp helps employees and their managers set performance goals , identify skills development opportunities to support employees to meet these goals and assess performance against these goals. performance assessment and feedback is an ongoing process between the supervisor and the employee with regular feedback and operates on a 'no surprises' principle. 149.an employee will be given a minimum period of four (4) weeks , prior to the end of cycle assessment, to improve their performance where it is below performance standards . 150.the performance partnerships program guideline sets out performance management processes, including the responsibilities , rights and obligations of managers and employees in managing performance.
NHMRC-2016-2019.txt909study assistancestudy assistance 152.an employee undertaking formal study may apply for studies assistance which may include paid leave, unpaid leave and/or reimbursement of up to 50% of costs . further information is available in the nhrmc 's policies and guidelines. managing underperformance 153. where an employee's performance consistently falls below an acceptable level it may be necessary to implement the procedures for managing poor performance . a structured performance assessment plan will be developed . 154.the nhmrc's managing underperformance guidelines set out the framework for managing cases of underperformance. further information is available in the nhrmc's policies and guidelines . part g - workforce management resignation 155.an employee should give the ceo at least two (2) weeks' notice in writing of their intention to resign or retire . where an employee submits a resignation which takes effect on a public holiday or during the annual closedown, the resignation will be deemed effective from close of business on the working day immediately prior to the public holiday or annual closedown. management of excess employees 156.the following provisions do not apply to an ongoing employee whose period of probation has not been finalised or a non-ongoing employee . 17 157.an ongoing employee is excess if: • they are in a class of employee comprising a greater number of employees than is necessary for the efficient and economical working of the nhmrc ;
NHMRC-2016-2019.txt977long service leaveamount payable as redundancy pay, payment in lieu of notice and accrued annual and long service leave credits ; • amount of accumulated superannuation contributions ; • superannuation options ; • taxation rules applicable to the various payments; and • the availability of financial assistance, on a reimbursement basis , towards obtaining independent financial advice and career counselling up to the value of $1,000 (inclusive of gst) . 163.where the employee agrees to be voluntarily retrenched , the ceo can term inate the employee's employment under section 29 of the public service act 1999 on the grounds that the employee is excess to requirements of the nhmrc. the period of notice will be four (4) weeks (or five (5) weeks for employees over 45 years of age with at least five (5) years of continuous service) . 164.where an employee's employment is terminated at the beginning of, or within , the notice period he or she will receive payment in lieu of notice for the unexpired portion of the period of notice . 165.an employee who agrees to be voluntarily retrenched, and is terminated by the ceo under section 29 of the public service act 1999 is entitled to be paid a redundancy benefit of a sum equal to two (2) weeks' salary for each completed year of continuous service, plus a pro rata payment for completed months of service since the last completed year of service, subject to any minimum amount the employee is entitled to under the national
NHMRC-2016-2019.txt1023long service leavegovernment service as defined in section 10 of the long service leave (commonwealth employees) act 1976; • service with the australian defence forces ; • aps service immediately preceding deemed resignation under the repealed section 49 of the public service act 1922, if the service has not previously been recognised for redundancy pay purposes; • service in another organisation where an employee was transferred from that organisation with a transfer of function ; or an employee engaged by that organisation on work within a function is appointed as a result of the transfer of that function to the aps and such service is recognised for long service leave purposes. 168.periods of service that will not count as service for redundancy pay purposes are periods of service that ceased by way of: • termination under section 29 of the public service act 1999; or • prior to the commencement of the public service act 1999, by way of redundancy, forfeiture of office, retirement on the grounds of invalidity, inefficiency or loss of qualifications, dismissal or termination of probationary appointment for reasons of unsatisfactory service; or
NHMRC-2016-2019.txt1039long service leaveresult of the transfer of that function to the aps and such service is recognised for long service leave purposes. 168.periods of service that will not count as service for redundancy pay purposes are periods of service that ceased by way of: • termination under section 29 of the public service act 1999; or • prior to the commencement of the public service act 1999, by way of redundancy, forfeiture of office, retirement on the grounds of invalidity, inefficiency or loss of qualifications, dismissal or termination of probationary appointment for reasons of unsatisfactory service; or • voluntary retirement at or above the minimum retiring age applicable to the employee; or • payment of a redundancy benefit or similar payment or an employer-financed retirement benefit. 169.absences from work which do not count as service for any purpose will not count as service for redundancy pay purposes. 170.the redundancy benefit will be calculated on a pro-rata basis for any periods where the employee has worked part-time hours during their period of continuous service . 171 .for the purposes of calculating redundancy pay, salary will include: •
NHMRC-2016-2019.txt1106travel177.the excess employee may be granted assistance to meet reasonable travel costs and incidental expenses incurred in seeking alternative employment where these expenses are not met by the prospective employer. 178.the origi nal retention period determined at clauses 168 to 170 will be extended by periods of leave for personal illness or injury, where supported by acceptable medical evidence. involuntary retrenchment 179.where the ceo is satisfied that there is insufficient productive work available for the employee within the nhmrc during the remainder of the retention period and that there are no reasonable redeployment prospects in the aps the ceo may terminate the employee's employment under section 29 of the public service act 1999. 180.upon term ination, the employee will be paid a lump sum comprising : • the balance of the retention period (as shortened for the national employment standards under clause 170). this payment will be taken to include payment in lieu of notice of termination of employment; plus • the employee 's national employment standards entitlement to redundancy pay. 181 .an excess employee will not be terminated involuntarily if they have not been invited to elect for voluntary retrenchment, or if their election for voluntary retrenchment has been refused . 182.where an excess employee's employment is to be terminated the employee will be given four (4) weeks' notice (or five (5) weeks ' notice for an employee over 45 years of age with at least five (5) years of continuous service) . this period of notice will be served , as far as practicable, concurrently with the retention period . part h - working together consultation 183.this term applies if the nhmrc: •
pmc-enterprise-agreement-2021-24.txt201long service leavelong service leave (commonwealth employees) act 1976. manager immediate manager, or next level manager where appropriate. ml act maternity leave (commonwealth employees) act 1973. nes national employment standards, as set out in the fw act. non-ongoing refers to the engagement of employees for either a specified term or for the duration of a specified task; or for duties that are irregular or intermittent as provided in sections 22(2)(b) and (c) of the ps act. ongoing refers to the ongoing engagement of employees as provided in section 22(2)(a) of the ps act. pm&c the department of the prime minister and cabinet. ps act
pmc-enterprise-agreement-2021-24.txt209maternity leavematernity leave (commonwealth employees) act 1973. nes national employment standards, as set out in the fw act. non-ongoing refers to the engagement of employees for either a specified term or for the duration of a specified task; or for duties that are irregular or intermittent as provided in sections 22(2)(b) and (c) of the ps act. ongoing refers to the ongoing engagement of employees as provided in section 22(2)(a) of the ps act. pm&c the department of the prime minister and cabinet. ps act public service act 1999. ses employee senior executive service employee and equivalent. shift worker
pmc-enterprise-agreement-2021-24.txt285zone of discretionzone of discretion. pm&c enterprise agreement 2021–2024 5 section 1 – scope and operation title and coverage 1. this agreement is the department of the prime minister and cabinet enterprise agreement 2021-2024. 2. this agreement is made under s172 of the fw act. it covers and applies to the secretary of pm&c (on behalf of the commonwealth) and aps employees in pm&c, except for substantive ses employees and ses-equivalents. commencement and duration of this agreement 3. this agreement will commence on 2 august 2021 or seven days after approval by the fair work commission, whichever is the later, and will nominally expire three years from the commencement date. consultation 4. the consultation term on major change or changes to ordinary hours of work or rostered arrangements for this agreement is set out in attachment a.
pmc-enterprise-agreement-2021-24.txt376professional developmentfacilitate ongoing professional development. 18. all employees are required to participate in the performance framework. the performance framework adopts a strengths-based approach and the principles of equity, transparency and procedural fairness. 19. if employees are not performing consistently at the required standard, in the first instance they will be supported to improve and maintain their performance. where relevant, the employee’s fitness for duty will be assessed and taken into account. professional development 20. employees and managers are jointly responsible for identifying professional development needs and opportunities. investment in professional development must align with pm&c priorities, individual and team development needs. professional memberships 21. employees will have professional memberships and/or accreditation fees paid where the delegate determines they are an essential requirement of their role, or it aligns with pm&c priorities. studies assistance 22. employees may, subject to delegate approval, access the following to undertake accredited study relevant to pm&c and aps priorities: • up to $7,000 per financial year for approved course fees, normally on a reimbursement basis, and/or • paid study leave of up to six hours per week during study periods. 23. aboriginal and torres strait islander employees may also: • access up to an additional six hours paid study leave per week during study periods, and/or • have their fees covered for study to obtain pre-requisite qualifications for entry into a tertiary institution to pursue a tertiary qualification. pm&c enterprise agreement 2021–2024 8 section 3 – flexibility and hours of work flexible work
pmc-enterprise-agreement-2021-24.txt382professional developmentprofessional development 20. employees and managers are jointly responsible for identifying professional development needs and opportunities. investment in professional development must align with pm&c priorities, individual and team development needs. professional memberships 21. employees will have professional memberships and/or accreditation fees paid where the delegate determines they are an essential requirement of their role, or it aligns with pm&c priorities. studies assistance 22. employees may, subject to delegate approval, access the following to undertake accredited study relevant to pm&c and aps priorities: • up to $7,000 per financial year for approved course fees, normally on a reimbursement basis, and/or • paid study leave of up to six hours per week during study periods. 23. aboriginal and torres strait islander employees may also: • access up to an additional six hours paid study leave per week during study periods, and/or • have their fees covered for study to obtain pre-requisite qualifications for entry into a tertiary institution to pursue a tertiary qualification. pm&c enterprise agreement 2021–2024 8 section 3 – flexibility and hours of work flexible work 24. pm&c supports and recognises the benefits of offering flexibility in how, when and where work is performed. 25. flexible work options may include (but are not limited to) varied attendance patterns, part-time work, job sharing, compressed hours and working remotely or from home. flex-time and toil are mechanisms that can be used to facilitate flexible work, where appropriate. 26. all employees may seek, discuss and agree flexible work options with their manager and, where required,
pmc-enterprise-agreement-2021-24.txt383professional development20. employees and managers are jointly responsible for identifying professional development needs and opportunities. investment in professional development must align with pm&c priorities, individual and team development needs. professional memberships 21. employees will have professional memberships and/or accreditation fees paid where the delegate determines they are an essential requirement of their role, or it aligns with pm&c priorities. studies assistance 22. employees may, subject to delegate approval, access the following to undertake accredited study relevant to pm&c and aps priorities: • up to $7,000 per financial year for approved course fees, normally on a reimbursement basis, and/or • paid study leave of up to six hours per week during study periods. 23. aboriginal and torres strait islander employees may also: • access up to an additional six hours paid study leave per week during study periods, and/or • have their fees covered for study to obtain pre-requisite qualifications for entry into a tertiary institution to pursue a tertiary qualification. pm&c enterprise agreement 2021–2024 8 section 3 – flexibility and hours of work flexible work 24. pm&c supports and recognises the benefits of offering flexibility in how, when and where work is performed. 25. flexible work options may include (but are not limited to) varied attendance patterns, part-time work, job sharing, compressed hours and working remotely or from home. flex-time and toil are mechanisms that can be used to facilitate flexible work, where appropriate. 26. all employees may seek, discuss and agree flexible work options with their manager and, where required, must seek delegate approval.
pmc-enterprise-agreement-2021-24.txt384professional developmentopportunities. investment in professional development must align with pm&c priorities, individual and team development needs. professional memberships 21. employees will have professional memberships and/or accreditation fees paid where the delegate determines they are an essential requirement of their role, or it aligns with pm&c priorities. studies assistance 22. employees may, subject to delegate approval, access the following to undertake accredited study relevant to pm&c and aps priorities: • up to $7,000 per financial year for approved course fees, normally on a reimbursement basis, and/or • paid study leave of up to six hours per week during study periods. 23. aboriginal and torres strait islander employees may also: • access up to an additional six hours paid study leave per week during study periods, and/or • have their fees covered for study to obtain pre-requisite qualifications for entry into a tertiary institution to pursue a tertiary qualification. pm&c enterprise agreement 2021–2024 8 section 3 – flexibility and hours of work flexible work 24. pm&c supports and recognises the benefits of offering flexibility in how, when and where work is performed. 25. flexible work options may include (but are not limited to) varied attendance patterns, part-time work, job sharing, compressed hours and working remotely or from home. flex-time and toil are mechanisms that can be used to facilitate flexible work, where appropriate. 26. all employees may seek, discuss and agree flexible work options with their manager and, where required, must seek delegate approval. 27. managers and delegates will consider all requests for flexible work, taking into account operational
pmc-enterprise-agreement-2021-24.txt394study leave• paid study leave of up to six hours per week during study periods. 23. aboriginal and torres strait islander employees may also: • access up to an additional six hours paid study leave per week during study periods, and/or • have their fees covered for study to obtain pre-requisite qualifications for entry into a tertiary institution to pursue a tertiary qualification. pm&c enterprise agreement 2021–2024 8 section 3 – flexibility and hours of work flexible work 24. pm&c supports and recognises the benefits of offering flexibility in how, when and where work is performed. 25. flexible work options may include (but are not limited to) varied attendance patterns, part-time work, job sharing, compressed hours and working remotely or from home. flex-time and toil are mechanisms that can be used to facilitate flexible work, where appropriate. 26. all employees may seek, discuss and agree flexible work options with their manager and, where required, must seek delegate approval. 27. managers and delegates will consider all requests for flexible work, taking into account operational requirements and the employee’s personal circumstances, and provide a response within 21 days. where a request is declined, the reasons will be provided to the employee in writing. 28. employees returning from parental leave with care of a school age child or younger will have requests for flexible work (including part-time work) approved unless the arrangements cannot be accommodated under any operational circumstances. 29. all flexible work agreements must be reviewed at least annually or more regularly if business or personal needs change. 30. short-term absences, including full days, may be facilitated through flexible work rather than leave. 31. employees with approval to work remotely or from home will be supplied with equipment and materials required to perform their role.
pmc-enterprise-agreement-2021-24.txt396study leave• access up to an additional six hours paid study leave per week during study periods, and/or • have their fees covered for study to obtain pre-requisite qualifications for entry into a tertiary institution to pursue a tertiary qualification. pm&c enterprise agreement 2021–2024 8 section 3 – flexibility and hours of work flexible work 24. pm&c supports and recognises the benefits of offering flexibility in how, when and where work is performed. 25. flexible work options may include (but are not limited to) varied attendance patterns, part-time work, job sharing, compressed hours and working remotely or from home. flex-time and toil are mechanisms that can be used to facilitate flexible work, where appropriate. 26. all employees may seek, discuss and agree flexible work options with their manager and, where required, must seek delegate approval. 27. managers and delegates will consider all requests for flexible work, taking into account operational requirements and the employee’s personal circumstances, and provide a response within 21 days. where a request is declined, the reasons will be provided to the employee in writing. 28. employees returning from parental leave with care of a school age child or younger will have requests for flexible work (including part-time work) approved unless the arrangements cannot be accommodated under any operational circumstances. 29. all flexible work agreements must be reviewed at least annually or more regularly if business or personal needs change. 30. short-term absences, including full days, may be facilitated through flexible work rather than leave. 31. employees with approval to work remotely or from home will be supplied with equipment and materials required to perform their role. 32. the flexible work provisions provided under this agreement do not reduce an employee’s entitlement to formally request flexible work arrangements under the nes.
pmc-enterprise-agreement-2021-24.txt416parental leave28. employees returning from parental leave with care of a school age child or younger will have requests for flexible work (including part-time work) approved unless the arrangements cannot be accommodated under any operational circumstances. 29. all flexible work agreements must be reviewed at least annually or more regularly if business or personal needs change. 30. short-term absences, including full days, may be facilitated through flexible work rather than leave. 31. employees with approval to work remotely or from home will be supplied with equipment and materials required to perform their role. 32. the flexible work provisions provided under this agreement do not reduce an employee’s entitlement to formally request flexible work arrangements under the nes. part-time work 33. the delegate will consider requests for part-time work (and job-share) in the context of operational requirements and the employee's individual circumstances, including whether the employee has caring responsibilities. 34. the daily pattern of hours for employees with a part-time work agreement will be a minimum of three continuous hours, unless otherwise agreed by the employee and delegate. 35. salary and allowances are calculated on a pro rata basis for employees with a part-time work agreement, except for expense-related allowances or reimbursements. 36. payment of salary during leave for an employee with a part-time work agreement will be for their ordinary hours, except for long service leave which is calculated in accordance with the lsl act. 37. where aps 1–6 level employees with a part-time work agreement are directed by the delegate to work beyond their ordinary hours (within the span of hours) they will accrue flex-time or may elect to be paid for these at their normal hourly rate. 38. if there is a need for regular or ongoing variations to an employee’s part-time working pattern, a revised part-time work agreement is required. 39. employees with a part-time work agreement may revert to full-time at the end of the agreed period (noting agreements must be reviewed at least annually), or earlier if full-time work is available and the delegate agrees. pm&c enterprise agreement 2021–2024
pmc-enterprise-agreement-2021-24.txt425flexible work arrangementsformally request flexible work arrangements under the nes. part-time work 33. the delegate will consider requests for part-time work (and job-share) in the context of operational requirements and the employee's individual circumstances, including whether the employee has caring responsibilities. 34. the daily pattern of hours for employees with a part-time work agreement will be a minimum of three continuous hours, unless otherwise agreed by the employee and delegate. 35. salary and allowances are calculated on a pro rata basis for employees with a part-time work agreement, except for expense-related allowances or reimbursements. 36. payment of salary during leave for an employee with a part-time work agreement will be for their ordinary hours, except for long service leave which is calculated in accordance with the lsl act. 37. where aps 1–6 level employees with a part-time work agreement are directed by the delegate to work beyond their ordinary hours (within the span of hours) they will accrue flex-time or may elect to be paid for these at their normal hourly rate. 38. if there is a need for regular or ongoing variations to an employee’s part-time working pattern, a revised part-time work agreement is required. 39. employees with a part-time work agreement may revert to full-time at the end of the agreed period (noting agreements must be reviewed at least annually), or earlier if full-time work is available and the delegate agrees. pm&c enterprise agreement 2021–2024 9 hours of work ordinary hours 40. ordinary hours of work are 7 hours and 36 minutes per day (38 hours per week) for full time employees, or for employees with a part-time work agreement the hours set out in the agreement. 41. managers and employees are mutually responsible for discussing a regular pattern of hours and workload requirements, to achieve organisational priorities and support individual and team wellbeing.
pmc-enterprise-agreement-2021-24.txt435long service leavehours, except for long service leave which is calculated in accordance with the lsl act. 37. where aps 1–6 level employees with a part-time work agreement are directed by the delegate to work beyond their ordinary hours (within the span of hours) they will accrue flex-time or may elect to be paid for these at their normal hourly rate. 38. if there is a need for regular or ongoing variations to an employee’s part-time working pattern, a revised part-time work agreement is required. 39. employees with a part-time work agreement may revert to full-time at the end of the agreed period (noting agreements must be reviewed at least annually), or earlier if full-time work is available and the delegate agrees. pm&c enterprise agreement 2021–2024 9 hours of work ordinary hours 40. ordinary hours of work are 7 hours and 36 minutes per day (38 hours per week) for full time employees, or for employees with a part-time work agreement the hours set out in the agreement. 41. managers and employees are mutually responsible for discussing a regular pattern of hours and workload requirements, to achieve organisational priorities and support individual and team wellbeing. 42. employees may vary their work pattern across the 7am to 7pm span of hours monday to friday, as agreed with their manager. 43. the 7am to 7pm monday to friday span of hours may be formally varied to an alternative 12-hour period by agreement between the employee and delegate. work performed within the alternative span of hours will not attract overtime or toil. 44. where agreement cannot be reached on a regular pattern of hours, or an employee’s attendance is unsatisfactory, the delegate may require the employee to work standard hours. this does not reduce an employee’s entitlement to request flexible work under the nes. 45. standard hours are 7 hours 36 minutes per day for full-time employees, worked from 8.30am–12.30pm and 1.30pm–5.06pm monday to friday; or for employees with a part-time work
pmc-enterprise-agreement-2021-24.txt459overtimealternative span of hours will not attract overtime or toil. 44. where agreement cannot be reached on a regular pattern of hours, or an employee’s attendance is unsatisfactory, the delegate may require the employee to work standard hours. this does not reduce an employee’s entitlement to request flexible work under the nes. 45. standard hours are 7 hours 36 minutes per day for full-time employees, worked from 8.30am–12.30pm and 1.30pm–5.06pm monday to friday; or for employees with a part-time work agreement the hours set out in the agreement. 46. employees who are going to be absent or later than usual must advise their manager as soon as practicable, ideally within two hours of their usual starting time. 47. where the delegate determines an employee’s absence from work is unauthorised, the absence will be unpaid and will not count as service for any purpose, unless otherwise required by law. additional hours 48. employees are not expected to work for more than ten hours on a day, or five consecutive hours without taking a break of at least 30 minutes, unless there are exceptional circumstances. 49. where employees are required to work for more than ten hours with limited notice, the delegate will approve the reasonable cost or reimbursement of a meal. the preferred method of payment is government credit card. flex-time and recording attendance (aps 1–6 level employees) 50. aps 1–6 level employees must record their attendance in pm&c’s timekeeping system for manager approval. 51. aps 1–6 level employees who work more or less than their ordinary hours within the span of hours will incur a one-for-one flex credit or debit. 52. accrued flex credits should be taken as soon as practicable, subject to operational requirements and by agreement between the employee and manager. 53. where an employee’s flex credit exceeds 38 hours (pro-rata for part-time), or they have a flex debit of 7 hours 36 minutes or more, they must agree a plan with their manager to return their balance within these parameters over the next four weeks. toil (executive level employees) 54. managers may grant executive level employees reasonable toil where they have: • worked significant additional hours for sustained or intense periods, involving high-levels of
pmc-enterprise-agreement-2021-24.txt500overtimeovertime 57. aps 1-6 level employees will be paid overtime where they are directed by the delegate to undertake work: • outside the span of hours, or • on public holidays or during christmas closedown, or • without an eight-hour break between work days. 58. executive level employees are only eligible for overtime in exceptional circumstances, including where they have been directed to undertake work without an eight-hour break or during christmas closedown, or as otherwise determined by the delegate. 59. overtime is paid as follows: a. monday to saturday – time and a half for the first three hours and double time for each hour thereafter. b. sunday – double time. c. public holidays – within ordinary hours, normal salary plus time and a half – outside ordinary hours, double time and a half. except for an employee whose normal work location is south australia and it is a public holiday solely because it is a sunday under the holidays act 1910 (sa). 60. the minimum overtime payment is one hour. after the first hour, if less than a whole hour is worked, payment will be calculated up to the next full hour. where overtime is not continuous with an employee’s normal work pattern, overtime payment will include reasonable travel time to and from work (if travel is required). 61. an employee who chooses to work additional hours on a weekend without direction from the delegate, or has agreement to vary their span of hours to work on a weekend, will not be paid overtime for this work. eight-hour break 62. employees are entitled to an eight-hour break, plus reasonable travel time to and from work (where required), between working days. where the eight-hour break results in absence for part or all of their next working day, the employee will not be required to make up those hours and their salary will be unaffected. 63. the delegate may direct an employee to return to work without an eight-hour break, plus reasonable travel time, for urgent or high priority work. where this occurs employees will be paid overtime until they
pmc-enterprise-agreement-2021-24.txt501overtime57. aps 1-6 level employees will be paid overtime where they are directed by the delegate to undertake work: • outside the span of hours, or • on public holidays or during christmas closedown, or • without an eight-hour break between work days. 58. executive level employees are only eligible for overtime in exceptional circumstances, including where they have been directed to undertake work without an eight-hour break or during christmas closedown, or as otherwise determined by the delegate. 59. overtime is paid as follows: a. monday to saturday – time and a half for the first three hours and double time for each hour thereafter. b. sunday – double time. c. public holidays – within ordinary hours, normal salary plus time and a half – outside ordinary hours, double time and a half. except for an employee whose normal work location is south australia and it is a public holiday solely because it is a sunday under the holidays act 1910 (sa). 60. the minimum overtime payment is one hour. after the first hour, if less than a whole hour is worked, payment will be calculated up to the next full hour. where overtime is not continuous with an employee’s normal work pattern, overtime payment will include reasonable travel time to and from work (if travel is required). 61. an employee who chooses to work additional hours on a weekend without direction from the delegate, or has agreement to vary their span of hours to work on a weekend, will not be paid overtime for this work. eight-hour break 62. employees are entitled to an eight-hour break, plus reasonable travel time to and from work (where required), between working days. where the eight-hour break results in absence for part or all of their next working day, the employee will not be required to make up those hours and their salary will be unaffected. 63. the delegate may direct an employee to return to work without an eight-hour break, plus reasonable travel time, for urgent or high priority work. where this occurs employees will be paid overtime until they are able to take an eight-hour break.
pmc-enterprise-agreement-2021-24.txt506overtime58. executive level employees are only eligible for overtime in exceptional circumstances, including where they have been directed to undertake work without an eight-hour break or during christmas closedown, or as otherwise determined by the delegate. 59. overtime is paid as follows: a. monday to saturday – time and a half for the first three hours and double time for each hour thereafter. b. sunday – double time. c. public holidays – within ordinary hours, normal salary plus time and a half – outside ordinary hours, double time and a half. except for an employee whose normal work location is south australia and it is a public holiday solely because it is a sunday under the holidays act 1910 (sa). 60. the minimum overtime payment is one hour. after the first hour, if less than a whole hour is worked, payment will be calculated up to the next full hour. where overtime is not continuous with an employee’s normal work pattern, overtime payment will include reasonable travel time to and from work (if travel is required). 61. an employee who chooses to work additional hours on a weekend without direction from the delegate, or has agreement to vary their span of hours to work on a weekend, will not be paid overtime for this work. eight-hour break 62. employees are entitled to an eight-hour break, plus reasonable travel time to and from work (where required), between working days. where the eight-hour break results in absence for part or all of their next working day, the employee will not be required to make up those hours and their salary will be unaffected. 63. the delegate may direct an employee to return to work without an eight-hour break, plus reasonable travel time, for urgent or high priority work. where this occurs employees will be paid overtime until they are able to take an eight-hour break. recognition of travel time 64. employees undertaking approved official travel outside of their ordinary hours (but not performing work) will have the time spent in transit recognised as follows: • aps 1-6 employees will accrue flex-time. • executive level employees may be granted toil (noting toil is not claimed on an hour for hour
pmc-enterprise-agreement-2021-24.txt509overtime59. overtime is paid as follows: a. monday to saturday – time and a half for the first three hours and double time for each hour thereafter. b. sunday – double time. c. public holidays – within ordinary hours, normal salary plus time and a half – outside ordinary hours, double time and a half. except for an employee whose normal work location is south australia and it is a public holiday solely because it is a sunday under the holidays act 1910 (sa). 60. the minimum overtime payment is one hour. after the first hour, if less than a whole hour is worked, payment will be calculated up to the next full hour. where overtime is not continuous with an employee’s normal work pattern, overtime payment will include reasonable travel time to and from work (if travel is required). 61. an employee who chooses to work additional hours on a weekend without direction from the delegate, or has agreement to vary their span of hours to work on a weekend, will not be paid overtime for this work. eight-hour break 62. employees are entitled to an eight-hour break, plus reasonable travel time to and from work (where required), between working days. where the eight-hour break results in absence for part or all of their next working day, the employee will not be required to make up those hours and their salary will be unaffected. 63. the delegate may direct an employee to return to work without an eight-hour break, plus reasonable travel time, for urgent or high priority work. where this occurs employees will be paid overtime until they are able to take an eight-hour break. recognition of travel time 64. employees undertaking approved official travel outside of their ordinary hours (but not performing work) will have the time spent in transit recognised as follows: • aps 1-6 employees will accrue flex-time. • executive level employees may be granted toil (noting toil is not claimed on an hour for hour basis). pm&c enterprise agreement 2021–2024
pmc-enterprise-agreement-2021-24.txt517overtime60. the minimum overtime payment is one hour. after the first hour, if less than a whole hour is worked, payment will be calculated up to the next full hour. where overtime is not continuous with an employee’s normal work pattern, overtime payment will include reasonable travel time to and from work (if travel is required). 61. an employee who chooses to work additional hours on a weekend without direction from the delegate, or has agreement to vary their span of hours to work on a weekend, will not be paid overtime for this work. eight-hour break 62. employees are entitled to an eight-hour break, plus reasonable travel time to and from work (where required), between working days. where the eight-hour break results in absence for part or all of their next working day, the employee will not be required to make up those hours and their salary will be unaffected. 63. the delegate may direct an employee to return to work without an eight-hour break, plus reasonable travel time, for urgent or high priority work. where this occurs employees will be paid overtime until they are able to take an eight-hour break. recognition of travel time 64. employees undertaking approved official travel outside of their ordinary hours (but not performing work) will have the time spent in transit recognised as follows: • aps 1-6 employees will accrue flex-time. • executive level employees may be granted toil (noting toil is not claimed on an hour for hour basis). pm&c enterprise agreement 2021–2024 11 65. where flex or toil is claimed, the time normally spent travelling to and from work should be deducted from the time spent in transit. 66. overtime provisions only apply to employees undertaking official travel where they are directed by the delegate to perform work during transit.
pmc-enterprise-agreement-2021-24.txt518overtimepayment will be calculated up to the next full hour. where overtime is not continuous with an employee’s normal work pattern, overtime payment will include reasonable travel time to and from work (if travel is required). 61. an employee who chooses to work additional hours on a weekend without direction from the delegate, or has agreement to vary their span of hours to work on a weekend, will not be paid overtime for this work. eight-hour break 62. employees are entitled to an eight-hour break, plus reasonable travel time to and from work (where required), between working days. where the eight-hour break results in absence for part or all of their next working day, the employee will not be required to make up those hours and their salary will be unaffected. 63. the delegate may direct an employee to return to work without an eight-hour break, plus reasonable travel time, for urgent or high priority work. where this occurs employees will be paid overtime until they are able to take an eight-hour break. recognition of travel time 64. employees undertaking approved official travel outside of their ordinary hours (but not performing work) will have the time spent in transit recognised as follows: • aps 1-6 employees will accrue flex-time. • executive level employees may be granted toil (noting toil is not claimed on an hour for hour basis). pm&c enterprise agreement 2021–2024 11 65. where flex or toil is claimed, the time normally spent travelling to and from work should be deducted from the time spent in transit. 66. overtime provisions only apply to employees undertaking official travel where they are directed by the delegate to perform work during transit. pm&c enterprise agreement 2021–2024
pmc-enterprise-agreement-2021-24.txt519travelnormal work pattern, overtime payment will include reasonable travel time to and from work (if travel is required). 61. an employee who chooses to work additional hours on a weekend without direction from the delegate, or has agreement to vary their span of hours to work on a weekend, will not be paid overtime for this work. eight-hour break 62. employees are entitled to an eight-hour break, plus reasonable travel time to and from work (where required), between working days. where the eight-hour break results in absence for part or all of their next working day, the employee will not be required to make up those hours and their salary will be unaffected. 63. the delegate may direct an employee to return to work without an eight-hour break, plus reasonable travel time, for urgent or high priority work. where this occurs employees will be paid overtime until they are able to take an eight-hour break. recognition of travel time 64. employees undertaking approved official travel outside of their ordinary hours (but not performing work) will have the time spent in transit recognised as follows: • aps 1-6 employees will accrue flex-time. • executive level employees may be granted toil (noting toil is not claimed on an hour for hour basis). pm&c enterprise agreement 2021–2024 11 65. where flex or toil is claimed, the time normally spent travelling to and from work should be deducted from the time spent in transit. 66. overtime provisions only apply to employees undertaking official travel where they are directed by the delegate to perform work during transit. pm&c enterprise agreement 2021–2024
pmc-enterprise-agreement-2021-24.txt519overtimenormal work pattern, overtime payment will include reasonable travel time to and from work (if travel is required). 61. an employee who chooses to work additional hours on a weekend without direction from the delegate, or has agreement to vary their span of hours to work on a weekend, will not be paid overtime for this work. eight-hour break 62. employees are entitled to an eight-hour break, plus reasonable travel time to and from work (where required), between working days. where the eight-hour break results in absence for part or all of their next working day, the employee will not be required to make up those hours and their salary will be unaffected. 63. the delegate may direct an employee to return to work without an eight-hour break, plus reasonable travel time, for urgent or high priority work. where this occurs employees will be paid overtime until they are able to take an eight-hour break. recognition of travel time 64. employees undertaking approved official travel outside of their ordinary hours (but not performing work) will have the time spent in transit recognised as follows: • aps 1-6 employees will accrue flex-time. • executive level employees may be granted toil (noting toil is not claimed on an hour for hour basis). pm&c enterprise agreement 2021–2024 11 65. where flex or toil is claimed, the time normally spent travelling to and from work should be deducted from the time spent in transit. 66. overtime provisions only apply to employees undertaking official travel where they are directed by the delegate to perform work during transit. pm&c enterprise agreement 2021–2024
pmc-enterprise-agreement-2021-24.txt522overtimehas agreement to vary their span of hours to work on a weekend, will not be paid overtime for this work. eight-hour break 62. employees are entitled to an eight-hour break, plus reasonable travel time to and from work (where required), between working days. where the eight-hour break results in absence for part or all of their next working day, the employee will not be required to make up those hours and their salary will be unaffected. 63. the delegate may direct an employee to return to work without an eight-hour break, plus reasonable travel time, for urgent or high priority work. where this occurs employees will be paid overtime until they are able to take an eight-hour break. recognition of travel time 64. employees undertaking approved official travel outside of their ordinary hours (but not performing work) will have the time spent in transit recognised as follows: • aps 1-6 employees will accrue flex-time. • executive level employees may be granted toil (noting toil is not claimed on an hour for hour basis). pm&c enterprise agreement 2021–2024 11 65. where flex or toil is claimed, the time normally spent travelling to and from work should be deducted from the time spent in transit. 66. overtime provisions only apply to employees undertaking official travel where they are directed by the delegate to perform work during transit. pm&c enterprise agreement 2021–2024 12 section 4 – remuneration and classifications
pmc-enterprise-agreement-2021-24.txt524travel62. employees are entitled to an eight-hour break, plus reasonable travel time to and from work (where required), between working days. where the eight-hour break results in absence for part or all of their next working day, the employee will not be required to make up those hours and their salary will be unaffected. 63. the delegate may direct an employee to return to work without an eight-hour break, plus reasonable travel time, for urgent or high priority work. where this occurs employees will be paid overtime until they are able to take an eight-hour break. recognition of travel time 64. employees undertaking approved official travel outside of their ordinary hours (but not performing work) will have the time spent in transit recognised as follows: • aps 1-6 employees will accrue flex-time. • executive level employees may be granted toil (noting toil is not claimed on an hour for hour basis). pm&c enterprise agreement 2021–2024 11 65. where flex or toil is claimed, the time normally spent travelling to and from work should be deducted from the time spent in transit. 66. overtime provisions only apply to employees undertaking official travel where they are directed by the delegate to perform work during transit. pm&c enterprise agreement 2021–2024 12 section 4 – remuneration and classifications salary and annual adjustments 67. employees will be paid fortnightly by electronic funds transfer into a financial institution account of their
pmc-enterprise-agreement-2021-24.txt529traveltravel time, for urgent or high priority work. where this occurs employees will be paid overtime until they are able to take an eight-hour break. recognition of travel time 64. employees undertaking approved official travel outside of their ordinary hours (but not performing work) will have the time spent in transit recognised as follows: • aps 1-6 employees will accrue flex-time. • executive level employees may be granted toil (noting toil is not claimed on an hour for hour basis). pm&c enterprise agreement 2021–2024 11 65. where flex or toil is claimed, the time normally spent travelling to and from work should be deducted from the time spent in transit. 66. overtime provisions only apply to employees undertaking official travel where they are directed by the delegate to perform work during transit. pm&c enterprise agreement 2021–2024 12 section 4 – remuneration and classifications salary and annual adjustments 67. employees will be paid fortnightly by electronic funds transfer into a financial institution account of their choice. the fortnightly rate of pay is calculated using the annual rate of pay, multiplied by 12, divided by 313. 68. the salaries of eligible employees will be adjusted by the wpi – private sector adjustment on: a. the commencement date of this agreement b. 12 months from the date of commencement, and
pmc-enterprise-agreement-2021-24.txt529overtimetravel time, for urgent or high priority work. where this occurs employees will be paid overtime until they are able to take an eight-hour break. recognition of travel time 64. employees undertaking approved official travel outside of their ordinary hours (but not performing work) will have the time spent in transit recognised as follows: • aps 1-6 employees will accrue flex-time. • executive level employees may be granted toil (noting toil is not claimed on an hour for hour basis). pm&c enterprise agreement 2021–2024 11 65. where flex or toil is claimed, the time normally spent travelling to and from work should be deducted from the time spent in transit. 66. overtime provisions only apply to employees undertaking official travel where they are directed by the delegate to perform work during transit. pm&c enterprise agreement 2021–2024 12 section 4 – remuneration and classifications salary and annual adjustments 67. employees will be paid fortnightly by electronic funds transfer into a financial institution account of their choice. the fortnightly rate of pay is calculated using the annual rate of pay, multiplied by 12, divided by 313. 68. the salaries of eligible employees will be adjusted by the wpi – private sector adjustment on: a. the commencement date of this agreement b. 12 months from the date of commencement, and
pmc-enterprise-agreement-2021-24.txt531travelrecognition of travel time 64. employees undertaking approved official travel outside of their ordinary hours (but not performing work) will have the time spent in transit recognised as follows: • aps 1-6 employees will accrue flex-time. • executive level employees may be granted toil (noting toil is not claimed on an hour for hour basis). pm&c enterprise agreement 2021–2024 11 65. where flex or toil is claimed, the time normally spent travelling to and from work should be deducted from the time spent in transit. 66. overtime provisions only apply to employees undertaking official travel where they are directed by the delegate to perform work during transit. pm&c enterprise agreement 2021–2024 12 section 4 – remuneration and classifications salary and annual adjustments 67. employees will be paid fortnightly by electronic funds transfer into a financial institution account of their choice. the fortnightly rate of pay is calculated using the annual rate of pay, multiplied by 12, divided by 313. 68. the salaries of eligible employees will be adjusted by the wpi – private sector adjustment on: a. the commencement date of this agreement b. 12 months from the date of commencement, and c. 24 months from the date of commencement. 69. salary rates prior to commencement of this agreement are set out below.
pmc-enterprise-agreement-2021-24.txt531recognition of travel timerecognition of travel time 64. employees undertaking approved official travel outside of their ordinary hours (but not performing work) will have the time spent in transit recognised as follows: • aps 1-6 employees will accrue flex-time. • executive level employees may be granted toil (noting toil is not claimed on an hour for hour basis). pm&c enterprise agreement 2021–2024 11 65. where flex or toil is claimed, the time normally spent travelling to and from work should be deducted from the time spent in transit. 66. overtime provisions only apply to employees undertaking official travel where they are directed by the delegate to perform work during transit. pm&c enterprise agreement 2021–2024 12 section 4 – remuneration and classifications salary and annual adjustments 67. employees will be paid fortnightly by electronic funds transfer into a financial institution account of their choice. the fortnightly rate of pay is calculated using the annual rate of pay, multiplied by 12, divided by 313. 68. the salaries of eligible employees will be adjusted by the wpi – private sector adjustment on: a. the commencement date of this agreement b. 12 months from the date of commencement, and c. 24 months from the date of commencement. 69. salary rates prior to commencement of this agreement are set out below.
pmc-enterprise-agreement-2021-24.txt532travel64. employees undertaking approved official travel outside of their ordinary hours (but not performing work) will have the time spent in transit recognised as follows: • aps 1-6 employees will accrue flex-time. • executive level employees may be granted toil (noting toil is not claimed on an hour for hour basis). pm&c enterprise agreement 2021–2024 11 65. where flex or toil is claimed, the time normally spent travelling to and from work should be deducted from the time spent in transit. 66. overtime provisions only apply to employees undertaking official travel where they are directed by the delegate to perform work during transit. pm&c enterprise agreement 2021–2024 12 section 4 – remuneration and classifications salary and annual adjustments 67. employees will be paid fortnightly by electronic funds transfer into a financial institution account of their choice. the fortnightly rate of pay is calculated using the annual rate of pay, multiplied by 12, divided by 313. 68. the salaries of eligible employees will be adjusted by the wpi – private sector adjustment on: a. the commencement date of this agreement b. 12 months from the date of commencement, and c. 24 months from the date of commencement. 69. salary rates prior to commencement of this agreement are set out below. aps 1
pmc-enterprise-agreement-2021-24.txt542travel65. where flex or toil is claimed, the time normally spent travelling to and from work should be deducted from the time spent in transit. 66. overtime provisions only apply to employees undertaking official travel where they are directed by the delegate to perform work during transit. pm&c enterprise agreement 2021–2024 12 section 4 – remuneration and classifications salary and annual adjustments 67. employees will be paid fortnightly by electronic funds transfer into a financial institution account of their choice. the fortnightly rate of pay is calculated using the annual rate of pay, multiplied by 12, divided by 313. 68. the salaries of eligible employees will be adjusted by the wpi – private sector adjustment on: a. the commencement date of this agreement b. 12 months from the date of commencement, and c. 24 months from the date of commencement. 69. salary rates prior to commencement of this agreement are set out below. aps 1 aps 2 aps 3 aps 4 aps 5 aps 6
pmc-enterprise-agreement-2021-24.txt544travel66. overtime provisions only apply to employees undertaking official travel where they are directed by the delegate to perform work during transit. pm&c enterprise agreement 2021–2024 12 section 4 – remuneration and classifications salary and annual adjustments 67. employees will be paid fortnightly by electronic funds transfer into a financial institution account of their choice. the fortnightly rate of pay is calculated using the annual rate of pay, multiplied by 12, divided by 313. 68. the salaries of eligible employees will be adjusted by the wpi – private sector adjustment on: a. the commencement date of this agreement b. 12 months from the date of commencement, and c. 24 months from the date of commencement. 69. salary rates prior to commencement of this agreement are set out below. aps 1 aps 2 aps 3 aps 4 aps 5 aps 6 el 1
pmc-enterprise-agreement-2021-24.txt544overtime66. overtime provisions only apply to employees undertaking official travel where they are directed by the delegate to perform work during transit. pm&c enterprise agreement 2021–2024 12 section 4 – remuneration and classifications salary and annual adjustments 67. employees will be paid fortnightly by electronic funds transfer into a financial institution account of their choice. the fortnightly rate of pay is calculated using the annual rate of pay, multiplied by 12, divided by 313. 68. the salaries of eligible employees will be adjusted by the wpi – private sector adjustment on: a. the commencement date of this agreement b. 12 months from the date of commencement, and c. 24 months from the date of commencement. 69. salary rates prior to commencement of this agreement are set out below. aps 1 aps 2 aps 3 aps 4 aps 5 aps 6 el 1
pmc-enterprise-agreement-2021-24.txt700zone of discretionzone of discretion 73. the zod is a salary range above the maximum pay point for each of the aps 6–el 2 classifications. in exceptional circumstances, the delegate may set a salary for an existing or prospective aps 6–el2 employee within the zod. salary sacrifice 74. employees may sacrifice their salary for a range of non-cash benefits through agreed providers. superannuation 75. pm&c will make compulsory employer superannuation contributions as required by applicable legislation and fund requirements. contributions will be made to pm&c’s default fund unless the employee formally elects a complying super choice fund. 76. the delegate may choose to limit superannuation choice to complying superannuation funds that allow employee and/or employer contributions to be paid through fortnightly electronic funds transfer. 77. where employer contributions are paid to the public sector superannuation accumulation plan (pssap) or a complying super choice fund the employer contribution will be 15.4 per cent of the fortnightly contribution salary. 78. employer superannuation contributions will not be paid during periods of unpaid leave that do not count as service, unless otherwise required by law. 79. employer contributions to superannuation will not be reduced by any other contributions to superannuation made by the employee through salary sacrifice arrangements. graduates 80. graduates are engaged in the graduate aps 3–5 broadband, normally at the first aps 3 pay point. 81. the broadband spans from the first pay point for the aps 3 classification to the maximum pay point for the aps 5 classification. graduates progress through the broadband where the delegate determines the requirements of the graduate program have been met. trainees 82. trainees undertake an approved training course and are paid a percentage of the first pay point of the aps 1 classification. the salary percentage will be determined by the delegate, with regard to hours of work and time spent in training. the minimum salary percentage will be equivalent to the hours worked. 83. on successful completion of training, trainees will move to the full rate of the aps 1 first pay point, or at the australian public service enterprise award 2015 aps 1 rate if that rate is higher.
pmc-enterprise-agreement-2021-24.txt769overtime• aps 1-6 employees will be paid overtime and a minimum payment of one hour will apply. • executive level employees will normally be granted toil, or paid overtime if the delegate determines there are exceptional circumstances. travel expenses 98. where employees are required to travel for work, the reasonable costs of travelling, accommodation, meals and other incidental expenses will be covered by pm&c. 99. the preferred method of payment is government credit card. where this is not practicable an allowance will be paid, normally in advance, at the rates set out by the australian taxation office. pm&c enterprise agreement 2021–2024 15 100.the delegate may approve payment of airline lounge membership fees for employees who need access for work purposes. employees may also purchase a membership at pm&c's discounted corporate rate. motor vehicle allowance 101.employees may use a private vehicle for official travel where it is likely to result in greater efficiency or less expense than other means of official travel and the delegate approves. motor vehicle allowance will be paid at rates set by the australian taxation office. relocation assistance 102.where current or prospective employees are relocating for a role with pm&c, the delegate may approve financial relocation assistance. reimbursements carer’s costs 103.where an employee is required to travel away from their normal work location, or is directed by their manager to work outside their regular working pattern, the delegate may approve reimbursement of reasonable, unavoidable, additional costs associated with the care of family members or dependants. the employee must advise their manager in advance that costs may be incurred, unless it is impractical to do so. loss or damage to clothing and/or personal effects
pmc-enterprise-agreement-2021-24.txt770overtime• executive level employees will normally be granted toil, or paid overtime if the delegate determines there are exceptional circumstances. travel expenses 98. where employees are required to travel for work, the reasonable costs of travelling, accommodation, meals and other incidental expenses will be covered by pm&c. 99. the preferred method of payment is government credit card. where this is not practicable an allowance will be paid, normally in advance, at the rates set out by the australian taxation office. pm&c enterprise agreement 2021–2024 15 100.the delegate may approve payment of airline lounge membership fees for employees who need access for work purposes. employees may also purchase a membership at pm&c's discounted corporate rate. motor vehicle allowance 101.employees may use a private vehicle for official travel where it is likely to result in greater efficiency or less expense than other means of official travel and the delegate approves. motor vehicle allowance will be paid at rates set by the australian taxation office. relocation assistance 102.where current or prospective employees are relocating for a role with pm&c, the delegate may approve financial relocation assistance. reimbursements carer’s costs 103.where an employee is required to travel away from their normal work location, or is directed by their manager to work outside their regular working pattern, the delegate may approve reimbursement of reasonable, unavoidable, additional costs associated with the care of family members or dependants. the employee must advise their manager in advance that costs may be incurred, unless it is impractical to do so. loss or damage to clothing and/or personal effects 104.the delegate may approve reimbursement for loss or damage to clothing and/or personal effects
pmc-enterprise-agreement-2021-24.txt772traveltravel expenses 98. where employees are required to travel for work, the reasonable costs of travelling, accommodation, meals and other incidental expenses will be covered by pm&c. 99. the preferred method of payment is government credit card. where this is not practicable an allowance will be paid, normally in advance, at the rates set out by the australian taxation office. pm&c enterprise agreement 2021–2024 15 100.the delegate may approve payment of airline lounge membership fees for employees who need access for work purposes. employees may also purchase a membership at pm&c's discounted corporate rate. motor vehicle allowance 101.employees may use a private vehicle for official travel where it is likely to result in greater efficiency or less expense than other means of official travel and the delegate approves. motor vehicle allowance will be paid at rates set by the australian taxation office. relocation assistance 102.where current or prospective employees are relocating for a role with pm&c, the delegate may approve financial relocation assistance. reimbursements carer’s costs 103.where an employee is required to travel away from their normal work location, or is directed by their manager to work outside their regular working pattern, the delegate may approve reimbursement of reasonable, unavoidable, additional costs associated with the care of family members or dependants. the employee must advise their manager in advance that costs may be incurred, unless it is impractical to do so. loss or damage to clothing and/or personal effects 104.the delegate may approve reimbursement for loss or damage to clothing and/or personal effects occurring in the course of an employee’s work. financial retirement advice
pmc-enterprise-agreement-2021-24.txt773travel98. where employees are required to travel for work, the reasonable costs of travelling, accommodation, meals and other incidental expenses will be covered by pm&c. 99. the preferred method of payment is government credit card. where this is not practicable an allowance will be paid, normally in advance, at the rates set out by the australian taxation office. pm&c enterprise agreement 2021–2024 15 100.the delegate may approve payment of airline lounge membership fees for employees who need access for work purposes. employees may also purchase a membership at pm&c's discounted corporate rate. motor vehicle allowance 101.employees may use a private vehicle for official travel where it is likely to result in greater efficiency or less expense than other means of official travel and the delegate approves. motor vehicle allowance will be paid at rates set by the australian taxation office. relocation assistance 102.where current or prospective employees are relocating for a role with pm&c, the delegate may approve financial relocation assistance. reimbursements carer’s costs 103.where an employee is required to travel away from their normal work location, or is directed by their manager to work outside their regular working pattern, the delegate may approve reimbursement of reasonable, unavoidable, additional costs associated with the care of family members or dependants. the employee must advise their manager in advance that costs may be incurred, unless it is impractical to do so. loss or damage to clothing and/or personal effects 104.the delegate may approve reimbursement for loss or damage to clothing and/or personal effects occurring in the course of an employee’s work. financial retirement advice 105.employees aged 54 years or older may receive a one-off reimbursement of up to $500 (plus gst) towards
pmc-enterprise-agreement-2021-24.txt785travel101.employees may use a private vehicle for official travel where it is likely to result in greater efficiency or less expense than other means of official travel and the delegate approves. motor vehicle allowance will be paid at rates set by the australian taxation office. relocation assistance 102.where current or prospective employees are relocating for a role with pm&c, the delegate may approve financial relocation assistance. reimbursements carer’s costs 103.where an employee is required to travel away from their normal work location, or is directed by their manager to work outside their regular working pattern, the delegate may approve reimbursement of reasonable, unavoidable, additional costs associated with the care of family members or dependants. the employee must advise their manager in advance that costs may be incurred, unless it is impractical to do so. loss or damage to clothing and/or personal effects 104.the delegate may approve reimbursement for loss or damage to clothing and/or personal effects occurring in the course of an employee’s work. financial retirement advice 105.employees aged 54 years or older may receive a one-off reimbursement of up to $500 (plus gst) towards the cost of financial retirement advice. pm&c enterprise agreement 2021–2024 16 section 6 – leave notice and approval of leave 106.employees taking personal/carer’s leave, community service leave, compassionate leave or parental leave are required to give notice to the delegate as soon as practicable. 107.delegate approval of all other leave types is required prior to taking the leave, unless it is impractical to do so. delegate approval is subject to operational requirements, with consideration given to individual
pmc-enterprise-agreement-2021-24.txt786travelless expense than other means of official travel and the delegate approves. motor vehicle allowance will be paid at rates set by the australian taxation office. relocation assistance 102.where current or prospective employees are relocating for a role with pm&c, the delegate may approve financial relocation assistance. reimbursements carer’s costs 103.where an employee is required to travel away from their normal work location, or is directed by their manager to work outside their regular working pattern, the delegate may approve reimbursement of reasonable, unavoidable, additional costs associated with the care of family members or dependants. the employee must advise their manager in advance that costs may be incurred, unless it is impractical to do so. loss or damage to clothing and/or personal effects 104.the delegate may approve reimbursement for loss or damage to clothing and/or personal effects occurring in the course of an employee’s work. financial retirement advice 105.employees aged 54 years or older may receive a one-off reimbursement of up to $500 (plus gst) towards the cost of financial retirement advice. pm&c enterprise agreement 2021–2024 16 section 6 – leave notice and approval of leave 106.employees taking personal/carer’s leave, community service leave, compassionate leave or parental leave are required to give notice to the delegate as soon as practicable. 107.delegate approval of all other leave types is required prior to taking the leave, unless it is impractical to do so. delegate approval is subject to operational requirements, with consideration given to individual circumstances.
pmc-enterprise-agreement-2021-24.txt793travel103.where an employee is required to travel away from their normal work location, or is directed by their manager to work outside their regular working pattern, the delegate may approve reimbursement of reasonable, unavoidable, additional costs associated with the care of family members or dependants. the employee must advise their manager in advance that costs may be incurred, unless it is impractical to do so. loss or damage to clothing and/or personal effects 104.the delegate may approve reimbursement for loss or damage to clothing and/or personal effects occurring in the course of an employee’s work. financial retirement advice 105.employees aged 54 years or older may receive a one-off reimbursement of up to $500 (plus gst) towards the cost of financial retirement advice. pm&c enterprise agreement 2021–2024 16 section 6 – leave notice and approval of leave 106.employees taking personal/carer’s leave, community service leave, compassionate leave or parental leave are required to give notice to the delegate as soon as practicable. 107.delegate approval of all other leave types is required prior to taking the leave, unless it is impractical to do so. delegate approval is subject to operational requirements, with consideration given to individual circumstances. leave counting and not counting for service 108.unless otherwise stated in this agreement or required by law, all leave with pay counts as service for all purposes, and all leave without pay does not count as service for any purpose. 109.periods of leave that do not count as service do not break an employee’s continuous service. recall to duty or cancellation of leave 110.employees may have annual, purchased or miscellaneous leave cancelled, or be recalled to duty from these leave types, where the delegate determines there are exceptional or emergency circumstances and
pmc-enterprise-agreement-2021-24.txt811parental leave106.employees taking personal/carer’s leave, community service leave, compassionate leave or parental leave are required to give notice to the delegate as soon as practicable. 107.delegate approval of all other leave types is required prior to taking the leave, unless it is impractical to do so. delegate approval is subject to operational requirements, with consideration given to individual circumstances. leave counting and not counting for service 108.unless otherwise stated in this agreement or required by law, all leave with pay counts as service for all purposes, and all leave without pay does not count as service for any purpose. 109.periods of leave that do not count as service do not break an employee’s continuous service. recall to duty or cancellation of leave 110.employees may have annual, purchased or miscellaneous leave cancelled, or be recalled to duty from these leave types, where the delegate determines there are exceptional or emergency circumstances and it is reasonable to do so. 111.the delegate will approve reimbursement of any reasonable and/or unrecoverable costs incurred as a result of leave being cancelled or employees being recalled to work, in line with supporting evidence. annual leave 112.employees receive four weeks paid annual leave for each year of service (pro-rata for part-time), accrued daily. 113.employees with a balance of eight weeks or less annual leave may take the annual leave at half pay. excess annual leave 114.an annual leave balance is excess if an employee has more than 40 days credit. 115.where employees have excess annual leave, they must agree a plan with their manager to take reasonable breaks from work and reduce the excess balance to 40 days or below. 116.if agreement cannot be reached, the delegate may direct an employee to take one or more periods of annual leave to reduce the balance to 40 days or below within the next 12 months. the direction will be in writing and provide at least 30 calendar days’ notice. annual leave cash-out 117.employees may cash out some of their annual leave, provided they have taken at least five days annual leave in the preceding 12 months and will have a balance of at least four weeks remaining. 118.each cashing out of a particular amount of annual leave must be by separate agreement in writing
pmc-enterprise-agreement-2021-24.txt858overtimeclosedown. where this occurs aps 1-6 employees will be paid overtime. executive level employees may be paid overtime in recognition of the exceptional circumstances or receive toil at a rate equivalent to the overtime multiplier. public holidays 124.employees will not normally be required to work on public holidays provided by the fw act for the relevant state/territory in their normal work location, and will be paid for their ordinary hours. 125.employees may refuse a request to work on a public holiday on reasonable grounds. 126.if under a state or territory law, a day or part day is substituted for a public holiday, then the substituted day or part day is the public holiday. 127.managers and employees may agree to substitute a public holiday for a cultural or religious day of significance to the employee. 128.where a public holiday falls during a period of paid personal/carer’s leave or annual leave, employees are paid for their ordinary hours and no leave deductions will be made. 129.where a public holiday falls during long service leave or paid parental leave, payment will be in accordance with the entitlement for that form of leave (e.g. if leave is at half pay, payment is on half pay). there is no entitlement to receive payment as a public holiday. personal/carer's leave 130.ongoing employees are credited 18 days paid personal/carer’s leave in advance for each year of service (pro rata for part-time): • new ongoing aps employees receive their credit on their pm&c start date, then a further 18 days on each subsequent anniversary of that date. • existing ongoing aps employees moving to pm&c receive a pro rata credit in advance for the period between their pm&c start date and their next aps anniversary date, then a further 18 days on each subsequent aps anniversary date. 131.non-ongoing employees accrue 18 days of paid personal/carer’s leave progressively for each year of service, credited daily (pro rata for part-time). 132.where employees have more than 30 days that do not count as service in a year of service, their accrual of personal/carer’s leave will be reduced proportionately. year of service means the period of 365 days (or 366 days in a leap year) starting on the employee’s aps anniversary date and concluding the day before the next aps anniversary date.
pmc-enterprise-agreement-2021-24.txt859overtimebe paid overtime in recognition of the exceptional circumstances or receive toil at a rate equivalent to the overtime multiplier. public holidays 124.employees will not normally be required to work on public holidays provided by the fw act for the relevant state/territory in their normal work location, and will be paid for their ordinary hours. 125.employees may refuse a request to work on a public holiday on reasonable grounds. 126.if under a state or territory law, a day or part day is substituted for a public holiday, then the substituted day or part day is the public holiday. 127.managers and employees may agree to substitute a public holiday for a cultural or religious day of significance to the employee. 128.where a public holiday falls during a period of paid personal/carer’s leave or annual leave, employees are paid for their ordinary hours and no leave deductions will be made. 129.where a public holiday falls during long service leave or paid parental leave, payment will be in accordance with the entitlement for that form of leave (e.g. if leave is at half pay, payment is on half pay). there is no entitlement to receive payment as a public holiday. personal/carer's leave 130.ongoing employees are credited 18 days paid personal/carer’s leave in advance for each year of service (pro rata for part-time): • new ongoing aps employees receive their credit on their pm&c start date, then a further 18 days on each subsequent anniversary of that date. • existing ongoing aps employees moving to pm&c receive a pro rata credit in advance for the period between their pm&c start date and their next aps anniversary date, then a further 18 days on each subsequent aps anniversary date. 131.non-ongoing employees accrue 18 days of paid personal/carer’s leave progressively for each year of service, credited daily (pro rata for part-time). 132.where employees have more than 30 days that do not count as service in a year of service, their accrual of personal/carer’s leave will be reduced proportionately. year of service means the period of 365 days (or 366 days in a leap year) starting on the employee’s aps anniversary date and concluding the day before the next aps anniversary date. aps anniversary date means the anniversary of the date the employee commenced in the aps.
pmc-enterprise-agreement-2021-24.txt860overtimethe overtime multiplier. public holidays 124.employees will not normally be required to work on public holidays provided by the fw act for the relevant state/territory in their normal work location, and will be paid for their ordinary hours. 125.employees may refuse a request to work on a public holiday on reasonable grounds. 126.if under a state or territory law, a day or part day is substituted for a public holiday, then the substituted day or part day is the public holiday. 127.managers and employees may agree to substitute a public holiday for a cultural or religious day of significance to the employee. 128.where a public holiday falls during a period of paid personal/carer’s leave or annual leave, employees are paid for their ordinary hours and no leave deductions will be made. 129.where a public holiday falls during long service leave or paid parental leave, payment will be in accordance with the entitlement for that form of leave (e.g. if leave is at half pay, payment is on half pay). there is no entitlement to receive payment as a public holiday. personal/carer's leave 130.ongoing employees are credited 18 days paid personal/carer’s leave in advance for each year of service (pro rata for part-time): • new ongoing aps employees receive their credit on their pm&c start date, then a further 18 days on each subsequent anniversary of that date. • existing ongoing aps employees moving to pm&c receive a pro rata credit in advance for the period between their pm&c start date and their next aps anniversary date, then a further 18 days on each subsequent aps anniversary date. 131.non-ongoing employees accrue 18 days of paid personal/carer’s leave progressively for each year of service, credited daily (pro rata for part-time). 132.where employees have more than 30 days that do not count as service in a year of service, their accrual of personal/carer’s leave will be reduced proportionately. year of service means the period of 365 days (or 366 days in a leap year) starting on the employee’s aps anniversary date and concluding the day before the next aps anniversary date. aps anniversary date means the anniversary of the date the employee commenced in the aps. 133.employees are entitled to take personal/carer’s leave where they are:
pmc-enterprise-agreement-2021-24.txt871parental leave129.where a public holiday falls during long service leave or paid parental leave, payment will be in accordance with the entitlement for that form of leave (e.g. if leave is at half pay, payment is on half pay). there is no entitlement to receive payment as a public holiday. personal/carer's leave 130.ongoing employees are credited 18 days paid personal/carer’s leave in advance for each year of service (pro rata for part-time): • new ongoing aps employees receive their credit on their pm&c start date, then a further 18 days on each subsequent anniversary of that date. • existing ongoing aps employees moving to pm&c receive a pro rata credit in advance for the period between their pm&c start date and their next aps anniversary date, then a further 18 days on each subsequent aps anniversary date. 131.non-ongoing employees accrue 18 days of paid personal/carer’s leave progressively for each year of service, credited daily (pro rata for part-time). 132.where employees have more than 30 days that do not count as service in a year of service, their accrual of personal/carer’s leave will be reduced proportionately. year of service means the period of 365 days (or 366 days in a leap year) starting on the employee’s aps anniversary date and concluding the day before the next aps anniversary date. aps anniversary date means the anniversary of the date the employee commenced in the aps. 133.employees are entitled to take personal/carer’s leave where they are: • ill or injured, or • required to provide care or support for members of the employee’s family or household because of a personal illness or injury of the member or an unexpected emergency affecting the member. pm&c enterprise agreement 2021–2024 18 134.employees must provide a medical certificate or, where this is not practical a statutory declaration or other supporting evidence acceptable to the delegate, in the following circumstances: • personal/carer’s leave absence of three or more consecutive working days, unless the delegate
pmc-enterprise-agreement-2021-24.txt871long service leave129.where a public holiday falls during long service leave or paid parental leave, payment will be in accordance with the entitlement for that form of leave (e.g. if leave is at half pay, payment is on half pay). there is no entitlement to receive payment as a public holiday. personal/carer's leave 130.ongoing employees are credited 18 days paid personal/carer’s leave in advance for each year of service (pro rata for part-time): • new ongoing aps employees receive their credit on their pm&c start date, then a further 18 days on each subsequent anniversary of that date. • existing ongoing aps employees moving to pm&c receive a pro rata credit in advance for the period between their pm&c start date and their next aps anniversary date, then a further 18 days on each subsequent aps anniversary date. 131.non-ongoing employees accrue 18 days of paid personal/carer’s leave progressively for each year of service, credited daily (pro rata for part-time). 132.where employees have more than 30 days that do not count as service in a year of service, their accrual of personal/carer’s leave will be reduced proportionately. year of service means the period of 365 days (or 366 days in a leap year) starting on the employee’s aps anniversary date and concluding the day before the next aps anniversary date. aps anniversary date means the anniversary of the date the employee commenced in the aps. 133.employees are entitled to take personal/carer’s leave where they are: • ill or injured, or • required to provide care or support for members of the employee’s family or household because of a personal illness or injury of the member or an unexpected emergency affecting the member. pm&c enterprise agreement 2021–2024 18 134.employees must provide a medical certificate or, where this is not practical a statutory declaration or other supporting evidence acceptable to the delegate, in the following circumstances: • personal/carer’s leave absence of three or more consecutive working days, unless the delegate
pmc-enterprise-agreement-2021-24.txt924parental leaveparental leave eligibility for parental leave (paid and unpaid) 143.employees with at least 12 months continuous qualifying service (as defined in section 6 of the ml act) may be eligible for the relevant paid parental leave type set out below. 144.employees who have not completed 12 months continuous qualifying service when their parental leave commences are eligible for unpaid parental leave. 145.employees who complete 12 months continuous qualifying service during the first 14 weeks (or seven weeks for supporting partner leave) of their unpaid parental leave are entitled to paid parental leave for the balance of the 14 weeks (or seven weeks for supporting partner leave). 146.non-ongoing employees engaged for a specified term or task may qualify for parental leave (paid or unpaid). parental leave for non-ongoing employees will be granted up to the end date of their employment. general parental leave provisions 147.all paid parental leave types will count as service for all purposes. pm&c enterprise agreement 2021–2024 19 148.unpaid parental leave types will not count as service, except for employees without 12 months continuous qualifying service. in such cases, up to 14 weeks of unpaid maternity, adoption, foster, permanent care and primary carer’s leave, or seven weeks for supporting partner leave, will count for service. 149.payment for paid parental leave types can be spread over a longer period (up to double the full pay equivalent period). when paid over a longer period, only the full pay equivalent period will count as service. 150.parental leave can be used in conjunction with other forms of leave. 151.a period of parental leave is not broken or extended by public holidays or christmas closedown. maternity leave 152.employees who are pregnant are eligible for 14 weeks paid maternity leave. this is made up of 12 weeks
pmc-enterprise-agreement-2021-24.txt925parental leaveeligibility for parental leave (paid and unpaid) 143.employees with at least 12 months continuous qualifying service (as defined in section 6 of the ml act) may be eligible for the relevant paid parental leave type set out below. 144.employees who have not completed 12 months continuous qualifying service when their parental leave commences are eligible for unpaid parental leave. 145.employees who complete 12 months continuous qualifying service during the first 14 weeks (or seven weeks for supporting partner leave) of their unpaid parental leave are entitled to paid parental leave for the balance of the 14 weeks (or seven weeks for supporting partner leave). 146.non-ongoing employees engaged for a specified term or task may qualify for parental leave (paid or unpaid). parental leave for non-ongoing employees will be granted up to the end date of their employment. general parental leave provisions 147.all paid parental leave types will count as service for all purposes. pm&c enterprise agreement 2021–2024 19 148.unpaid parental leave types will not count as service, except for employees without 12 months continuous qualifying service. in such cases, up to 14 weeks of unpaid maternity, adoption, foster, permanent care and primary carer’s leave, or seven weeks for supporting partner leave, will count for service. 149.payment for paid parental leave types can be spread over a longer period (up to double the full pay equivalent period). when paid over a longer period, only the full pay equivalent period will count as service. 150.parental leave can be used in conjunction with other forms of leave. 151.a period of parental leave is not broken or extended by public holidays or christmas closedown. maternity leave 152.employees who are pregnant are eligible for 14 weeks paid maternity leave. this is made up of 12 weeks paid maternity leave (provided under the ml act) and an additional two weeks paid leave for maternity
pmc-enterprise-agreement-2021-24.txt927parental leavemay be eligible for the relevant paid parental leave type set out below. 144.employees who have not completed 12 months continuous qualifying service when their parental leave commences are eligible for unpaid parental leave. 145.employees who complete 12 months continuous qualifying service during the first 14 weeks (or seven weeks for supporting partner leave) of their unpaid parental leave are entitled to paid parental leave for the balance of the 14 weeks (or seven weeks for supporting partner leave). 146.non-ongoing employees engaged for a specified term or task may qualify for parental leave (paid or unpaid). parental leave for non-ongoing employees will be granted up to the end date of their employment. general parental leave provisions 147.all paid parental leave types will count as service for all purposes. pm&c enterprise agreement 2021–2024 19 148.unpaid parental leave types will not count as service, except for employees without 12 months continuous qualifying service. in such cases, up to 14 weeks of unpaid maternity, adoption, foster, permanent care and primary carer’s leave, or seven weeks for supporting partner leave, will count for service. 149.payment for paid parental leave types can be spread over a longer period (up to double the full pay equivalent period). when paid over a longer period, only the full pay equivalent period will count as service. 150.parental leave can be used in conjunction with other forms of leave. 151.a period of parental leave is not broken or extended by public holidays or christmas closedown. maternity leave 152.employees who are pregnant are eligible for 14 weeks paid maternity leave. this is made up of 12 weeks paid maternity leave (provided under the ml act) and an additional two weeks paid leave for maternity purposes. the additional two weeks must immediately follow the first 12 weeks. 153.employees may also access up to 52 weeks unpaid maternity leave, reduced by any period of paid
pmc-enterprise-agreement-2021-24.txt928parental leave144.employees who have not completed 12 months continuous qualifying service when their parental leave commences are eligible for unpaid parental leave. 145.employees who complete 12 months continuous qualifying service during the first 14 weeks (or seven weeks for supporting partner leave) of their unpaid parental leave are entitled to paid parental leave for the balance of the 14 weeks (or seven weeks for supporting partner leave). 146.non-ongoing employees engaged for a specified term or task may qualify for parental leave (paid or unpaid). parental leave for non-ongoing employees will be granted up to the end date of their employment. general parental leave provisions 147.all paid parental leave types will count as service for all purposes. pm&c enterprise agreement 2021–2024 19 148.unpaid parental leave types will not count as service, except for employees without 12 months continuous qualifying service. in such cases, up to 14 weeks of unpaid maternity, adoption, foster, permanent care and primary carer’s leave, or seven weeks for supporting partner leave, will count for service. 149.payment for paid parental leave types can be spread over a longer period (up to double the full pay equivalent period). when paid over a longer period, only the full pay equivalent period will count as service. 150.parental leave can be used in conjunction with other forms of leave. 151.a period of parental leave is not broken or extended by public holidays or christmas closedown. maternity leave 152.employees who are pregnant are eligible for 14 weeks paid maternity leave. this is made up of 12 weeks paid maternity leave (provided under the ml act) and an additional two weeks paid leave for maternity purposes. the additional two weeks must immediately follow the first 12 weeks. 153.employees may also access up to 52 weeks unpaid maternity leave, reduced by any period of paid maternity leave and paid leave for maternity purposes. the 52-week period commences from the start of
pmc-enterprise-agreement-2021-24.txt929parental leavecommences are eligible for unpaid parental leave. 145.employees who complete 12 months continuous qualifying service during the first 14 weeks (or seven weeks for supporting partner leave) of their unpaid parental leave are entitled to paid parental leave for the balance of the 14 weeks (or seven weeks for supporting partner leave). 146.non-ongoing employees engaged for a specified term or task may qualify for parental leave (paid or unpaid). parental leave for non-ongoing employees will be granted up to the end date of their employment. general parental leave provisions 147.all paid parental leave types will count as service for all purposes. pm&c enterprise agreement 2021–2024 19 148.unpaid parental leave types will not count as service, except for employees without 12 months continuous qualifying service. in such cases, up to 14 weeks of unpaid maternity, adoption, foster, permanent care and primary carer’s leave, or seven weeks for supporting partner leave, will count for service. 149.payment for paid parental leave types can be spread over a longer period (up to double the full pay equivalent period). when paid over a longer period, only the full pay equivalent period will count as service. 150.parental leave can be used in conjunction with other forms of leave. 151.a period of parental leave is not broken or extended by public holidays or christmas closedown. maternity leave 152.employees who are pregnant are eligible for 14 weeks paid maternity leave. this is made up of 12 weeks paid maternity leave (provided under the ml act) and an additional two weeks paid leave for maternity purposes. the additional two weeks must immediately follow the first 12 weeks. 153.employees may also access up to 52 weeks unpaid maternity leave, reduced by any period of paid maternity leave and paid leave for maternity purposes. the 52-week period commences from the start of the maternity leave or the birth of the child, whichever is earlier.
pmc-enterprise-agreement-2021-24.txt931parental leaveweeks for supporting partner leave) of their unpaid parental leave are entitled to paid parental leave for the balance of the 14 weeks (or seven weeks for supporting partner leave). 146.non-ongoing employees engaged for a specified term or task may qualify for parental leave (paid or unpaid). parental leave for non-ongoing employees will be granted up to the end date of their employment. general parental leave provisions 147.all paid parental leave types will count as service for all purposes. pm&c enterprise agreement 2021–2024 19 148.unpaid parental leave types will not count as service, except for employees without 12 months continuous qualifying service. in such cases, up to 14 weeks of unpaid maternity, adoption, foster, permanent care and primary carer’s leave, or seven weeks for supporting partner leave, will count for service. 149.payment for paid parental leave types can be spread over a longer period (up to double the full pay equivalent period). when paid over a longer period, only the full pay equivalent period will count as service. 150.parental leave can be used in conjunction with other forms of leave. 151.a period of parental leave is not broken or extended by public holidays or christmas closedown. maternity leave 152.employees who are pregnant are eligible for 14 weeks paid maternity leave. this is made up of 12 weeks paid maternity leave (provided under the ml act) and an additional two weeks paid leave for maternity purposes. the additional two weeks must immediately follow the first 12 weeks. 153.employees may also access up to 52 weeks unpaid maternity leave, reduced by any period of paid maternity leave and paid leave for maternity purposes. the 52-week period commences from the start of the maternity leave or the birth of the child, whichever is earlier. adoption, foster and permanent care order leave 154.employees with primary caring responsibilities are eligible for 14 weeks paid leave, where they:
pmc-enterprise-agreement-2021-24.txt933parental leave146.non-ongoing employees engaged for a specified term or task may qualify for parental leave (paid or unpaid). parental leave for non-ongoing employees will be granted up to the end date of their employment. general parental leave provisions 147.all paid parental leave types will count as service for all purposes. pm&c enterprise agreement 2021–2024 19 148.unpaid parental leave types will not count as service, except for employees without 12 months continuous qualifying service. in such cases, up to 14 weeks of unpaid maternity, adoption, foster, permanent care and primary carer’s leave, or seven weeks for supporting partner leave, will count for service. 149.payment for paid parental leave types can be spread over a longer period (up to double the full pay equivalent period). when paid over a longer period, only the full pay equivalent period will count as service. 150.parental leave can be used in conjunction with other forms of leave. 151.a period of parental leave is not broken or extended by public holidays or christmas closedown. maternity leave 152.employees who are pregnant are eligible for 14 weeks paid maternity leave. this is made up of 12 weeks paid maternity leave (provided under the ml act) and an additional two weeks paid leave for maternity purposes. the additional two weeks must immediately follow the first 12 weeks. 153.employees may also access up to 52 weeks unpaid maternity leave, reduced by any period of paid maternity leave and paid leave for maternity purposes. the 52-week period commences from the start of the maternity leave or the birth of the child, whichever is earlier. adoption, foster and permanent care order leave 154.employees with primary caring responsibilities are eligible for 14 weeks paid leave, where they: • are the adoptive parent of a newly-adopted child, or • enter into a long-term formal fostering arrangement to be the primary carer of a foster child, or
pmc-enterprise-agreement-2021-24.txt934parental leaveunpaid). parental leave for non-ongoing employees will be granted up to the end date of their employment. general parental leave provisions 147.all paid parental leave types will count as service for all purposes. pm&c enterprise agreement 2021–2024 19 148.unpaid parental leave types will not count as service, except for employees without 12 months continuous qualifying service. in such cases, up to 14 weeks of unpaid maternity, adoption, foster, permanent care and primary carer’s leave, or seven weeks for supporting partner leave, will count for service. 149.payment for paid parental leave types can be spread over a longer period (up to double the full pay equivalent period). when paid over a longer period, only the full pay equivalent period will count as service. 150.parental leave can be used in conjunction with other forms of leave. 151.a period of parental leave is not broken or extended by public holidays or christmas closedown. maternity leave 152.employees who are pregnant are eligible for 14 weeks paid maternity leave. this is made up of 12 weeks paid maternity leave (provided under the ml act) and an additional two weeks paid leave for maternity purposes. the additional two weeks must immediately follow the first 12 weeks. 153.employees may also access up to 52 weeks unpaid maternity leave, reduced by any period of paid maternity leave and paid leave for maternity purposes. the 52-week period commences from the start of the maternity leave or the birth of the child, whichever is earlier. adoption, foster and permanent care order leave 154.employees with primary caring responsibilities are eligible for 14 weeks paid leave, where they: • are the adoptive parent of a newly-adopted child, or • enter into a long-term formal fostering arrangement to be the primary carer of a foster child, or • are granted custody and guardianship of a child, as a result of a permanent care order.
pmc-enterprise-agreement-2021-24.txt936parental leavegeneral parental leave provisions 147.all paid parental leave types will count as service for all purposes. pm&c enterprise agreement 2021–2024 19 148.unpaid parental leave types will not count as service, except for employees without 12 months continuous qualifying service. in such cases, up to 14 weeks of unpaid maternity, adoption, foster, permanent care and primary carer’s leave, or seven weeks for supporting partner leave, will count for service. 149.payment for paid parental leave types can be spread over a longer period (up to double the full pay equivalent period). when paid over a longer period, only the full pay equivalent period will count as service. 150.parental leave can be used in conjunction with other forms of leave. 151.a period of parental leave is not broken or extended by public holidays or christmas closedown. maternity leave 152.employees who are pregnant are eligible for 14 weeks paid maternity leave. this is made up of 12 weeks paid maternity leave (provided under the ml act) and an additional two weeks paid leave for maternity purposes. the additional two weeks must immediately follow the first 12 weeks. 153.employees may also access up to 52 weeks unpaid maternity leave, reduced by any period of paid maternity leave and paid leave for maternity purposes. the 52-week period commences from the start of the maternity leave or the birth of the child, whichever is earlier. adoption, foster and permanent care order leave 154.employees with primary caring responsibilities are eligible for 14 weeks paid leave, where they: • are the adoptive parent of a newly-adopted child, or • enter into a long-term formal fostering arrangement to be the primary carer of a foster child, or • are granted custody and guardianship of a child, as a result of a permanent care order. 155.to be eligible the child must be under 16 years of age at the date of placement. 156.employees may also access up to 12 months unpaid leave, reduced by any period of paid adoption, foster
pmc-enterprise-agreement-2021-24.txt937parental leave147.all paid parental leave types will count as service for all purposes. pm&c enterprise agreement 2021–2024 19 148.unpaid parental leave types will not count as service, except for employees without 12 months continuous qualifying service. in such cases, up to 14 weeks of unpaid maternity, adoption, foster, permanent care and primary carer’s leave, or seven weeks for supporting partner leave, will count for service. 149.payment for paid parental leave types can be spread over a longer period (up to double the full pay equivalent period). when paid over a longer period, only the full pay equivalent period will count as service. 150.parental leave can be used in conjunction with other forms of leave. 151.a period of parental leave is not broken or extended by public holidays or christmas closedown. maternity leave 152.employees who are pregnant are eligible for 14 weeks paid maternity leave. this is made up of 12 weeks paid maternity leave (provided under the ml act) and an additional two weeks paid leave for maternity purposes. the additional two weeks must immediately follow the first 12 weeks. 153.employees may also access up to 52 weeks unpaid maternity leave, reduced by any period of paid maternity leave and paid leave for maternity purposes. the 52-week period commences from the start of the maternity leave or the birth of the child, whichever is earlier. adoption, foster and permanent care order leave 154.employees with primary caring responsibilities are eligible for 14 weeks paid leave, where they: • are the adoptive parent of a newly-adopted child, or • enter into a long-term formal fostering arrangement to be the primary carer of a foster child, or • are granted custody and guardianship of a child, as a result of a permanent care order. 155.to be eligible the child must be under 16 years of age at the date of placement. 156.employees may also access up to 12 months unpaid leave, reduced by any period of paid adoption, foster or permanent care order leave taken.
pmc-enterprise-agreement-2021-24.txt943parental leave148.unpaid parental leave types will not count as service, except for employees without 12 months continuous qualifying service. in such cases, up to 14 weeks of unpaid maternity, adoption, foster, permanent care and primary carer’s leave, or seven weeks for supporting partner leave, will count for service. 149.payment for paid parental leave types can be spread over a longer period (up to double the full pay equivalent period). when paid over a longer period, only the full pay equivalent period will count as service. 150.parental leave can be used in conjunction with other forms of leave. 151.a period of parental leave is not broken or extended by public holidays or christmas closedown. maternity leave 152.employees who are pregnant are eligible for 14 weeks paid maternity leave. this is made up of 12 weeks paid maternity leave (provided under the ml act) and an additional two weeks paid leave for maternity purposes. the additional two weeks must immediately follow the first 12 weeks. 153.employees may also access up to 52 weeks unpaid maternity leave, reduced by any period of paid maternity leave and paid leave for maternity purposes. the 52-week period commences from the start of the maternity leave or the birth of the child, whichever is earlier. adoption, foster and permanent care order leave 154.employees with primary caring responsibilities are eligible for 14 weeks paid leave, where they: • are the adoptive parent of a newly-adopted child, or • enter into a long-term formal fostering arrangement to be the primary carer of a foster child, or • are granted custody and guardianship of a child, as a result of a permanent care order. 155.to be eligible the child must be under 16 years of age at the date of placement. 156.employees may also access up to 12 months unpaid leave, reduced by any period of paid adoption, foster or permanent care order leave taken. 157.the leave will commence from the date of placement of the child. 158.eligibility for this leave extends to traditional adoption arrangements for aboriginal and torres strait islander employees. 159.employees may take two days unpaid pre-adoption leave to attend interviews or examinations required to obtain approval to adopt a child, where their paid leave credits are insufficient. primary carer’s leave
pmc-enterprise-agreement-2021-24.txt947parental leave149.payment for paid parental leave types can be spread over a longer period (up to double the full pay equivalent period). when paid over a longer period, only the full pay equivalent period will count as service. 150.parental leave can be used in conjunction with other forms of leave. 151.a period of parental leave is not broken or extended by public holidays or christmas closedown. maternity leave 152.employees who are pregnant are eligible for 14 weeks paid maternity leave. this is made up of 12 weeks paid maternity leave (provided under the ml act) and an additional two weeks paid leave for maternity purposes. the additional two weeks must immediately follow the first 12 weeks. 153.employees may also access up to 52 weeks unpaid maternity leave, reduced by any period of paid maternity leave and paid leave for maternity purposes. the 52-week period commences from the start of the maternity leave or the birth of the child, whichever is earlier. adoption, foster and permanent care order leave 154.employees with primary caring responsibilities are eligible for 14 weeks paid leave, where they: • are the adoptive parent of a newly-adopted child, or • enter into a long-term formal fostering arrangement to be the primary carer of a foster child, or • are granted custody and guardianship of a child, as a result of a permanent care order. 155.to be eligible the child must be under 16 years of age at the date of placement. 156.employees may also access up to 12 months unpaid leave, reduced by any period of paid adoption, foster or permanent care order leave taken. 157.the leave will commence from the date of placement of the child. 158.eligibility for this leave extends to traditional adoption arrangements for aboriginal and torres strait islander employees. 159.employees may take two days unpaid pre-adoption leave to attend interviews or examinations required to obtain approval to adopt a child, where their paid leave credits are insufficient. primary carer’s leave 160.employees who have primary carer responsibilities and are ineligible for paid maternity, adoption, foster or permanent care order leave, are eligible for 14 weeks paid primary carer’s leave immediately following the birth of a child. 161.employees may also access up to 12 months’ unpaid leave, reduced by any period of paid leave taken.
pmc-enterprise-agreement-2021-24.txt950parental leave150.parental leave can be used in conjunction with other forms of leave. 151.a period of parental leave is not broken or extended by public holidays or christmas closedown. maternity leave 152.employees who are pregnant are eligible for 14 weeks paid maternity leave. this is made up of 12 weeks paid maternity leave (provided under the ml act) and an additional two weeks paid leave for maternity purposes. the additional two weeks must immediately follow the first 12 weeks. 153.employees may also access up to 52 weeks unpaid maternity leave, reduced by any period of paid maternity leave and paid leave for maternity purposes. the 52-week period commences from the start of the maternity leave or the birth of the child, whichever is earlier. adoption, foster and permanent care order leave 154.employees with primary caring responsibilities are eligible for 14 weeks paid leave, where they: • are the adoptive parent of a newly-adopted child, or • enter into a long-term formal fostering arrangement to be the primary carer of a foster child, or • are granted custody and guardianship of a child, as a result of a permanent care order. 155.to be eligible the child must be under 16 years of age at the date of placement. 156.employees may also access up to 12 months unpaid leave, reduced by any period of paid adoption, foster or permanent care order leave taken. 157.the leave will commence from the date of placement of the child. 158.eligibility for this leave extends to traditional adoption arrangements for aboriginal and torres strait islander employees. 159.employees may take two days unpaid pre-adoption leave to attend interviews or examinations required to obtain approval to adopt a child, where their paid leave credits are insufficient. primary carer’s leave 160.employees who have primary carer responsibilities and are ineligible for paid maternity, adoption, foster or permanent care order leave, are eligible for 14 weeks paid primary carer’s leave immediately following the birth of a child. 161.employees may also access up to 12 months’ unpaid leave, reduced by any period of paid leave taken. supporting partner leave 162.employees who do not have primary carer responsibilities are eligible for seven weeks paid supporting partner leave, to be taken within 12 months of the birth or placement of their dependent child.
pmc-enterprise-agreement-2021-24.txt951parental leave151.a period of parental leave is not broken or extended by public holidays or christmas closedown. maternity leave 152.employees who are pregnant are eligible for 14 weeks paid maternity leave. this is made up of 12 weeks paid maternity leave (provided under the ml act) and an additional two weeks paid leave for maternity purposes. the additional two weeks must immediately follow the first 12 weeks. 153.employees may also access up to 52 weeks unpaid maternity leave, reduced by any period of paid maternity leave and paid leave for maternity purposes. the 52-week period commences from the start of the maternity leave or the birth of the child, whichever is earlier. adoption, foster and permanent care order leave 154.employees with primary caring responsibilities are eligible for 14 weeks paid leave, where they: • are the adoptive parent of a newly-adopted child, or • enter into a long-term formal fostering arrangement to be the primary carer of a foster child, or • are granted custody and guardianship of a child, as a result of a permanent care order. 155.to be eligible the child must be under 16 years of age at the date of placement. 156.employees may also access up to 12 months unpaid leave, reduced by any period of paid adoption, foster or permanent care order leave taken. 157.the leave will commence from the date of placement of the child. 158.eligibility for this leave extends to traditional adoption arrangements for aboriginal and torres strait islander employees. 159.employees may take two days unpaid pre-adoption leave to attend interviews or examinations required to obtain approval to adopt a child, where their paid leave credits are insufficient. primary carer’s leave 160.employees who have primary carer responsibilities and are ineligible for paid maternity, adoption, foster or permanent care order leave, are eligible for 14 weeks paid primary carer’s leave immediately following the birth of a child. 161.employees may also access up to 12 months’ unpaid leave, reduced by any period of paid leave taken. supporting partner leave 162.employees who do not have primary carer responsibilities are eligible for seven weeks paid supporting partner leave, to be taken within 12 months of the birth or placement of their dependent child. 163.employees are not eligible for supporting partner leave where they have accessed another paid parental
pmc-enterprise-agreement-2021-24.txt952maternity leavematernity leave 152.employees who are pregnant are eligible for 14 weeks paid maternity leave. this is made up of 12 weeks paid maternity leave (provided under the ml act) and an additional two weeks paid leave for maternity purposes. the additional two weeks must immediately follow the first 12 weeks. 153.employees may also access up to 52 weeks unpaid maternity leave, reduced by any period of paid maternity leave and paid leave for maternity purposes. the 52-week period commences from the start of the maternity leave or the birth of the child, whichever is earlier. adoption, foster and permanent care order leave 154.employees with primary caring responsibilities are eligible for 14 weeks paid leave, where they: • are the adoptive parent of a newly-adopted child, or • enter into a long-term formal fostering arrangement to be the primary carer of a foster child, or • are granted custody and guardianship of a child, as a result of a permanent care order. 155.to be eligible the child must be under 16 years of age at the date of placement. 156.employees may also access up to 12 months unpaid leave, reduced by any period of paid adoption, foster or permanent care order leave taken. 157.the leave will commence from the date of placement of the child. 158.eligibility for this leave extends to traditional adoption arrangements for aboriginal and torres strait islander employees. 159.employees may take two days unpaid pre-adoption leave to attend interviews or examinations required to obtain approval to adopt a child, where their paid leave credits are insufficient. primary carer’s leave 160.employees who have primary carer responsibilities and are ineligible for paid maternity, adoption, foster or permanent care order leave, are eligible for 14 weeks paid primary carer’s leave immediately following the birth of a child. 161.employees may also access up to 12 months’ unpaid leave, reduced by any period of paid leave taken. supporting partner leave 162.employees who do not have primary carer responsibilities are eligible for seven weeks paid supporting partner leave, to be taken within 12 months of the birth or placement of their dependent child. 163.employees are not eligible for supporting partner leave where they have accessed another paid parental leave type following birth or placement.
pmc-enterprise-agreement-2021-24.txt953maternity leave152.employees who are pregnant are eligible for 14 weeks paid maternity leave. this is made up of 12 weeks paid maternity leave (provided under the ml act) and an additional two weeks paid leave for maternity purposes. the additional two weeks must immediately follow the first 12 weeks. 153.employees may also access up to 52 weeks unpaid maternity leave, reduced by any period of paid maternity leave and paid leave for maternity purposes. the 52-week period commences from the start of the maternity leave or the birth of the child, whichever is earlier. adoption, foster and permanent care order leave 154.employees with primary caring responsibilities are eligible for 14 weeks paid leave, where they: • are the adoptive parent of a newly-adopted child, or • enter into a long-term formal fostering arrangement to be the primary carer of a foster child, or • are granted custody and guardianship of a child, as a result of a permanent care order. 155.to be eligible the child must be under 16 years of age at the date of placement. 156.employees may also access up to 12 months unpaid leave, reduced by any period of paid adoption, foster or permanent care order leave taken. 157.the leave will commence from the date of placement of the child. 158.eligibility for this leave extends to traditional adoption arrangements for aboriginal and torres strait islander employees. 159.employees may take two days unpaid pre-adoption leave to attend interviews or examinations required to obtain approval to adopt a child, where their paid leave credits are insufficient. primary carer’s leave 160.employees who have primary carer responsibilities and are ineligible for paid maternity, adoption, foster or permanent care order leave, are eligible for 14 weeks paid primary carer’s leave immediately following the birth of a child. 161.employees may also access up to 12 months’ unpaid leave, reduced by any period of paid leave taken. supporting partner leave 162.employees who do not have primary carer responsibilities are eligible for seven weeks paid supporting partner leave, to be taken within 12 months of the birth or placement of their dependent child. 163.employees are not eligible for supporting partner leave where they have accessed another paid parental leave type following birth or placement. additional unpaid parental leave beyond the first 12 months
pmc-enterprise-agreement-2021-24.txt954maternity leavepaid maternity leave (provided under the ml act) and an additional two weeks paid leave for maternity purposes. the additional two weeks must immediately follow the first 12 weeks. 153.employees may also access up to 52 weeks unpaid maternity leave, reduced by any period of paid maternity leave and paid leave for maternity purposes. the 52-week period commences from the start of the maternity leave or the birth of the child, whichever is earlier. adoption, foster and permanent care order leave 154.employees with primary caring responsibilities are eligible for 14 weeks paid leave, where they: • are the adoptive parent of a newly-adopted child, or • enter into a long-term formal fostering arrangement to be the primary carer of a foster child, or • are granted custody and guardianship of a child, as a result of a permanent care order. 155.to be eligible the child must be under 16 years of age at the date of placement. 156.employees may also access up to 12 months unpaid leave, reduced by any period of paid adoption, foster or permanent care order leave taken. 157.the leave will commence from the date of placement of the child. 158.eligibility for this leave extends to traditional adoption arrangements for aboriginal and torres strait islander employees. 159.employees may take two days unpaid pre-adoption leave to attend interviews or examinations required to obtain approval to adopt a child, where their paid leave credits are insufficient. primary carer’s leave 160.employees who have primary carer responsibilities and are ineligible for paid maternity, adoption, foster or permanent care order leave, are eligible for 14 weeks paid primary carer’s leave immediately following the birth of a child. 161.employees may also access up to 12 months’ unpaid leave, reduced by any period of paid leave taken. supporting partner leave 162.employees who do not have primary carer responsibilities are eligible for seven weeks paid supporting partner leave, to be taken within 12 months of the birth or placement of their dependent child. 163.employees are not eligible for supporting partner leave where they have accessed another paid parental leave type following birth or placement. additional unpaid parental leave beyond the first 12 months 164.employees are entitled to unpaid parental leave for a further period of up to 12 months, immediately
pmc-enterprise-agreement-2021-24.txt956maternity leave153.employees may also access up to 52 weeks unpaid maternity leave, reduced by any period of paid maternity leave and paid leave for maternity purposes. the 52-week period commences from the start of the maternity leave or the birth of the child, whichever is earlier. adoption, foster and permanent care order leave 154.employees with primary caring responsibilities are eligible for 14 weeks paid leave, where they: • are the adoptive parent of a newly-adopted child, or • enter into a long-term formal fostering arrangement to be the primary carer of a foster child, or • are granted custody and guardianship of a child, as a result of a permanent care order. 155.to be eligible the child must be under 16 years of age at the date of placement. 156.employees may also access up to 12 months unpaid leave, reduced by any period of paid adoption, foster or permanent care order leave taken. 157.the leave will commence from the date of placement of the child. 158.eligibility for this leave extends to traditional adoption arrangements for aboriginal and torres strait islander employees. 159.employees may take two days unpaid pre-adoption leave to attend interviews or examinations required to obtain approval to adopt a child, where their paid leave credits are insufficient. primary carer’s leave 160.employees who have primary carer responsibilities and are ineligible for paid maternity, adoption, foster or permanent care order leave, are eligible for 14 weeks paid primary carer’s leave immediately following the birth of a child. 161.employees may also access up to 12 months’ unpaid leave, reduced by any period of paid leave taken. supporting partner leave 162.employees who do not have primary carer responsibilities are eligible for seven weeks paid supporting partner leave, to be taken within 12 months of the birth or placement of their dependent child. 163.employees are not eligible for supporting partner leave where they have accessed another paid parental leave type following birth or placement. additional unpaid parental leave beyond the first 12 months 164.employees are entitled to unpaid parental leave for a further period of up to 12 months, immediately following the end of the initial 12 month or 52 week period, totalling 24 months of leave.
pmc-enterprise-agreement-2021-24.txt957maternity leavematernity leave and paid leave for maternity purposes. the 52-week period commences from the start of the maternity leave or the birth of the child, whichever is earlier. adoption, foster and permanent care order leave 154.employees with primary caring responsibilities are eligible for 14 weeks paid leave, where they: • are the adoptive parent of a newly-adopted child, or • enter into a long-term formal fostering arrangement to be the primary carer of a foster child, or • are granted custody and guardianship of a child, as a result of a permanent care order. 155.to be eligible the child must be under 16 years of age at the date of placement. 156.employees may also access up to 12 months unpaid leave, reduced by any period of paid adoption, foster or permanent care order leave taken. 157.the leave will commence from the date of placement of the child. 158.eligibility for this leave extends to traditional adoption arrangements for aboriginal and torres strait islander employees. 159.employees may take two days unpaid pre-adoption leave to attend interviews or examinations required to obtain approval to adopt a child, where their paid leave credits are insufficient. primary carer’s leave 160.employees who have primary carer responsibilities and are ineligible for paid maternity, adoption, foster or permanent care order leave, are eligible for 14 weeks paid primary carer’s leave immediately following the birth of a child. 161.employees may also access up to 12 months’ unpaid leave, reduced by any period of paid leave taken. supporting partner leave 162.employees who do not have primary carer responsibilities are eligible for seven weeks paid supporting partner leave, to be taken within 12 months of the birth or placement of their dependent child. 163.employees are not eligible for supporting partner leave where they have accessed another paid parental leave type following birth or placement. additional unpaid parental leave beyond the first 12 months 164.employees are entitled to unpaid parental leave for a further period of up to 12 months, immediately following the end of the initial 12 month or 52 week period, totalling 24 months of leave. pm&c enterprise agreement 2021–2024
pmc-enterprise-agreement-2021-24.txt958maternity leavethe maternity leave or the birth of the child, whichever is earlier. adoption, foster and permanent care order leave 154.employees with primary caring responsibilities are eligible for 14 weeks paid leave, where they: • are the adoptive parent of a newly-adopted child, or • enter into a long-term formal fostering arrangement to be the primary carer of a foster child, or • are granted custody and guardianship of a child, as a result of a permanent care order. 155.to be eligible the child must be under 16 years of age at the date of placement. 156.employees may also access up to 12 months unpaid leave, reduced by any period of paid adoption, foster or permanent care order leave taken. 157.the leave will commence from the date of placement of the child. 158.eligibility for this leave extends to traditional adoption arrangements for aboriginal and torres strait islander employees. 159.employees may take two days unpaid pre-adoption leave to attend interviews or examinations required to obtain approval to adopt a child, where their paid leave credits are insufficient. primary carer’s leave 160.employees who have primary carer responsibilities and are ineligible for paid maternity, adoption, foster or permanent care order leave, are eligible for 14 weeks paid primary carer’s leave immediately following the birth of a child. 161.employees may also access up to 12 months’ unpaid leave, reduced by any period of paid leave taken. supporting partner leave 162.employees who do not have primary carer responsibilities are eligible for seven weeks paid supporting partner leave, to be taken within 12 months of the birth or placement of their dependent child. 163.employees are not eligible for supporting partner leave where they have accessed another paid parental leave type following birth or placement. additional unpaid parental leave beyond the first 12 months 164.employees are entitled to unpaid parental leave for a further period of up to 12 months, immediately following the end of the initial 12 month or 52 week period, totalling 24 months of leave. pm&c enterprise agreement 2021–2024
pmc-enterprise-agreement-2021-24.txt982parental leaveadditional unpaid parental leave beyond the first 12 months 164.employees are entitled to unpaid parental leave for a further period of up to 12 months, immediately following the end of the initial 12 month or 52 week period, totalling 24 months of leave. pm&c enterprise agreement 2021–2024 20 165.this additional period is not extended by periods of paid leave taken within the period. return from parental leave 166.employees are entitled to return to their pre-parental leave position after a period of parental leave. where this position no longer exists, they will return to a position at their substantive classification for which they are qualified and suited. long service leave 167.employees may become eligible for lsl, in accordance with the lsl act. 168.lsl may be taken at full and half pay. 169.the minimum period of long service leave that can be taken is seven calendar days at full pay, or 14 calendar days at half pay. long service leave cannot be broken by other leave types unless otherwise provided by legislation. cultural and ceremonial leave 170.employees may access the following leave to meet cultural and/or ceremonial obligations, including to recognise the traditional roles and obligations of aboriginal and torres strait islander people to participate in cultural and ceremonial activities: • up to three days leave with pay (pro rata for part-time) each financial year to participate in activities associated with their culture or ethnicity. • up to one full day leave with pay each financial year to participate in naidoc week celebrations. • up to a total of two months leave without pay each financial year to fulfil cultural obligations. community service leave 171.employees are entitled to leave to engage in eligible community service activity (voluntary emergency management or jury service). with the exception of jury duty, community service leave is normally
pmc-enterprise-agreement-2021-24.txt983parental leave164.employees are entitled to unpaid parental leave for a further period of up to 12 months, immediately following the end of the initial 12 month or 52 week period, totalling 24 months of leave. pm&c enterprise agreement 2021–2024 20 165.this additional period is not extended by periods of paid leave taken within the period. return from parental leave 166.employees are entitled to return to their pre-parental leave position after a period of parental leave. where this position no longer exists, they will return to a position at their substantive classification for which they are qualified and suited. long service leave 167.employees may become eligible for lsl, in accordance with the lsl act. 168.lsl may be taken at full and half pay. 169.the minimum period of long service leave that can be taken is seven calendar days at full pay, or 14 calendar days at half pay. long service leave cannot be broken by other leave types unless otherwise provided by legislation. cultural and ceremonial leave 170.employees may access the following leave to meet cultural and/or ceremonial obligations, including to recognise the traditional roles and obligations of aboriginal and torres strait islander people to participate in cultural and ceremonial activities: • up to three days leave with pay (pro rata for part-time) each financial year to participate in activities associated with their culture or ethnicity. • up to one full day leave with pay each financial year to participate in naidoc week celebrations. • up to a total of two months leave without pay each financial year to fulfil cultural obligations. community service leave 171.employees are entitled to leave to engage in eligible community service activity (voluntary emergency management or jury service). with the exception of jury duty, community service leave is normally unpaid. miscellaneous leave with pay may be granted for emergency or crisis response.
pmc-enterprise-agreement-2021-24.txt991parental leavereturn from parental leave 166.employees are entitled to return to their pre-parental leave position after a period of parental leave. where this position no longer exists, they will return to a position at their substantive classification for which they are qualified and suited. long service leave 167.employees may become eligible for lsl, in accordance with the lsl act. 168.lsl may be taken at full and half pay. 169.the minimum period of long service leave that can be taken is seven calendar days at full pay, or 14 calendar days at half pay. long service leave cannot be broken by other leave types unless otherwise provided by legislation. cultural and ceremonial leave 170.employees may access the following leave to meet cultural and/or ceremonial obligations, including to recognise the traditional roles and obligations of aboriginal and torres strait islander people to participate in cultural and ceremonial activities: • up to three days leave with pay (pro rata for part-time) each financial year to participate in activities associated with their culture or ethnicity. • up to one full day leave with pay each financial year to participate in naidoc week celebrations. • up to a total of two months leave without pay each financial year to fulfil cultural obligations. community service leave 171.employees are entitled to leave to engage in eligible community service activity (voluntary emergency management or jury service). with the exception of jury duty, community service leave is normally unpaid. miscellaneous leave with pay may be granted for emergency or crisis response. 172.employees required to attend jury service will be paid for their ordinary hours. where employees receive jury service pay, the full amount must be repaid to pm&c. 173.where employees engage in a voluntary emergency management activity, including training and ceremonial duties, the period of leave consists of the time spent undertaking the activity plus any reasonable travel and recovery time. 174.paid community service leave counts as service. 175.unpaid community service leave counts as service except for long service leave purposes. the delegate may determine that it does count for long service leave purposes on a case-by-case basis.
pmc-enterprise-agreement-2021-24.txt992parental leave166.employees are entitled to return to their pre-parental leave position after a period of parental leave. where this position no longer exists, they will return to a position at their substantive classification for which they are qualified and suited. long service leave 167.employees may become eligible for lsl, in accordance with the lsl act. 168.lsl may be taken at full and half pay. 169.the minimum period of long service leave that can be taken is seven calendar days at full pay, or 14 calendar days at half pay. long service leave cannot be broken by other leave types unless otherwise provided by legislation. cultural and ceremonial leave 170.employees may access the following leave to meet cultural and/or ceremonial obligations, including to recognise the traditional roles and obligations of aboriginal and torres strait islander people to participate in cultural and ceremonial activities: • up to three days leave with pay (pro rata for part-time) each financial year to participate in activities associated with their culture or ethnicity. • up to one full day leave with pay each financial year to participate in naidoc week celebrations. • up to a total of two months leave without pay each financial year to fulfil cultural obligations. community service leave 171.employees are entitled to leave to engage in eligible community service activity (voluntary emergency management or jury service). with the exception of jury duty, community service leave is normally unpaid. miscellaneous leave with pay may be granted for emergency or crisis response. 172.employees required to attend jury service will be paid for their ordinary hours. where employees receive jury service pay, the full amount must be repaid to pm&c. 173.where employees engage in a voluntary emergency management activity, including training and ceremonial duties, the period of leave consists of the time spent undertaking the activity plus any reasonable travel and recovery time. 174.paid community service leave counts as service. 175.unpaid community service leave counts as service except for long service leave purposes. the delegate may determine that it does count for long service leave purposes on a case-by-case basis. 176.pm&c will adopt any aps-wide arrangements relating to community service leave for emergency and
pmc-enterprise-agreement-2021-24.txt995long service leavelong service leave 167.employees may become eligible for lsl, in accordance with the lsl act. 168.lsl may be taken at full and half pay. 169.the minimum period of long service leave that can be taken is seven calendar days at full pay, or 14 calendar days at half pay. long service leave cannot be broken by other leave types unless otherwise provided by legislation. cultural and ceremonial leave 170.employees may access the following leave to meet cultural and/or ceremonial obligations, including to recognise the traditional roles and obligations of aboriginal and torres strait islander people to participate in cultural and ceremonial activities: • up to three days leave with pay (pro rata for part-time) each financial year to participate in activities associated with their culture or ethnicity. • up to one full day leave with pay each financial year to participate in naidoc week celebrations. • up to a total of two months leave without pay each financial year to fulfil cultural obligations. community service leave 171.employees are entitled to leave to engage in eligible community service activity (voluntary emergency management or jury service). with the exception of jury duty, community service leave is normally unpaid. miscellaneous leave with pay may be granted for emergency or crisis response. 172.employees required to attend jury service will be paid for their ordinary hours. where employees receive jury service pay, the full amount must be repaid to pm&c. 173.where employees engage in a voluntary emergency management activity, including training and ceremonial duties, the period of leave consists of the time spent undertaking the activity plus any reasonable travel and recovery time. 174.paid community service leave counts as service. 175.unpaid community service leave counts as service except for long service leave purposes. the delegate may determine that it does count for long service leave purposes on a case-by-case basis. 176.pm&c will adopt any aps-wide arrangements relating to community service leave for emergency and crisis response. defence related leave defence reserve leave
pmc-enterprise-agreement-2021-24.txt998long service leave169.the minimum period of long service leave that can be taken is seven calendar days at full pay, or 14 calendar days at half pay. long service leave cannot be broken by other leave types unless otherwise provided by legislation. cultural and ceremonial leave 170.employees may access the following leave to meet cultural and/or ceremonial obligations, including to recognise the traditional roles and obligations of aboriginal and torres strait islander people to participate in cultural and ceremonial activities: • up to three days leave with pay (pro rata for part-time) each financial year to participate in activities associated with their culture or ethnicity. • up to one full day leave with pay each financial year to participate in naidoc week celebrations. • up to a total of two months leave without pay each financial year to fulfil cultural obligations. community service leave 171.employees are entitled to leave to engage in eligible community service activity (voluntary emergency management or jury service). with the exception of jury duty, community service leave is normally unpaid. miscellaneous leave with pay may be granted for emergency or crisis response. 172.employees required to attend jury service will be paid for their ordinary hours. where employees receive jury service pay, the full amount must be repaid to pm&c. 173.where employees engage in a voluntary emergency management activity, including training and ceremonial duties, the period of leave consists of the time spent undertaking the activity plus any reasonable travel and recovery time. 174.paid community service leave counts as service. 175.unpaid community service leave counts as service except for long service leave purposes. the delegate may determine that it does count for long service leave purposes on a case-by-case basis. 176.pm&c will adopt any aps-wide arrangements relating to community service leave for emergency and crisis response. defence related leave defence reserve leave 177.employees will be granted leave to fulfil australian defence force (adf) reserve and continuous full time service (cfts) or cadet force obligations. 178.employees are entitled to leave with pay, of up to four weeks during each financial year, and an additional
pmc-enterprise-agreement-2021-24.txt999long service leave14 calendar days at half pay. long service leave cannot be broken by other leave types unless otherwise provided by legislation. cultural and ceremonial leave 170.employees may access the following leave to meet cultural and/or ceremonial obligations, including to recognise the traditional roles and obligations of aboriginal and torres strait islander people to participate in cultural and ceremonial activities: • up to three days leave with pay (pro rata for part-time) each financial year to participate in activities associated with their culture or ethnicity. • up to one full day leave with pay each financial year to participate in naidoc week celebrations. • up to a total of two months leave without pay each financial year to fulfil cultural obligations. community service leave 171.employees are entitled to leave to engage in eligible community service activity (voluntary emergency management or jury service). with the exception of jury duty, community service leave is normally unpaid. miscellaneous leave with pay may be granted for emergency or crisis response. 172.employees required to attend jury service will be paid for their ordinary hours. where employees receive jury service pay, the full amount must be repaid to pm&c. 173.where employees engage in a voluntary emergency management activity, including training and ceremonial duties, the period of leave consists of the time spent undertaking the activity plus any reasonable travel and recovery time. 174.paid community service leave counts as service. 175.unpaid community service leave counts as service except for long service leave purposes. the delegate may determine that it does count for long service leave purposes on a case-by-case basis. 176.pm&c will adopt any aps-wide arrangements relating to community service leave for emergency and crisis response. defence related leave defence reserve leave 177.employees will be granted leave to fulfil australian defence force (adf) reserve and continuous full time service (cfts) or cadet force obligations. 178.employees are entitled to leave with pay, of up to four weeks during each financial year, and an additional two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling service in the
pmc-enterprise-agreement-2021-24.txt1017travelreasonable travel and recovery time. 174.paid community service leave counts as service. 175.unpaid community service leave counts as service except for long service leave purposes. the delegate may determine that it does count for long service leave purposes on a case-by-case basis. 176.pm&c will adopt any aps-wide arrangements relating to community service leave for emergency and crisis response. defence related leave defence reserve leave 177.employees will be granted leave to fulfil australian defence force (adf) reserve and continuous full time service (cfts) or cadet force obligations. 178.employees are entitled to leave with pay, of up to four weeks during each financial year, and an additional two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling service in the adf reserve. pm&c enterprise agreement 2021–2024 21 179.with the exception of the additional two weeks in the first year of service, leave can be accumulated and taken over a period of two years. 180.defence reserve leave counts as service for all purposes, except for unpaid leave to undertake continuous full time service (cfts). unpaid leave for the purpose of cfts counts as service for all purposes except annual leave. 181.employees are not required to pay their tax-free adf reserve salary to pm&c. 182.pm&c will adopt aps-wide arrangements relating to reservists called out for emergency and crisis response. defence service sick leave 183.employees who are unfit for duty due to a war-caused or defence-caused condition are entitled to defence service sick leave of nine weeks on commencement in the aps and an annual credit of three weeks for each year of aps service. unused credits will accumulate to a maximum of nine weeks.
pmc-enterprise-agreement-2021-24.txt1019long service leave175.unpaid community service leave counts as service except for long service leave purposes. the delegate may determine that it does count for long service leave purposes on a case-by-case basis. 176.pm&c will adopt any aps-wide arrangements relating to community service leave for emergency and crisis response. defence related leave defence reserve leave 177.employees will be granted leave to fulfil australian defence force (adf) reserve and continuous full time service (cfts) or cadet force obligations. 178.employees are entitled to leave with pay, of up to four weeks during each financial year, and an additional two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling service in the adf reserve. pm&c enterprise agreement 2021–2024 21 179.with the exception of the additional two weeks in the first year of service, leave can be accumulated and taken over a period of two years. 180.defence reserve leave counts as service for all purposes, except for unpaid leave to undertake continuous full time service (cfts). unpaid leave for the purpose of cfts counts as service for all purposes except annual leave. 181.employees are not required to pay their tax-free adf reserve salary to pm&c. 182.pm&c will adopt aps-wide arrangements relating to reservists called out for emergency and crisis response. defence service sick leave 183.employees who are unfit for duty due to a war-caused or defence-caused condition are entitled to defence service sick leave of nine weeks on commencement in the aps and an annual credit of three weeks for each year of aps service. unused credits will accumulate to a maximum of nine weeks. 184.delegate approval is subject to the provision of a letter from the department of veterans’ affairs confirming the condition is war-caused or defence-caused within the meaning of relevant legislation.
pmc-enterprise-agreement-2021-24.txt1020long service leavemay determine that it does count for long service leave purposes on a case-by-case basis. 176.pm&c will adopt any aps-wide arrangements relating to community service leave for emergency and crisis response. defence related leave defence reserve leave 177.employees will be granted leave to fulfil australian defence force (adf) reserve and continuous full time service (cfts) or cadet force obligations. 178.employees are entitled to leave with pay, of up to four weeks during each financial year, and an additional two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling service in the adf reserve. pm&c enterprise agreement 2021–2024 21 179.with the exception of the additional two weeks in the first year of service, leave can be accumulated and taken over a period of two years. 180.defence reserve leave counts as service for all purposes, except for unpaid leave to undertake continuous full time service (cfts). unpaid leave for the purpose of cfts counts as service for all purposes except annual leave. 181.employees are not required to pay their tax-free adf reserve salary to pm&c. 182.pm&c will adopt aps-wide arrangements relating to reservists called out for emergency and crisis response. defence service sick leave 183.employees who are unfit for duty due to a war-caused or defence-caused condition are entitled to defence service sick leave of nine weeks on commencement in the aps and an annual credit of three weeks for each year of aps service. unused credits will accumulate to a maximum of nine weeks. 184.delegate approval is subject to the provision of a letter from the department of veterans’ affairs confirming the condition is war-caused or defence-caused within the meaning of relevant legislation. miscellaneous leave
pmc-enterprise-agreement-2021-24.txt1085long service leavebe paid a loading of 20% in lieu of paid leave entitlements (other than long service leave), public holidays not worked, notice of termination of employment, and redundancy benefits, in addition to their hourly rate of salary. 194.casual employees are ineligible for flex-time, toil and annual pay point advancement. 195.overtime for casual employees is paid for work performed beyond the agreed daily working hours, or in excess of 38 hours in a week. casual loading is not paid during periods of overtime. 196.casual employees may access two days unpaid personal/carer’s leave for each occasion when an immediate family member or household member of the employee needs care and support because of illness, injury or an unexpected emergency. 197.casual employees are entitled to three days unpaid compassionate leave on each occasion where a member of the employee’s immediate family or household contracts or develops an illness or injury that poses a serious threat to their life, or dies. shift workers 198.employees defined as shift workers will be paid the applicable salary rate for their classification under this agreement and receive paid penalty rates as set out in the australian public service enterprise award 2015. 199.where a shift worker performs ordinary duties outside of the span of hours and on at least one day on saturday or sunday for an ongoing or fixed period, they are entitled to an additional week of annual leave for each year of service. resignation 200.employees may resign from their employment by giving a minimum of two weeks notice in writing to their manager, unless the manager agrees to a shorter period. employees will receive final monies on cessation of employment. payment upon death of an employee 201.where an employee dies, or the delegate determines that the employee is assumed to have died on a particular date, the delegate will authorise payment of all leave entitlements otherwise payable on resignation or age retirement to their next of kin, subject to any legal requirements. where the employee has not nominated a next of kin, payment will be made to the employee’s legal representative. pm&c enterprise agreement 2021–2024
pmc-enterprise-agreement-2021-24.txt1089overtime195.overtime for casual employees is paid for work performed beyond the agreed daily working hours, or in excess of 38 hours in a week. casual loading is not paid during periods of overtime. 196.casual employees may access two days unpaid personal/carer’s leave for each occasion when an immediate family member or household member of the employee needs care and support because of illness, injury or an unexpected emergency. 197.casual employees are entitled to three days unpaid compassionate leave on each occasion where a member of the employee’s immediate family or household contracts or develops an illness or injury that poses a serious threat to their life, or dies. shift workers 198.employees defined as shift workers will be paid the applicable salary rate for their classification under this agreement and receive paid penalty rates as set out in the australian public service enterprise award 2015. 199.where a shift worker performs ordinary duties outside of the span of hours and on at least one day on saturday or sunday for an ongoing or fixed period, they are entitled to an additional week of annual leave for each year of service. resignation 200.employees may resign from their employment by giving a minimum of two weeks notice in writing to their manager, unless the manager agrees to a shorter period. employees will receive final monies on cessation of employment. payment upon death of an employee 201.where an employee dies, or the delegate determines that the employee is assumed to have died on a particular date, the delegate will authorise payment of all leave entitlements otherwise payable on resignation or age retirement to their next of kin, subject to any legal requirements. where the employee has not nominated a next of kin, payment will be made to the employee’s legal representative. pm&c enterprise agreement 2021–2024 23 section 8 – management of excess employees
pmc-enterprise-agreement-2021-24.txt1090overtimeexcess of 38 hours in a week. casual loading is not paid during periods of overtime. 196.casual employees may access two days unpaid personal/carer’s leave for each occasion when an immediate family member or household member of the employee needs care and support because of illness, injury or an unexpected emergency. 197.casual employees are entitled to three days unpaid compassionate leave on each occasion where a member of the employee’s immediate family or household contracts or develops an illness or injury that poses a serious threat to their life, or dies. shift workers 198.employees defined as shift workers will be paid the applicable salary rate for their classification under this agreement and receive paid penalty rates as set out in the australian public service enterprise award 2015. 199.where a shift worker performs ordinary duties outside of the span of hours and on at least one day on saturday or sunday for an ongoing or fixed period, they are entitled to an additional week of annual leave for each year of service. resignation 200.employees may resign from their employment by giving a minimum of two weeks notice in writing to their manager, unless the manager agrees to a shorter period. employees will receive final monies on cessation of employment. payment upon death of an employee 201.where an employee dies, or the delegate determines that the employee is assumed to have died on a particular date, the delegate will authorise payment of all leave entitlements otherwise payable on resignation or age retirement to their next of kin, subject to any legal requirements. where the employee has not nominated a next of kin, payment will be made to the employee’s legal representative. pm&c enterprise agreement 2021–2024 23 section 8 – management of excess employees 202.the management of excess employee provisions do not apply to non-ongoing employees or employees on
pmc-enterprise-agreement-2021-24.txt1163travel213.the delegate may approve the cost of reasonable travel and incidental expenses incurred by an excess employee in seeking alternative employment, where these are not met by a prospective employer. retention period 214.an excess employee will commence a retention period of seven months on the day the employee is formally advised in writing by the delegate that they are an excess employee. 215.if an excess employee is entitled to a redundancy payment in accordance with the nes the retention period is reduced by the number of weeks redundancy pay that the employee is entitled to under the fw act on termination of employment. 216.the retention period and notice period may be extended by any periods of paid personal/carer’s leave not exceeding six months that impact the redeployment process and are supported by medical evidence. 217.during the retention period, the delegate: • will continue to take reasonable steps to find alternative suitable employment for the excess employee, and/or • may reduce the excess employee’s classification as a means of securing alternative employment, after giving 28 calendar days notice to the employee. 218.if an employee’s classification is reduced during the retention period the employee will continue to be paid at their substantive base salary immediately prior to the reduction in classification, for the balance of the retention period. 219.where the delegate determines there is insufficient productive work available for the excess employee during the retention period, the delegate may, with the agreement of the excess employee, terminate the employee’s employment under section 29 of the ps act during the retention period on the grounds that they are excess to requirements and pay the balance of the retention period as a lump sum. 220.on termination, the employee will be paid a lump sum comprising: • the balance of the retention period (as shortened by the number of weeks redundancy pay the employee is entitled to under the nes) and this payment will be taken to include the payment in lieu of notice of termination of employment, and • any redundancy payment to which the employee is entitled to under the nes. voluntary redundancy offer of voluntary redundancy 221.an excess employee not seeking redeployment, or an employee who has been invited to and expressed
pmc-enterprise-agreement-2021-24.txt1234long service leavelong service leave purposes • service with the australian defence forces • aps service immediately preceding deemed resignation under the repealed section 49 of the repealed public service act 1922 if the service has not previously been recognised for severance pay purposes, and • service in another organisation where the employee was moved from the aps to give effect to an administrative re-arrangement; or an employee of that organisation is engaged as an aps employee as a result of an administrative re-arrangement, and such service is recognised for long service leave purposes. 229.service that will not count as service for severance pay purposes is any period of service which ceased through termination on the following grounds: • • • • • • • the employee lacks, or has lost, an essential qualification for performing their duties non-performance or unsatisfactory performance of duties inability to perform duties because of a physical or mental incapacity failure to satisfactorily complete an entry level program or training failure to meet a condition of engagement imposed under subsection 22(6) of the ps act breach of the code of conduct any other ground prescribed by the public service regulations pm&c enterprise agreement 2021–2024 26
pmc-enterprise-agreement-2021-24.txt1472overtimeii. overtime rates; iii. penalty rates; iv. allowances; v. remuneration; and/or vi. leave; and b. the arrangement meets the genuine needs of pm&c and the employee in relation to one or more of the matters mentioned in paragraph a); and c. the arrangement is genuinely agreed to by pm&c and the employee. 2. pm&c will ensure that the terms of the individual flexibility arrangement: a. are about permitted matters under section 172 of the fw act; and b. are not unlawful terms under section 194 of the fw act; and c. result in the employee being better off overall than the employee would be if no arrangement was made. 3. pm&c will ensure that the individual flexibility arrangement: a. is in writing; and b. includes the name of pm&c and the employee; and c. is signed by pm&c and the employee and if the employee is under 18 years of age, signed by a parent or guardian of the employee; and d. includes details of: i. the terms of the enterprise agreement that will be varied by the arrangement; ii. how the arrangement will vary the effect of the terms; iii. how the employee will be better off overall in relation to the terms and conditions of their employment as a result of the arrangement; and iv. the day on which the arrangement commences and, where applicable, when the arrangement
fair-work-ombudsman-enterprise-agreement-2019-2022.txt246long service leavee. long service leave (commonwealth employees) act 1976 f. maternity leave (commonwealth employees) act 1973 g. superannuation act 1976 h. superannuation act 1990 i. superannuation act 2005 j. superannuation (productivity benefit) act 1988 k. superannuation benefits (supervisory mechanisms) act 1990 l. superannuation guarantee (administration) act 1992 m. safety, rehabilitation and compensation act 1988 n. work health and safety act 2011 o. privacy act 1988 p. equal employment opportunity (commonwealth authorities) act 1987 page 5 of 40 q. r. s. t. paid parental leave act 2010 defence reserve service (protection) act 2001 veteran’s entitlements act 1986 military rehabilitation and compensation act 2004 supporting policies, procedures, guides and guidelines 8. this agreement refers to various policies, procedures, guides and guidelines as in force from time to time. to avoid doubt, any policies, procedures, guides and
fair-work-ombudsman-enterprise-agreement-2019-2022.txt247maternity leavef. maternity leave (commonwealth employees) act 1973 g. superannuation act 1976 h. superannuation act 1990 i. superannuation act 2005 j. superannuation (productivity benefit) act 1988 k. superannuation benefits (supervisory mechanisms) act 1990 l. superannuation guarantee (administration) act 1992 m. safety, rehabilitation and compensation act 1988 n. work health and safety act 2011 o. privacy act 1988 p. equal employment opportunity (commonwealth authorities) act 1987 page 5 of 40 q. r. s. t. paid parental leave act 2010 defence reserve service (protection) act 2001 veteran’s entitlements act 1986 military rehabilitation and compensation act 2004 supporting policies, procedures, guides and guidelines 8. this agreement refers to various policies, procedures, guides and guidelines as in force from time to time. to avoid doubt, any policies, procedures, guides and guidelines referred to in this agreement are not incorporated into, and do not form part
fair-work-ombudsman-enterprise-agreement-2019-2022.txt266parental leavepaid parental leave act 2010 defence reserve service (protection) act 2001 veteran’s entitlements act 1986 military rehabilitation and compensation act 2004 supporting policies, procedures, guides and guidelines 8. this agreement refers to various policies, procedures, guides and guidelines as in force from time to time. to avoid doubt, any policies, procedures, guides and guidelines referred to in this agreement are not incorporated into, and do not form part of, this agreement. a term of this agreement prevails to the extent of any inconsistency with a policy, procedure, guide or guideline. delegation 9. where the agreement implies that approval is necessary or specifies that payment will be made or leave will be granted, but a head of power is not specified, the agreement should be read as meaning the approval of the fair work ombudsman will be obtained prior to the action occurring. 10. the fair work ombudsman may delegate any or all of his or her powers or functions under this agreement, including this power of delegation, and may do so subject to conditions. part b - forms of employment full-time employees
fair-work-ombudsman-enterprise-agreement-2019-2022.txt320flextimewhere the hours of a part-time employee are to be varied for a short period, flextime or other flexible working arrangements, as agreed between the employee and their manager, are to be used. 15. part-time employees will be paid fortnightly, in arrears, based on the following formula: fortnightly pay = 16. annual salary x 12 313 x part-time ordinary hours of work full-time ordinary hours of work leave (unless otherwise provided for by legislation) and other entitlements of part-time employees will be calculated on a pro rata basis, based on the proportion of hours worked in comparison to full-time hours. page 6 of 40 17. paragraph 16 does not apply to allowances of a reimbursement nature. in such
fair-work-ombudsman-enterprise-agreement-2019-2022.txt447salary advancementsalary advancement 29. salary advancement (movement to a higher pay point within a classification) will occur for eligible ongoing and non-ongoing employees from 1 july each year. there will be no salary advancement at any other time in the year. the actual payment of salary at the higher pay point will generally commence from the beginning of the first full pay period commencing on or after 1 august each year, back paid to 1 july. to be eligible for salary advancement, an employee must: a. complete the requirements of the performance policy and b. achieve a rating of ‘meets expectations’ or better in the performance rating scale at the end of the performance cycle and c. perform duties at the employee’s substantive level or above, within the agency, for an aggregate of three months or more within the performance cycle ended 30 june and d. have successfully completed the probationary period where one applies. 30. when an ongoing employee has been temporarily reassigned to duties at a higher classification for a period aggregating three months or longer during the performance cycle and is performing duties of this higher classification on 1 july, the employee will be eligible for salary advancement at this higher classification for the period of temporary performance loading (tpl) from 1 july onwards. the employee must achieve a rating of ‘meets expectations’ or better in the performance rating scale at the higher classification at the end of the performance cycle, based on performance expectations set at the higher classification. salary packaging 31.
fair-work-ombudsman-enterprise-agreement-2019-2022.txt450salary advancementsalary advancement (movement to a higher pay point within a classification) will occur for eligible ongoing and non-ongoing employees from 1 july each year. there will be no salary advancement at any other time in the year. the actual payment of salary at the higher pay point will generally commence from the beginning of the first full pay period commencing on or after 1 august each year, back paid to 1 july. to be eligible for salary advancement, an employee must: a. complete the requirements of the performance policy and b. achieve a rating of ‘meets expectations’ or better in the performance rating scale at the end of the performance cycle and c. perform duties at the employee’s substantive level or above, within the agency, for an aggregate of three months or more within the performance cycle ended 30 june and d. have successfully completed the probationary period where one applies. 30. when an ongoing employee has been temporarily reassigned to duties at a higher classification for a period aggregating three months or longer during the performance cycle and is performing duties of this higher classification on 1 july, the employee will be eligible for salary advancement at this higher classification for the period of temporary performance loading (tpl) from 1 july onwards. the employee must achieve a rating of ‘meets expectations’ or better in the performance rating scale at the higher classification at the end of the performance cycle, based on performance expectations set at the higher classification. salary packaging 31. employees may choose to sacrifice part of their salary from a selection of non-cash benefits. participation in salary packaging will not affect salary for superannuation
fair-work-ombudsman-enterprise-agreement-2019-2022.txt452salary advancementno salary advancement at any other time in the year. the actual payment of salary at the higher pay point will generally commence from the beginning of the first full pay period commencing on or after 1 august each year, back paid to 1 july. to be eligible for salary advancement, an employee must: a. complete the requirements of the performance policy and b. achieve a rating of ‘meets expectations’ or better in the performance rating scale at the end of the performance cycle and c. perform duties at the employee’s substantive level or above, within the agency, for an aggregate of three months or more within the performance cycle ended 30 june and d. have successfully completed the probationary period where one applies. 30. when an ongoing employee has been temporarily reassigned to duties at a higher classification for a period aggregating three months or longer during the performance cycle and is performing duties of this higher classification on 1 july, the employee will be eligible for salary advancement at this higher classification for the period of temporary performance loading (tpl) from 1 july onwards. the employee must achieve a rating of ‘meets expectations’ or better in the performance rating scale at the higher classification at the end of the performance cycle, based on performance expectations set at the higher classification. salary packaging 31. employees may choose to sacrifice part of their salary from a selection of non-cash benefits. participation in salary packaging will not affect salary for superannuation purposes or any other purpose.
fair-work-ombudsman-enterprise-agreement-2019-2022.txt455salary advancementfor salary advancement, an employee must: a. complete the requirements of the performance policy and b. achieve a rating of ‘meets expectations’ or better in the performance rating scale at the end of the performance cycle and c. perform duties at the employee’s substantive level or above, within the agency, for an aggregate of three months or more within the performance cycle ended 30 june and d. have successfully completed the probationary period where one applies. 30. when an ongoing employee has been temporarily reassigned to duties at a higher classification for a period aggregating three months or longer during the performance cycle and is performing duties of this higher classification on 1 july, the employee will be eligible for salary advancement at this higher classification for the period of temporary performance loading (tpl) from 1 july onwards. the employee must achieve a rating of ‘meets expectations’ or better in the performance rating scale at the higher classification at the end of the performance cycle, based on performance expectations set at the higher classification. salary packaging 31. employees may choose to sacrifice part of their salary from a selection of non-cash benefits. participation in salary packaging will not affect salary for superannuation purposes or any other purpose. overpayment of entitlements 32.
fair-work-ombudsman-enterprise-agreement-2019-2022.txt469salary advancementbe eligible for salary advancement at this higher classification for the period of temporary performance loading (tpl) from 1 july onwards. the employee must achieve a rating of ‘meets expectations’ or better in the performance rating scale at the higher classification at the end of the performance cycle, based on performance expectations set at the higher classification. salary packaging 31. employees may choose to sacrifice part of their salary from a selection of non-cash benefits. participation in salary packaging will not affect salary for superannuation purposes or any other purpose. overpayment of entitlements 32. where an employee is overpaid an amount of salary or other remuneration, the amount of the overpayment may be recovered from amounts payable to the employee by deductions authorised by the employee or by the agency’s accountable authority instructions. a recovery payment plan will be considered by the fair work ombudsman in circumstances of financial hardship. superannuation 33. the agency will provide employer superannuation contributions in accordance with the relevant legislative requirements. 34.
fair-work-ombudsman-enterprise-agreement-2019-2022.txt475salary packagingsalary packaging 31. employees may choose to sacrifice part of their salary from a selection of non-cash benefits. participation in salary packaging will not affect salary for superannuation purposes or any other purpose. overpayment of entitlements 32. where an employee is overpaid an amount of salary or other remuneration, the amount of the overpayment may be recovered from amounts payable to the employee by deductions authorised by the employee or by the agency’s accountable authority instructions. a recovery payment plan will be considered by the fair work ombudsman in circumstances of financial hardship. superannuation 33. the agency will provide employer superannuation contributions in accordance with the relevant legislative requirements. 34. the default fund for the agency is the public sector superannuation accumulation plan (pssap). 35. the salary for superannuation purposes for pssap members or those who choose
fair-work-ombudsman-enterprise-agreement-2019-2022.txt479salary packagingbenefits. participation in salary packaging will not affect salary for superannuation purposes or any other purpose. overpayment of entitlements 32. where an employee is overpaid an amount of salary or other remuneration, the amount of the overpayment may be recovered from amounts payable to the employee by deductions authorised by the employee or by the agency’s accountable authority instructions. a recovery payment plan will be considered by the fair work ombudsman in circumstances of financial hardship. superannuation 33. the agency will provide employer superannuation contributions in accordance with the relevant legislative requirements. 34. the default fund for the agency is the public sector superannuation accumulation plan (pssap). 35. the salary for superannuation purposes for pssap members or those who choose another fund will be calculated based on the employee’s ordinary time earnings (ote) within the meaning of the superannuation guarantee (administration) act 1992. page 8 of 40
fair-work-ombudsman-enterprise-agreement-2019-2022.txt525parental leavefor employees who take paid or unpaid parental leave (which includes maternity, adoption, supporting partner, primary caregiver and foster care leave), employer contributions (based on the employer contribution amount in the full pay period immediately prior to commencing parental leave) will be made for a period equal to a maximum of 52 weeks, in accordance with the rules of the appropriate superannuation scheme. for employees in pssap, the rules permit employer contributions to be made. part d – allowances and assistance corporate citizen allowance 39. an allowance of $27.54 will be paid to appointed employees on a fortnightly basis for undertaking the following corporate citizen roles: a. b. c. d. 40. first aid officers chief, floor and area wardens health and safety representatives and harassment and diversity contact officers. this allowance will be increased in line with general wage increases under this agreement so that fortnightly total amounts are: a. on the commencement date: b. 12 months from commencement date: c. 24 months from commencement date:
fair-work-ombudsman-enterprise-agreement-2019-2022.txt528parental leaveimmediately prior to commencing parental leave) will be made for a period equal to a maximum of 52 weeks, in accordance with the rules of the appropriate superannuation scheme. for employees in pssap, the rules permit employer contributions to be made. part d – allowances and assistance corporate citizen allowance 39. an allowance of $27.54 will be paid to appointed employees on a fortnightly basis for undertaking the following corporate citizen roles: a. b. c. d. 40. first aid officers chief, floor and area wardens health and safety representatives and harassment and diversity contact officers. this allowance will be increased in line with general wage increases under this agreement so that fortnightly total amounts are: a. on the commencement date: b. 12 months from commencement date: c. 24 months from commencement date: 41.
fair-work-ombudsman-enterprise-agreement-2019-2022.txt612study assistancestudy assistance 47. study assistance, which may include paid or unpaid other leave and/or reimbursement of costs, may be provided to eligible employees. further information is contained in the study assistance guide. work related travel 48. an employee who is required to travel on official business will not be out of pocket for the reasonable costs of accommodation, meals, incidentals and other travel expenses incurred. 49. work related travel, where possible, should be undertaken during the normal bandwidth, and time recorded according to flextime (aps level 1-6) or time off in lieu (executive level 1-2) arrangements. an employee’s personal circumstances will be considered when organising and approving work related travel. 50. if the fair work ombudsman and employee agree that the travel is to be undertaken outside the normal bandwidth, toil will be granted to the employee at ordinary time rates. if the employee is directed to undertake travel outside the normal bandwidth, toil will be granted to the employee using the same calculation as would be used for the calculation of overtime pay. for executive level 1-2, this will be in accordance with toil arrangements for executive level 1-2 at paragraphs 92 - 94.
fair-work-ombudsman-enterprise-agreement-2019-2022.txt615study assistancestudy assistance, which may include paid or unpaid other leave and/or reimbursement of costs, may be provided to eligible employees. further information is contained in the study assistance guide. work related travel 48. an employee who is required to travel on official business will not be out of pocket for the reasonable costs of accommodation, meals, incidentals and other travel expenses incurred. 49. work related travel, where possible, should be undertaken during the normal bandwidth, and time recorded according to flextime (aps level 1-6) or time off in lieu (executive level 1-2) arrangements. an employee’s personal circumstances will be considered when organising and approving work related travel. 50. if the fair work ombudsman and employee agree that the travel is to be undertaken outside the normal bandwidth, toil will be granted to the employee at ordinary time rates. if the employee is directed to undertake travel outside the normal bandwidth, toil will be granted to the employee using the same calculation as would be used for the calculation of overtime pay. for executive level 1-2, this will be in accordance with toil arrangements for executive level 1-2 at paragraphs 92 - 94. 51. where an employee is required to undertake travel for less than one day, but
fair-work-ombudsman-enterprise-agreement-2019-2022.txt617study assistancestudy assistance guide. work related travel 48. an employee who is required to travel on official business will not be out of pocket for the reasonable costs of accommodation, meals, incidentals and other travel expenses incurred. 49. work related travel, where possible, should be undertaken during the normal bandwidth, and time recorded according to flextime (aps level 1-6) or time off in lieu (executive level 1-2) arrangements. an employee’s personal circumstances will be considered when organising and approving work related travel. 50. if the fair work ombudsman and employee agree that the travel is to be undertaken outside the normal bandwidth, toil will be granted to the employee at ordinary time rates. if the employee is directed to undertake travel outside the normal bandwidth, toil will be granted to the employee using the same calculation as would be used for the calculation of overtime pay. for executive level 1-2, this will be in accordance with toil arrangements for executive level 1-2 at paragraphs 92 - 94. 51. where an employee is required to undertake travel for less than one day, but commences before 7.00 am or concludes after 7.00 pm in the state/territory where they work, they:
fair-work-ombudsman-enterprise-agreement-2019-2022.txt619travelwork related travel 48. an employee who is required to travel on official business will not be out of pocket for the reasonable costs of accommodation, meals, incidentals and other travel expenses incurred. 49. work related travel, where possible, should be undertaken during the normal bandwidth, and time recorded according to flextime (aps level 1-6) or time off in lieu (executive level 1-2) arrangements. an employee’s personal circumstances will be considered when organising and approving work related travel. 50. if the fair work ombudsman and employee agree that the travel is to be undertaken outside the normal bandwidth, toil will be granted to the employee at ordinary time rates. if the employee is directed to undertake travel outside the normal bandwidth, toil will be granted to the employee using the same calculation as would be used for the calculation of overtime pay. for executive level 1-2, this will be in accordance with toil arrangements for executive level 1-2 at paragraphs 92 - 94. 51. where an employee is required to undertake travel for less than one day, but commences before 7.00 am or concludes after 7.00 pm in the state/territory where they work, they: a. will be eligible for a non-acquittable cash payment of $20 per day or b. may use their travel card to purchase the meals (breakfast, lunch or dinner) for
fair-work-ombudsman-enterprise-agreement-2019-2022.txt622travelan employee who is required to travel on official business will not be out of pocket for the reasonable costs of accommodation, meals, incidentals and other travel expenses incurred. 49. work related travel, where possible, should be undertaken during the normal bandwidth, and time recorded according to flextime (aps level 1-6) or time off in lieu (executive level 1-2) arrangements. an employee’s personal circumstances will be considered when organising and approving work related travel. 50. if the fair work ombudsman and employee agree that the travel is to be undertaken outside the normal bandwidth, toil will be granted to the employee at ordinary time rates. if the employee is directed to undertake travel outside the normal bandwidth, toil will be granted to the employee using the same calculation as would be used for the calculation of overtime pay. for executive level 1-2, this will be in accordance with toil arrangements for executive level 1-2 at paragraphs 92 - 94. 51. where an employee is required to undertake travel for less than one day, but commences before 7.00 am or concludes after 7.00 pm in the state/territory where they work, they: a. will be eligible for a non-acquittable cash payment of $20 per day or b. may use their travel card to purchase the meals (breakfast, lunch or dinner) for which the employee is away from the home locality to the value of those specified in the relevant policy or guide. the purchase of the meal must be accompanied by a receipt or statutory declaration and the expenditure must be
fair-work-ombudsman-enterprise-agreement-2019-2022.txt623travelthe reasonable costs of accommodation, meals, incidentals and other travel expenses incurred. 49. work related travel, where possible, should be undertaken during the normal bandwidth, and time recorded according to flextime (aps level 1-6) or time off in lieu (executive level 1-2) arrangements. an employee’s personal circumstances will be considered when organising and approving work related travel. 50. if the fair work ombudsman and employee agree that the travel is to be undertaken outside the normal bandwidth, toil will be granted to the employee at ordinary time rates. if the employee is directed to undertake travel outside the normal bandwidth, toil will be granted to the employee using the same calculation as would be used for the calculation of overtime pay. for executive level 1-2, this will be in accordance with toil arrangements for executive level 1-2 at paragraphs 92 - 94. 51. where an employee is required to undertake travel for less than one day, but commences before 7.00 am or concludes after 7.00 pm in the state/territory where they work, they: a. will be eligible for a non-acquittable cash payment of $20 per day or b. may use their travel card to purchase the meals (breakfast, lunch or dinner) for which the employee is away from the home locality to the value of those specified in the relevant policy or guide. the purchase of the meal must be accompanied by a receipt or statutory declaration and the expenditure must be acquitted.
fair-work-ombudsman-enterprise-agreement-2019-2022.txt628travelwork related travel, where possible, should be undertaken during the normal bandwidth, and time recorded according to flextime (aps level 1-6) or time off in lieu (executive level 1-2) arrangements. an employee’s personal circumstances will be considered when organising and approving work related travel. 50. if the fair work ombudsman and employee agree that the travel is to be undertaken outside the normal bandwidth, toil will be granted to the employee at ordinary time rates. if the employee is directed to undertake travel outside the normal bandwidth, toil will be granted to the employee using the same calculation as would be used for the calculation of overtime pay. for executive level 1-2, this will be in accordance with toil arrangements for executive level 1-2 at paragraphs 92 - 94. 51. where an employee is required to undertake travel for less than one day, but commences before 7.00 am or concludes after 7.00 pm in the state/territory where they work, they: a. will be eligible for a non-acquittable cash payment of $20 per day or b. may use their travel card to purchase the meals (breakfast, lunch or dinner) for which the employee is away from the home locality to the value of those specified in the relevant policy or guide. the purchase of the meal must be accompanied by a receipt or statutory declaration and the expenditure must be acquitted. 52. further information is contained in the domestic travel policy.
fair-work-ombudsman-enterprise-agreement-2019-2022.txt629flextimebandwidth, and time recorded according to flextime (aps level 1-6) or time off in lieu (executive level 1-2) arrangements. an employee’s personal circumstances will be considered when organising and approving work related travel. 50. if the fair work ombudsman and employee agree that the travel is to be undertaken outside the normal bandwidth, toil will be granted to the employee at ordinary time rates. if the employee is directed to undertake travel outside the normal bandwidth, toil will be granted to the employee using the same calculation as would be used for the calculation of overtime pay. for executive level 1-2, this will be in accordance with toil arrangements for executive level 1-2 at paragraphs 92 - 94. 51. where an employee is required to undertake travel for less than one day, but commences before 7.00 am or concludes after 7.00 pm in the state/territory where they work, they: a. will be eligible for a non-acquittable cash payment of $20 per day or b. may use their travel card to purchase the meals (breakfast, lunch or dinner) for which the employee is away from the home locality to the value of those specified in the relevant policy or guide. the purchase of the meal must be accompanied by a receipt or statutory declaration and the expenditure must be acquitted. 52. further information is contained in the domestic travel policy. transition to retirement
fair-work-ombudsman-enterprise-agreement-2019-2022.txt629bandwidthbandwidth, and time recorded according to flextime (aps level 1-6) or time off in lieu (executive level 1-2) arrangements. an employee’s personal circumstances will be considered when organising and approving work related travel. 50. if the fair work ombudsman and employee agree that the travel is to be undertaken outside the normal bandwidth, toil will be granted to the employee at ordinary time rates. if the employee is directed to undertake travel outside the normal bandwidth, toil will be granted to the employee using the same calculation as would be used for the calculation of overtime pay. for executive level 1-2, this will be in accordance with toil arrangements for executive level 1-2 at paragraphs 92 - 94. 51. where an employee is required to undertake travel for less than one day, but commences before 7.00 am or concludes after 7.00 pm in the state/territory where they work, they: a. will be eligible for a non-acquittable cash payment of $20 per day or b. may use their travel card to purchase the meals (breakfast, lunch or dinner) for which the employee is away from the home locality to the value of those specified in the relevant policy or guide. the purchase of the meal must be accompanied by a receipt or statutory declaration and the expenditure must be acquitted. 52. further information is contained in the domestic travel policy. transition to retirement
fair-work-ombudsman-enterprise-agreement-2019-2022.txt631travelconsidered when organising and approving work related travel. 50. if the fair work ombudsman and employee agree that the travel is to be undertaken outside the normal bandwidth, toil will be granted to the employee at ordinary time rates. if the employee is directed to undertake travel outside the normal bandwidth, toil will be granted to the employee using the same calculation as would be used for the calculation of overtime pay. for executive level 1-2, this will be in accordance with toil arrangements for executive level 1-2 at paragraphs 92 - 94. 51. where an employee is required to undertake travel for less than one day, but commences before 7.00 am or concludes after 7.00 pm in the state/territory where they work, they: a. will be eligible for a non-acquittable cash payment of $20 per day or b. may use their travel card to purchase the meals (breakfast, lunch or dinner) for which the employee is away from the home locality to the value of those specified in the relevant policy or guide. the purchase of the meal must be accompanied by a receipt or statutory declaration and the expenditure must be acquitted. 52. further information is contained in the domestic travel policy. transition to retirement 53.
fair-work-ombudsman-enterprise-agreement-2019-2022.txt635travelif the fair work ombudsman and employee agree that the travel is to be undertaken outside the normal bandwidth, toil will be granted to the employee at ordinary time rates. if the employee is directed to undertake travel outside the normal bandwidth, toil will be granted to the employee using the same calculation as would be used for the calculation of overtime pay. for executive level 1-2, this will be in accordance with toil arrangements for executive level 1-2 at paragraphs 92 - 94. 51. where an employee is required to undertake travel for less than one day, but commences before 7.00 am or concludes after 7.00 pm in the state/territory where they work, they: a. will be eligible for a non-acquittable cash payment of $20 per day or b. may use their travel card to purchase the meals (breakfast, lunch or dinner) for which the employee is away from the home locality to the value of those specified in the relevant policy or guide. the purchase of the meal must be accompanied by a receipt or statutory declaration and the expenditure must be acquitted. 52. further information is contained in the domestic travel policy. transition to retirement 53. to assist employees with retirement planning, employees aged 54 years and over who are approaching or genuinely considering retirement, may access financial assistance in the form of a one-off reimbursement payment up to a total maximum of $500 (inclusive of gst) to obtain financial advice from a registered financial advisor. this
fair-work-ombudsman-enterprise-agreement-2019-2022.txt636bandwidthoutside the normal bandwidth, toil will be granted to the employee at ordinary time rates. if the employee is directed to undertake travel outside the normal bandwidth, toil will be granted to the employee using the same calculation as would be used for the calculation of overtime pay. for executive level 1-2, this will be in accordance with toil arrangements for executive level 1-2 at paragraphs 92 - 94. 51. where an employee is required to undertake travel for less than one day, but commences before 7.00 am or concludes after 7.00 pm in the state/territory where they work, they: a. will be eligible for a non-acquittable cash payment of $20 per day or b. may use their travel card to purchase the meals (breakfast, lunch or dinner) for which the employee is away from the home locality to the value of those specified in the relevant policy or guide. the purchase of the meal must be accompanied by a receipt or statutory declaration and the expenditure must be acquitted. 52. further information is contained in the domestic travel policy. transition to retirement 53. to assist employees with retirement planning, employees aged 54 years and over who are approaching or genuinely considering retirement, may access financial assistance in the form of a one-off reimbursement payment up to a total maximum of $500 (inclusive of gst) to obtain financial advice from a registered financial advisor. this financial assistance is not available to excess employees (part j).
fair-work-ombudsman-enterprise-agreement-2019-2022.txt637travelrates. if the employee is directed to undertake travel outside the normal bandwidth, toil will be granted to the employee using the same calculation as would be used for the calculation of overtime pay. for executive level 1-2, this will be in accordance with toil arrangements for executive level 1-2 at paragraphs 92 - 94. 51. where an employee is required to undertake travel for less than one day, but commences before 7.00 am or concludes after 7.00 pm in the state/territory where they work, they: a. will be eligible for a non-acquittable cash payment of $20 per day or b. may use their travel card to purchase the meals (breakfast, lunch or dinner) for which the employee is away from the home locality to the value of those specified in the relevant policy or guide. the purchase of the meal must be accompanied by a receipt or statutory declaration and the expenditure must be acquitted. 52. further information is contained in the domestic travel policy. transition to retirement 53. to assist employees with retirement planning, employees aged 54 years and over who are approaching or genuinely considering retirement, may access financial assistance in the form of a one-off reimbursement payment up to a total maximum of $500 (inclusive of gst) to obtain financial advice from a registered financial advisor. this financial assistance is not available to excess employees (part j). page 10 of 40
fair-work-ombudsman-enterprise-agreement-2019-2022.txt637bandwidthrates. if the employee is directed to undertake travel outside the normal bandwidth, toil will be granted to the employee using the same calculation as would be used for the calculation of overtime pay. for executive level 1-2, this will be in accordance with toil arrangements for executive level 1-2 at paragraphs 92 - 94. 51. where an employee is required to undertake travel for less than one day, but commences before 7.00 am or concludes after 7.00 pm in the state/territory where they work, they: a. will be eligible for a non-acquittable cash payment of $20 per day or b. may use their travel card to purchase the meals (breakfast, lunch or dinner) for which the employee is away from the home locality to the value of those specified in the relevant policy or guide. the purchase of the meal must be accompanied by a receipt or statutory declaration and the expenditure must be acquitted. 52. further information is contained in the domestic travel policy. transition to retirement 53. to assist employees with retirement planning, employees aged 54 years and over who are approaching or genuinely considering retirement, may access financial assistance in the form of a one-off reimbursement payment up to a total maximum of $500 (inclusive of gst) to obtain financial advice from a registered financial advisor. this financial assistance is not available to excess employees (part j). page 10 of 40
fair-work-ombudsman-enterprise-agreement-2019-2022.txt639overtimethe calculation of overtime pay. for executive level 1-2, this will be in accordance with toil arrangements for executive level 1-2 at paragraphs 92 - 94. 51. where an employee is required to undertake travel for less than one day, but commences before 7.00 am or concludes after 7.00 pm in the state/territory where they work, they: a. will be eligible for a non-acquittable cash payment of $20 per day or b. may use their travel card to purchase the meals (breakfast, lunch or dinner) for which the employee is away from the home locality to the value of those specified in the relevant policy or guide. the purchase of the meal must be accompanied by a receipt or statutory declaration and the expenditure must be acquitted. 52. further information is contained in the domestic travel policy. transition to retirement 53. to assist employees with retirement planning, employees aged 54 years and over who are approaching or genuinely considering retirement, may access financial assistance in the form of a one-off reimbursement payment up to a total maximum of $500 (inclusive of gst) to obtain financial advice from a registered financial advisor. this financial assistance is not available to excess employees (part j). page 10 of 40 54.
fair-work-ombudsman-enterprise-agreement-2019-2022.txt644travelwhere an employee is required to undertake travel for less than one day, but commences before 7.00 am or concludes after 7.00 pm in the state/territory where they work, they: a. will be eligible for a non-acquittable cash payment of $20 per day or b. may use their travel card to purchase the meals (breakfast, lunch or dinner) for which the employee is away from the home locality to the value of those specified in the relevant policy or guide. the purchase of the meal must be accompanied by a receipt or statutory declaration and the expenditure must be acquitted. 52. further information is contained in the domestic travel policy. transition to retirement 53. to assist employees with retirement planning, employees aged 54 years and over who are approaching or genuinely considering retirement, may access financial assistance in the form of a one-off reimbursement payment up to a total maximum of $500 (inclusive of gst) to obtain financial advice from a registered financial advisor. this financial assistance is not available to excess employees (part j). page 10 of 40 54. in addition, employees aged 54 and over who are approaching retirement may elect to work on a part-time basis until retirement. grandfathered remote localities assistance
fair-work-ombudsman-enterprise-agreement-2019-2022.txt648travelb. may use their travel card to purchase the meals (breakfast, lunch or dinner) for which the employee is away from the home locality to the value of those specified in the relevant policy or guide. the purchase of the meal must be accompanied by a receipt or statutory declaration and the expenditure must be acquitted. 52. further information is contained in the domestic travel policy. transition to retirement 53. to assist employees with retirement planning, employees aged 54 years and over who are approaching or genuinely considering retirement, may access financial assistance in the form of a one-off reimbursement payment up to a total maximum of $500 (inclusive of gst) to obtain financial advice from a registered financial advisor. this financial assistance is not available to excess employees (part j). page 10 of 40 54. in addition, employees aged 54 and over who are approaching retirement may elect to work on a part-time basis until retirement. grandfathered remote localities assistance 55. employees who are in receipt of remote localities assistance on the commencement of this agreement will continue to receive the remote localities assistance until they are no
fair-work-ombudsman-enterprise-agreement-2019-2022.txt656travelfurther information is contained in the domestic travel policy. transition to retirement 53. to assist employees with retirement planning, employees aged 54 years and over who are approaching or genuinely considering retirement, may access financial assistance in the form of a one-off reimbursement payment up to a total maximum of $500 (inclusive of gst) to obtain financial advice from a registered financial advisor. this financial assistance is not available to excess employees (part j). page 10 of 40 54. in addition, employees aged 54 and over who are approaching retirement may elect to work on a part-time basis until retirement. grandfathered remote localities assistance 55. employees who are in receipt of remote localities assistance on the commencement of this agreement will continue to receive the remote localities assistance until they are no longer employed in the darwin office. 56. where an employee who was eligible for remote localities assistance ceases to be eligible for this assistance, they cannot become eligible again at a later date. 57.
fair-work-ombudsman-enterprise-agreement-2019-2022.txt739overtimeovertime rates penalty rates allowances remuneration and/or leave and leave loading and b. the arrangement meets the genuine needs of the agency and employee in relation to one or more of the matters mentioned in paragraph 63 a and c. the arrangement is genuinely agreed to by the fair work ombudsman and employee. page 11 of 40 64. the fair work ombudsman must ensure that the terms of the individual flexibility arrangement: a. are about permitted matters under section 172 of the fw act b. are not unlawful terms under section 194 of the fw act c. result in the employee being better off overall than the employee would be if no arrangement was made. 65. the fair work ombudsman must ensure that the individual flexibility arrangement: a. is in writing and b. includes the name of the agency and employee and c. is signed by the fair work ombudsman and employee and if the employee is under 18 years of age, signed by a parent or guardian of the employee and d. includes details of: i.
fair-work-ombudsman-enterprise-agreement-2019-2022.txt820overtimewhere this does occur, overtime and time off in lieu (toil) provisions at paragraphs 89 to 98 and meal allowance provisions at paragraph 100 may apply. 73. if employees are required to work in excess of their ordinary hours over a settlement period, managers will consult with the affected employees about appropriate recompense through toil and overtime provisions. 74. the bandwidth of hours in which an employee may work their ordinary hours are 7.00 am to 7.00 pm monday to friday, or as otherwise agreed on an individual basis between the fair work ombudsman and employee. page 12 of 40 flextime scheme 75. flextime is a system of flexible working arrangements that enables employees and managers to vary working hours, patterns and arrangements to provide maximum organisational flexibility with benefit to employees, customers and the agency. a business unit may decide to implement the flextime scheme by means of a scheduled accumulated day off. 76. all employees covered by this agreement are required to accurately record their working hours, including break times and any leave.
fair-work-ombudsman-enterprise-agreement-2019-2022.txt827overtimerecompense through toil and overtime provisions. 74. the bandwidth of hours in which an employee may work their ordinary hours are 7.00 am to 7.00 pm monday to friday, or as otherwise agreed on an individual basis between the fair work ombudsman and employee. page 12 of 40 flextime scheme 75. flextime is a system of flexible working arrangements that enables employees and managers to vary working hours, patterns and arrangements to provide maximum organisational flexibility with benefit to employees, customers and the agency. a business unit may decide to implement the flextime scheme by means of a scheduled accumulated day off. 76. all employees covered by this agreement are required to accurately record their working hours, including break times and any leave. 77. aps level 1-6 employees are eligible to accrue flextime for duties performed in excess of their ordinary hours of work (over the settlement period), but which does not attract overtime, where it is operationally feasible to do so and is agreed by the manager. 78.
fair-work-ombudsman-enterprise-agreement-2019-2022.txt831bandwidththe bandwidth of hours in which an employee may work their ordinary hours are 7.00 am to 7.00 pm monday to friday, or as otherwise agreed on an individual basis between the fair work ombudsman and employee. page 12 of 40 flextime scheme 75. flextime is a system of flexible working arrangements that enables employees and managers to vary working hours, patterns and arrangements to provide maximum organisational flexibility with benefit to employees, customers and the agency. a business unit may decide to implement the flextime scheme by means of a scheduled accumulated day off. 76. all employees covered by this agreement are required to accurately record their working hours, including break times and any leave. 77. aps level 1-6 employees are eligible to accrue flextime for duties performed in excess of their ordinary hours of work (over the settlement period), but which does not attract overtime, where it is operationally feasible to do so and is agreed by the manager. 78. aps level 1-6 employees temporarily assigned duties at executive level 1-2 are not eligible to accrue flextime during the period of reassignment.
fair-work-ombudsman-enterprise-agreement-2019-2022.txt836flextimeflextime scheme 75. flextime is a system of flexible working arrangements that enables employees and managers to vary working hours, patterns and arrangements to provide maximum organisational flexibility with benefit to employees, customers and the agency. a business unit may decide to implement the flextime scheme by means of a scheduled accumulated day off. 76. all employees covered by this agreement are required to accurately record their working hours, including break times and any leave. 77. aps level 1-6 employees are eligible to accrue flextime for duties performed in excess of their ordinary hours of work (over the settlement period), but which does not attract overtime, where it is operationally feasible to do so and is agreed by the manager. 78. aps level 1-6 employees temporarily assigned duties at executive level 1-2 are not eligible to accrue flextime during the period of reassignment. insufficient work 79. an employee cannot work hours in addition to ordinary hours to accrue flextime where there is insufficient work.
fair-work-ombudsman-enterprise-agreement-2019-2022.txt839flextimeflextime is a system of flexible working arrangements that enables employees and managers to vary working hours, patterns and arrangements to provide maximum organisational flexibility with benefit to employees, customers and the agency. a business unit may decide to implement the flextime scheme by means of a scheduled accumulated day off. 76. all employees covered by this agreement are required to accurately record their working hours, including break times and any leave. 77. aps level 1-6 employees are eligible to accrue flextime for duties performed in excess of their ordinary hours of work (over the settlement period), but which does not attract overtime, where it is operationally feasible to do so and is agreed by the manager. 78. aps level 1-6 employees temporarily assigned duties at executive level 1-2 are not eligible to accrue flextime during the period of reassignment. insufficient work 79. an employee cannot work hours in addition to ordinary hours to accrue flextime where there is insufficient work. flextime credit balance 80.
fair-work-ombudsman-enterprise-agreement-2019-2022.txt842flextimebusiness unit may decide to implement the flextime scheme by means of a scheduled accumulated day off. 76. all employees covered by this agreement are required to accurately record their working hours, including break times and any leave. 77. aps level 1-6 employees are eligible to accrue flextime for duties performed in excess of their ordinary hours of work (over the settlement period), but which does not attract overtime, where it is operationally feasible to do so and is agreed by the manager. 78. aps level 1-6 employees temporarily assigned duties at executive level 1-2 are not eligible to accrue flextime during the period of reassignment. insufficient work 79. an employee cannot work hours in addition to ordinary hours to accrue flextime where there is insufficient work. flextime credit balance 80. employees may carry over a maximum credit of 37 hours 30 minutes (pro-rata for parttime employees) of flextime accumulated in any settlement period into the next settlement period.
fair-work-ombudsman-enterprise-agreement-2019-2022.txt852flextimeaps level 1-6 employees are eligible to accrue flextime for duties performed in excess of their ordinary hours of work (over the settlement period), but which does not attract overtime, where it is operationally feasible to do so and is agreed by the manager. 78. aps level 1-6 employees temporarily assigned duties at executive level 1-2 are not eligible to accrue flextime during the period of reassignment. insufficient work 79. an employee cannot work hours in addition to ordinary hours to accrue flextime where there is insufficient work. flextime credit balance 80. employees may carry over a maximum credit of 37 hours 30 minutes (pro-rata for parttime employees) of flextime accumulated in any settlement period into the next settlement period. cash out of flextime credits exceeding 37 hours 30 minutes 81. the fair work ombudsman may approve the cashing out of flextime credits at ordinary time rates at the end of a settlement period where flextime credits exceed the maximum credit of 37 hours 30 minutes. flextime debit balance 82.
fair-work-ombudsman-enterprise-agreement-2019-2022.txt854overtimeovertime, where it is operationally feasible to do so and is agreed by the manager. 78. aps level 1-6 employees temporarily assigned duties at executive level 1-2 are not eligible to accrue flextime during the period of reassignment. insufficient work 79. an employee cannot work hours in addition to ordinary hours to accrue flextime where there is insufficient work. flextime credit balance 80. employees may carry over a maximum credit of 37 hours 30 minutes (pro-rata for parttime employees) of flextime accumulated in any settlement period into the next settlement period. cash out of flextime credits exceeding 37 hours 30 minutes 81. the fair work ombudsman may approve the cashing out of flextime credits at ordinary time rates at the end of a settlement period where flextime credits exceed the maximum credit of 37 hours 30 minutes. flextime debit balance 82. employees may carry over a maximum debit of 10 hours of flextime accumulated in
fair-work-ombudsman-enterprise-agreement-2019-2022.txt859flextimeeligible to accrue flextime during the period of reassignment. insufficient work 79. an employee cannot work hours in addition to ordinary hours to accrue flextime where there is insufficient work. flextime credit balance 80. employees may carry over a maximum credit of 37 hours 30 minutes (pro-rata for parttime employees) of flextime accumulated in any settlement period into the next settlement period. cash out of flextime credits exceeding 37 hours 30 minutes 81. the fair work ombudsman may approve the cashing out of flextime credits at ordinary time rates at the end of a settlement period where flextime credits exceed the maximum credit of 37 hours 30 minutes. flextime debit balance 82. employees may carry over a maximum debit of 10 hours of flextime accumulated in any settlement period into the next settlement period. 83. in circumstances where the maximum debit is exceeded at the end of a settlement
fair-work-ombudsman-enterprise-agreement-2019-2022.txt864flextimean employee cannot work hours in addition to ordinary hours to accrue flextime where there is insufficient work. flextime credit balance 80. employees may carry over a maximum credit of 37 hours 30 minutes (pro-rata for parttime employees) of flextime accumulated in any settlement period into the next settlement period. cash out of flextime credits exceeding 37 hours 30 minutes 81. the fair work ombudsman may approve the cashing out of flextime credits at ordinary time rates at the end of a settlement period where flextime credits exceed the maximum credit of 37 hours 30 minutes. flextime debit balance 82. employees may carry over a maximum debit of 10 hours of flextime accumulated in any settlement period into the next settlement period. 83. in circumstances where the maximum debit is exceeded at the end of a settlement period, the manager and employee will endeavour to reduce the debit to the maximum allowable (or lower) over the next settlement period. deduction of flextime debit from salary 84.
fair-work-ombudsman-enterprise-agreement-2019-2022.txt867flextimeflextime credit balance 80. employees may carry over a maximum credit of 37 hours 30 minutes (pro-rata for parttime employees) of flextime accumulated in any settlement period into the next settlement period. cash out of flextime credits exceeding 37 hours 30 minutes 81. the fair work ombudsman may approve the cashing out of flextime credits at ordinary time rates at the end of a settlement period where flextime credits exceed the maximum credit of 37 hours 30 minutes. flextime debit balance 82. employees may carry over a maximum debit of 10 hours of flextime accumulated in any settlement period into the next settlement period. 83. in circumstances where the maximum debit is exceeded at the end of a settlement period, the manager and employee will endeavour to reduce the debit to the maximum allowable (or lower) over the next settlement period. deduction of flextime debit from salary 84. should this not occur, the amount by which the maximum is exceeded shall be treated as leave without pay and deducted from the employee’s salary. alternatively, with their
fair-work-ombudsman-enterprise-agreement-2019-2022.txt870flextimeemployees may carry over a maximum credit of 37 hours 30 minutes (pro-rata for parttime employees) of flextime accumulated in any settlement period into the next settlement period. cash out of flextime credits exceeding 37 hours 30 minutes 81. the fair work ombudsman may approve the cashing out of flextime credits at ordinary time rates at the end of a settlement period where flextime credits exceed the maximum credit of 37 hours 30 minutes. flextime debit balance 82. employees may carry over a maximum debit of 10 hours of flextime accumulated in any settlement period into the next settlement period. 83. in circumstances where the maximum debit is exceeded at the end of a settlement period, the manager and employee will endeavour to reduce the debit to the maximum allowable (or lower) over the next settlement period. deduction of flextime debit from salary 84. should this not occur, the amount by which the maximum is exceeded shall be treated as leave without pay and deducted from the employee’s salary. alternatively, with their manager’s approval, an employee may use accrued annual leave to offset any flextime debit.
fair-work-ombudsman-enterprise-agreement-2019-2022.txt873flextimecash out of flextime credits exceeding 37 hours 30 minutes 81. the fair work ombudsman may approve the cashing out of flextime credits at ordinary time rates at the end of a settlement period where flextime credits exceed the maximum credit of 37 hours 30 minutes. flextime debit balance 82. employees may carry over a maximum debit of 10 hours of flextime accumulated in any settlement period into the next settlement period. 83. in circumstances where the maximum debit is exceeded at the end of a settlement period, the manager and employee will endeavour to reduce the debit to the maximum allowable (or lower) over the next settlement period. deduction of flextime debit from salary 84. should this not occur, the amount by which the maximum is exceeded shall be treated as leave without pay and deducted from the employee’s salary. alternatively, with their manager’s approval, an employee may use accrued annual leave to offset any flextime debit. flextime balances at cessation 85.
fair-work-ombudsman-enterprise-agreement-2019-2022.txt876flextimethe fair work ombudsman may approve the cashing out of flextime credits at ordinary time rates at the end of a settlement period where flextime credits exceed the maximum credit of 37 hours 30 minutes. flextime debit balance 82. employees may carry over a maximum debit of 10 hours of flextime accumulated in any settlement period into the next settlement period. 83. in circumstances where the maximum debit is exceeded at the end of a settlement period, the manager and employee will endeavour to reduce the debit to the maximum allowable (or lower) over the next settlement period. deduction of flextime debit from salary 84. should this not occur, the amount by which the maximum is exceeded shall be treated as leave without pay and deducted from the employee’s salary. alternatively, with their manager’s approval, an employee may use accrued annual leave to offset any flextime debit. flextime balances at cessation 85. where any flextime credits are outstanding at cessation of employment with the agency, these will be paid to the employee at ordinary rates. where any flextime debits are outstanding at cessation, these will be recovered from any termination payment.
fair-work-ombudsman-enterprise-agreement-2019-2022.txt877flextimetime rates at the end of a settlement period where flextime credits exceed the maximum credit of 37 hours 30 minutes. flextime debit balance 82. employees may carry over a maximum debit of 10 hours of flextime accumulated in any settlement period into the next settlement period. 83. in circumstances where the maximum debit is exceeded at the end of a settlement period, the manager and employee will endeavour to reduce the debit to the maximum allowable (or lower) over the next settlement period. deduction of flextime debit from salary 84. should this not occur, the amount by which the maximum is exceeded shall be treated as leave without pay and deducted from the employee’s salary. alternatively, with their manager’s approval, an employee may use accrued annual leave to offset any flextime debit. flextime balances at cessation 85. where any flextime credits are outstanding at cessation of employment with the agency, these will be paid to the employee at ordinary rates. where any flextime debits are outstanding at cessation, these will be recovered from any termination payment.
fair-work-ombudsman-enterprise-agreement-2019-2022.txt880flextimeflextime debit balance 82. employees may carry over a maximum debit of 10 hours of flextime accumulated in any settlement period into the next settlement period. 83. in circumstances where the maximum debit is exceeded at the end of a settlement period, the manager and employee will endeavour to reduce the debit to the maximum allowable (or lower) over the next settlement period. deduction of flextime debit from salary 84. should this not occur, the amount by which the maximum is exceeded shall be treated as leave without pay and deducted from the employee’s salary. alternatively, with their manager’s approval, an employee may use accrued annual leave to offset any flextime debit. flextime balances at cessation 85. where any flextime credits are outstanding at cessation of employment with the agency, these will be paid to the employee at ordinary rates. where any flextime debits are outstanding at cessation, these will be recovered from any termination payment. reversion to standard day 86.
fair-work-ombudsman-enterprise-agreement-2019-2022.txt883flextimeemployees may carry over a maximum debit of 10 hours of flextime accumulated in any settlement period into the next settlement period. 83. in circumstances where the maximum debit is exceeded at the end of a settlement period, the manager and employee will endeavour to reduce the debit to the maximum allowable (or lower) over the next settlement period. deduction of flextime debit from salary 84. should this not occur, the amount by which the maximum is exceeded shall be treated as leave without pay and deducted from the employee’s salary. alternatively, with their manager’s approval, an employee may use accrued annual leave to offset any flextime debit. flextime balances at cessation 85. where any flextime credits are outstanding at cessation of employment with the agency, these will be paid to the employee at ordinary rates. where any flextime debits are outstanding at cessation, these will be recovered from any termination payment. reversion to standard day 86. when an employee has failed to comply with the provisions of flextime, the fair work ombudsman may remove access to flextime provisions for that employee for a specified period and the employee will revert to working the standard day. access to
fair-work-ombudsman-enterprise-agreement-2019-2022.txt892flextimededuction of flextime debit from salary 84. should this not occur, the amount by which the maximum is exceeded shall be treated as leave without pay and deducted from the employee’s salary. alternatively, with their manager’s approval, an employee may use accrued annual leave to offset any flextime debit. flextime balances at cessation 85. where any flextime credits are outstanding at cessation of employment with the agency, these will be paid to the employee at ordinary rates. where any flextime debits are outstanding at cessation, these will be recovered from any termination payment. reversion to standard day 86. when an employee has failed to comply with the provisions of flextime, the fair work ombudsman may remove access to flextime provisions for that employee for a specified period and the employee will revert to working the standard day. access to flextime will be restored where the fair work ombudsman is satisfied that the employee will maintain satisfactory attendance patterns. page 13 of 40 unauthorised absences 87. when an employee is absent from work without approval, reasonable efforts will be made to contact the employee and to establish the reason for the unauthorised
fair-work-ombudsman-enterprise-agreement-2019-2022.txt897flextimemanager’s approval, an employee may use accrued annual leave to offset any flextime debit. flextime balances at cessation 85. where any flextime credits are outstanding at cessation of employment with the agency, these will be paid to the employee at ordinary rates. where any flextime debits are outstanding at cessation, these will be recovered from any termination payment. reversion to standard day 86. when an employee has failed to comply with the provisions of flextime, the fair work ombudsman may remove access to flextime provisions for that employee for a specified period and the employee will revert to working the standard day. access to flextime will be restored where the fair work ombudsman is satisfied that the employee will maintain satisfactory attendance patterns. page 13 of 40 unauthorised absences 87. when an employee is absent from work without approval, reasonable efforts will be made to contact the employee and to establish the reason for the unauthorised absence. 88. when an employee is absent from work without approval, all salary and other benefits
fair-work-ombudsman-enterprise-agreement-2019-2022.txt900flextimeflextime balances at cessation 85. where any flextime credits are outstanding at cessation of employment with the agency, these will be paid to the employee at ordinary rates. where any flextime debits are outstanding at cessation, these will be recovered from any termination payment. reversion to standard day 86. when an employee has failed to comply with the provisions of flextime, the fair work ombudsman may remove access to flextime provisions for that employee for a specified period and the employee will revert to working the standard day. access to flextime will be restored where the fair work ombudsman is satisfied that the employee will maintain satisfactory attendance patterns. page 13 of 40 unauthorised absences 87. when an employee is absent from work without approval, reasonable efforts will be made to contact the employee and to establish the reason for the unauthorised absence. 88. when an employee is absent from work without approval, all salary and other benefits provided under this agreement will cease to be available until the employee resumes work or is granted leave.
fair-work-ombudsman-enterprise-agreement-2019-2022.txt903flextimewhere any flextime credits are outstanding at cessation of employment with the agency, these will be paid to the employee at ordinary rates. where any flextime debits are outstanding at cessation, these will be recovered from any termination payment. reversion to standard day 86. when an employee has failed to comply with the provisions of flextime, the fair work ombudsman may remove access to flextime provisions for that employee for a specified period and the employee will revert to working the standard day. access to flextime will be restored where the fair work ombudsman is satisfied that the employee will maintain satisfactory attendance patterns. page 13 of 40 unauthorised absences 87. when an employee is absent from work without approval, reasonable efforts will be made to contact the employee and to establish the reason for the unauthorised absence. 88. when an employee is absent from work without approval, all salary and other benefits provided under this agreement will cease to be available until the employee resumes work or is granted leave. overtime and time off in lieu (toil) aps level 1-6 89.
fair-work-ombudsman-enterprise-agreement-2019-2022.txt904flextimeagency, these will be paid to the employee at ordinary rates. where any flextime debits are outstanding at cessation, these will be recovered from any termination payment. reversion to standard day 86. when an employee has failed to comply with the provisions of flextime, the fair work ombudsman may remove access to flextime provisions for that employee for a specified period and the employee will revert to working the standard day. access to flextime will be restored where the fair work ombudsman is satisfied that the employee will maintain satisfactory attendance patterns. page 13 of 40 unauthorised absences 87. when an employee is absent from work without approval, reasonable efforts will be made to contact the employee and to establish the reason for the unauthorised absence. 88. when an employee is absent from work without approval, all salary and other benefits provided under this agreement will cease to be available until the employee resumes work or is granted leave. overtime and time off in lieu (toil) aps level 1-6 89.
fair-work-ombudsman-enterprise-agreement-2019-2022.txt910flextimewhen an employee has failed to comply with the provisions of flextime, the fair work ombudsman may remove access to flextime provisions for that employee for a specified period and the employee will revert to working the standard day. access to flextime will be restored where the fair work ombudsman is satisfied that the employee will maintain satisfactory attendance patterns. page 13 of 40 unauthorised absences 87. when an employee is absent from work without approval, reasonable efforts will be made to contact the employee and to establish the reason for the unauthorised absence. 88. when an employee is absent from work without approval, all salary and other benefits provided under this agreement will cease to be available until the employee resumes work or is granted leave. overtime and time off in lieu (toil) aps level 1-6 89. on occasion and with provision of reasonable notice, employees may be required to work overtime. aps level 1-6 employees will be entitled to payment of overtime in accordance with paragraph 96 where they are required to perform work and preagreement from their manager has been attained: a. b. c.
fair-work-ombudsman-enterprise-agreement-2019-2022.txt911flextimeombudsman may remove access to flextime provisions for that employee for a specified period and the employee will revert to working the standard day. access to flextime will be restored where the fair work ombudsman is satisfied that the employee will maintain satisfactory attendance patterns. page 13 of 40 unauthorised absences 87. when an employee is absent from work without approval, reasonable efforts will be made to contact the employee and to establish the reason for the unauthorised absence. 88. when an employee is absent from work without approval, all salary and other benefits provided under this agreement will cease to be available until the employee resumes work or is granted leave. overtime and time off in lieu (toil) aps level 1-6 89. on occasion and with provision of reasonable notice, employees may be required to work overtime. aps level 1-6 employees will be entitled to payment of overtime in accordance with paragraph 96 where they are required to perform work and preagreement from their manager has been attained: a. b. c. d.
fair-work-ombudsman-enterprise-agreement-2019-2022.txt911flextime provisionsombudsman may remove access to flextime provisions for that employee for a specified period and the employee will revert to working the standard day. access to flextime will be restored where the fair work ombudsman is satisfied that the employee will maintain satisfactory attendance patterns. page 13 of 40 unauthorised absences 87. when an employee is absent from work without approval, reasonable efforts will be made to contact the employee and to establish the reason for the unauthorised absence. 88. when an employee is absent from work without approval, all salary and other benefits provided under this agreement will cease to be available until the employee resumes work or is granted leave. overtime and time off in lieu (toil) aps level 1-6 89. on occasion and with provision of reasonable notice, employees may be required to work overtime. aps level 1-6 employees will be entitled to payment of overtime in accordance with paragraph 96 where they are required to perform work and preagreement from their manager has been attained: a. b. c. d.
fair-work-ombudsman-enterprise-agreement-2019-2022.txt913flextimeflextime will be restored where the fair work ombudsman is satisfied that the employee will maintain satisfactory attendance patterns. page 13 of 40 unauthorised absences 87. when an employee is absent from work without approval, reasonable efforts will be made to contact the employee and to establish the reason for the unauthorised absence. 88. when an employee is absent from work without approval, all salary and other benefits provided under this agreement will cease to be available until the employee resumes work or is granted leave. overtime and time off in lieu (toil) aps level 1-6 89. on occasion and with provision of reasonable notice, employees may be required to work overtime. aps level 1-6 employees will be entitled to payment of overtime in accordance with paragraph 96 where they are required to perform work and preagreement from their manager has been attained: a. b. c. d. outside the bandwidth (except when travelling, refer to paragraph 50)
fair-work-ombudsman-enterprise-agreement-2019-2022.txt930overtimeovertime and time off in lieu (toil) aps level 1-6 89. on occasion and with provision of reasonable notice, employees may be required to work overtime. aps level 1-6 employees will be entitled to payment of overtime in accordance with paragraph 96 where they are required to perform work and preagreement from their manager has been attained: a. b. c. d. outside the bandwidth (except when travelling, refer to paragraph 50) on a public holiday in excess of 10 hours on any one day or outside a part-time employee’s ordinary hours of work. 90. in exceptional circumstances, where an employee is directed to work overtime, the fair work ombudsman may approve access to overtime for all work performed outside the ordinary hours (plus any additional hours, if relevant) on any one day. 91. an employee may elect to take toil at the equivalent overtime rate instead of payment of overtime as calculated according to paragraph 96. executive level 92.
fair-work-ombudsman-enterprise-agreement-2019-2022.txt935overtimework overtime. aps level 1-6 employees will be entitled to payment of overtime in accordance with paragraph 96 where they are required to perform work and preagreement from their manager has been attained: a. b. c. d. outside the bandwidth (except when travelling, refer to paragraph 50) on a public holiday in excess of 10 hours on any one day or outside a part-time employee’s ordinary hours of work. 90. in exceptional circumstances, where an employee is directed to work overtime, the fair work ombudsman may approve access to overtime for all work performed outside the ordinary hours (plus any additional hours, if relevant) on any one day. 91. an employee may elect to take toil at the equivalent overtime rate instead of payment of overtime as calculated according to paragraph 96. executive level 92. executive level employees often have extra, irregular and non-ongoing demands placed upon them, including working beyond ordinary hours. their remuneration recognises the additional demands which may be placed upon them.
fair-work-ombudsman-enterprise-agreement-2019-2022.txt942traveloutside the bandwidth (except when travelling, refer to paragraph 50) on a public holiday in excess of 10 hours on any one day or outside a part-time employee’s ordinary hours of work. 90. in exceptional circumstances, where an employee is directed to work overtime, the fair work ombudsman may approve access to overtime for all work performed outside the ordinary hours (plus any additional hours, if relevant) on any one day. 91. an employee may elect to take toil at the equivalent overtime rate instead of payment of overtime as calculated according to paragraph 96. executive level 92. executive level employees often have extra, irregular and non-ongoing demands placed upon them, including working beyond ordinary hours. their remuneration recognises the additional demands which may be placed upon them. 93. where an executive level employee has been required to work substantially in excess of ordinary hours, the fair work ombudsman may provide reasonable time off in lieu for hours worked. this will not normally be on an hour-for-hour basis. 94.
fair-work-ombudsman-enterprise-agreement-2019-2022.txt942bandwidthoutside the bandwidth (except when travelling, refer to paragraph 50) on a public holiday in excess of 10 hours on any one day or outside a part-time employee’s ordinary hours of work. 90. in exceptional circumstances, where an employee is directed to work overtime, the fair work ombudsman may approve access to overtime for all work performed outside the ordinary hours (plus any additional hours, if relevant) on any one day. 91. an employee may elect to take toil at the equivalent overtime rate instead of payment of overtime as calculated according to paragraph 96. executive level 92. executive level employees often have extra, irregular and non-ongoing demands placed upon them, including working beyond ordinary hours. their remuneration recognises the additional demands which may be placed upon them. 93. where an executive level employee has been required to work substantially in excess of ordinary hours, the fair work ombudsman may provide reasonable time off in lieu for hours worked. this will not normally be on an hour-for-hour basis. 94.
fair-work-ombudsman-enterprise-agreement-2019-2022.txt949overtimein exceptional circumstances, where an employee is directed to work overtime, the fair work ombudsman may approve access to overtime for all work performed outside the ordinary hours (plus any additional hours, if relevant) on any one day. 91. an employee may elect to take toil at the equivalent overtime rate instead of payment of overtime as calculated according to paragraph 96. executive level 92. executive level employees often have extra, irregular and non-ongoing demands placed upon them, including working beyond ordinary hours. their remuneration recognises the additional demands which may be placed upon them. 93. where an executive level employee has been required to work substantially in excess of ordinary hours, the fair work ombudsman may provide reasonable time off in lieu for hours worked. this will not normally be on an hour-for-hour basis. 94. executive level employees are not generally entitled to overtime. however, the fair work ombudsman may approve overtime payments for excess hours worked in exceptional circumstances. part-time employees 95.
fair-work-ombudsman-enterprise-agreement-2019-2022.txt950overtimework ombudsman may approve access to overtime for all work performed outside the ordinary hours (plus any additional hours, if relevant) on any one day. 91. an employee may elect to take toil at the equivalent overtime rate instead of payment of overtime as calculated according to paragraph 96. executive level 92. executive level employees often have extra, irregular and non-ongoing demands placed upon them, including working beyond ordinary hours. their remuneration recognises the additional demands which may be placed upon them. 93. where an executive level employee has been required to work substantially in excess of ordinary hours, the fair work ombudsman may provide reasonable time off in lieu for hours worked. this will not normally be on an hour-for-hour basis. 94. executive level employees are not generally entitled to overtime. however, the fair work ombudsman may approve overtime payments for excess hours worked in exceptional circumstances. part-time employees 95.
fair-work-ombudsman-enterprise-agreement-2019-2022.txt955overtimean employee may elect to take toil at the equivalent overtime rate instead of payment of overtime as calculated according to paragraph 96. executive level 92. executive level employees often have extra, irregular and non-ongoing demands placed upon them, including working beyond ordinary hours. their remuneration recognises the additional demands which may be placed upon them. 93. where an executive level employee has been required to work substantially in excess of ordinary hours, the fair work ombudsman may provide reasonable time off in lieu for hours worked. this will not normally be on an hour-for-hour basis. 94. executive level employees are not generally entitled to overtime. however, the fair work ombudsman may approve overtime payments for excess hours worked in exceptional circumstances. part-time employees 95. a part-time employee directed to perform work in excess of the agreed hours of duty over the settlement period and who has not elected to receive flextime for such will be eligible for overtime in accordance with paragraphs 89 to 91 and 94. calculation
fair-work-ombudsman-enterprise-agreement-2019-2022.txt956overtimepayment of overtime as calculated according to paragraph 96. executive level 92. executive level employees often have extra, irregular and non-ongoing demands placed upon them, including working beyond ordinary hours. their remuneration recognises the additional demands which may be placed upon them. 93. where an executive level employee has been required to work substantially in excess of ordinary hours, the fair work ombudsman may provide reasonable time off in lieu for hours worked. this will not normally be on an hour-for-hour basis. 94. executive level employees are not generally entitled to overtime. however, the fair work ombudsman may approve overtime payments for excess hours worked in exceptional circumstances. part-time employees 95. a part-time employee directed to perform work in excess of the agreed hours of duty over the settlement period and who has not elected to receive flextime for such will be eligible for overtime in accordance with paragraphs 89 to 91 and 94. calculation 96.
fair-work-ombudsman-enterprise-agreement-2019-2022.txt973overtimeexecutive level employees are not generally entitled to overtime. however, the fair work ombudsman may approve overtime payments for excess hours worked in exceptional circumstances. part-time employees 95. a part-time employee directed to perform work in excess of the agreed hours of duty over the settlement period and who has not elected to receive flextime for such will be eligible for overtime in accordance with paragraphs 89 to 91 and 94. calculation 96. overtime is calculated at the following rates: monday to saturday time and one half for the first three hours each day, and double time thereafter sunday double time public holidays double time and one half page 14 of 40
fair-work-ombudsman-enterprise-agreement-2019-2022.txt974overtimework ombudsman may approve overtime payments for excess hours worked in exceptional circumstances. part-time employees 95. a part-time employee directed to perform work in excess of the agreed hours of duty over the settlement period and who has not elected to receive flextime for such will be eligible for overtime in accordance with paragraphs 89 to 91 and 94. calculation 96. overtime is calculated at the following rates: monday to saturday time and one half for the first three hours each day, and double time thereafter sunday double time public holidays double time and one half page 14 of 40 non-continuous duty
fair-work-ombudsman-enterprise-agreement-2019-2022.txt981flextimeover the settlement period and who has not elected to receive flextime for such will be eligible for overtime in accordance with paragraphs 89 to 91 and 94. calculation 96. overtime is calculated at the following rates: monday to saturday time and one half for the first three hours each day, and double time thereafter sunday double time public holidays double time and one half page 14 of 40 non-continuous duty 97. where a period of overtime is not continuous with ordinary duty, the minimum overtime payment is four hours at the relevant rate. where the period of overtime is greater than four hours, payment will be made for the actual period worked at the relevant rate. continuous duty
fair-work-ombudsman-enterprise-agreement-2019-2022.txt982overtimeeligible for overtime in accordance with paragraphs 89 to 91 and 94. calculation 96. overtime is calculated at the following rates: monday to saturday time and one half for the first three hours each day, and double time thereafter sunday double time public holidays double time and one half page 14 of 40 non-continuous duty 97. where a period of overtime is not continuous with ordinary duty, the minimum overtime payment is four hours at the relevant rate. where the period of overtime is greater than four hours, payment will be made for the actual period worked at the relevant rate. continuous duty 98.
fair-work-ombudsman-enterprise-agreement-2019-2022.txt987overtimeovertime is calculated at the following rates: monday to saturday time and one half for the first three hours each day, and double time thereafter sunday double time public holidays double time and one half page 14 of 40 non-continuous duty 97. where a period of overtime is not continuous with ordinary duty, the minimum overtime payment is four hours at the relevant rate. where the period of overtime is greater than four hours, payment will be made for the actual period worked at the relevant rate. continuous duty 98. overtime is considered to be continuous with ordinary duty when an employee does not have a break, other than a meal break, between the periods of ordinary duty and overtime.
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1006overtimewhere a period of overtime is not continuous with ordinary duty, the minimum overtime payment is four hours at the relevant rate. where the period of overtime is greater than four hours, payment will be made for the actual period worked at the relevant rate. continuous duty 98. overtime is considered to be continuous with ordinary duty when an employee does not have a break, other than a meal break, between the periods of ordinary duty and overtime. call in allowance 99. an employee, up to and including an executive level 1 employee, who is called to work to meet an emergency outside the ordinary (or agreed) bandwidth will be paid at double time for the period of work and any time necessarily spent in travelling to and from the work site. the minimum payment for such work will be two hours at double time. meal allowance 100. where an employee is directed to work overtime for a continuous period to the completion of or beyond a meal period, they will be paid a meal allowance of $22.05. an employee who performs overtime at home is not eligible for a meal allowance. public holidays 101. employees, other than casuals, will be entitled to the following public holidays without loss of pay: a. b.
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1007overtimepayment is four hours at the relevant rate. where the period of overtime is greater than four hours, payment will be made for the actual period worked at the relevant rate. continuous duty 98. overtime is considered to be continuous with ordinary duty when an employee does not have a break, other than a meal break, between the periods of ordinary duty and overtime. call in allowance 99. an employee, up to and including an executive level 1 employee, who is called to work to meet an emergency outside the ordinary (or agreed) bandwidth will be paid at double time for the period of work and any time necessarily spent in travelling to and from the work site. the minimum payment for such work will be two hours at double time. meal allowance 100. where an employee is directed to work overtime for a continuous period to the completion of or beyond a meal period, they will be paid a meal allowance of $22.05. an employee who performs overtime at home is not eligible for a meal allowance. public holidays 101. employees, other than casuals, will be entitled to the following public holidays without loss of pay: a. b. c.
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1013overtimeovertime is considered to be continuous with ordinary duty when an employee does not have a break, other than a meal break, between the periods of ordinary duty and overtime. call in allowance 99. an employee, up to and including an executive level 1 employee, who is called to work to meet an emergency outside the ordinary (or agreed) bandwidth will be paid at double time for the period of work and any time necessarily spent in travelling to and from the work site. the minimum payment for such work will be two hours at double time. meal allowance 100. where an employee is directed to work overtime for a continuous period to the completion of or beyond a meal period, they will be paid a meal allowance of $22.05. an employee who performs overtime at home is not eligible for a meal allowance. public holidays 101. employees, other than casuals, will be entitled to the following public holidays without loss of pay: a. b. c. d. e. f. new year’s day (1 january) australia day (26 january)
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1015overtimeovertime. call in allowance 99. an employee, up to and including an executive level 1 employee, who is called to work to meet an emergency outside the ordinary (or agreed) bandwidth will be paid at double time for the period of work and any time necessarily spent in travelling to and from the work site. the minimum payment for such work will be two hours at double time. meal allowance 100. where an employee is directed to work overtime for a continuous period to the completion of or beyond a meal period, they will be paid a meal allowance of $22.05. an employee who performs overtime at home is not eligible for a meal allowance. public holidays 101. employees, other than casuals, will be entitled to the following public holidays without loss of pay: a. b. c. d. e. f. new year’s day (1 january) australia day (26 january) good friday easter monday
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1021bandwidthwork to meet an emergency outside the ordinary (or agreed) bandwidth will be paid at double time for the period of work and any time necessarily spent in travelling to and from the work site. the minimum payment for such work will be two hours at double time. meal allowance 100. where an employee is directed to work overtime for a continuous period to the completion of or beyond a meal period, they will be paid a meal allowance of $22.05. an employee who performs overtime at home is not eligible for a meal allowance. public holidays 101. employees, other than casuals, will be entitled to the following public holidays without loss of pay: a. b. c. d. e. f. new year’s day (1 january) australia day (26 january) good friday easter monday anzac day (25 april) the queen’s birthday holiday (on the day on which it is celebrated in a state or territory or a region of a state or territory) g. christmas day (25 december) h. boxing day (26 december) i. any other day, or part-day, declared or prescribed by or under a law of a state
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1022traveldouble time for the period of work and any time necessarily spent in travelling to and from the work site. the minimum payment for such work will be two hours at double time. meal allowance 100. where an employee is directed to work overtime for a continuous period to the completion of or beyond a meal period, they will be paid a meal allowance of $22.05. an employee who performs overtime at home is not eligible for a meal allowance. public holidays 101. employees, other than casuals, will be entitled to the following public holidays without loss of pay: a. b. c. d. e. f. new year’s day (1 january) australia day (26 january) good friday easter monday anzac day (25 april) the queen’s birthday holiday (on the day on which it is celebrated in a state or territory or a region of a state or territory) g. christmas day (25 december) h. boxing day (26 december) i. any other day, or part-day, declared or prescribed by or under a law of a state or territory to be observed generally within the state or territory, or a region of
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1027overtime100. where an employee is directed to work overtime for a continuous period to the completion of or beyond a meal period, they will be paid a meal allowance of $22.05. an employee who performs overtime at home is not eligible for a meal allowance. public holidays 101. employees, other than casuals, will be entitled to the following public holidays without loss of pay: a. b. c. d. e. f. new year’s day (1 january) australia day (26 january) good friday easter monday anzac day (25 april) the queen’s birthday holiday (on the day on which it is celebrated in a state or territory or a region of a state or territory) g. christmas day (25 december) h. boxing day (26 december) i. any other day, or part-day, declared or prescribed by or under a law of a state or territory to be observed generally within the state or territory, or a region of the state or territory, as a public holiday, other than a day or part-day, or a kind of day or part-day, that is excluded by the fair work regulations from counting as a public holiday. 102. if, under a state or territory law, a day or part-day is substituted for one of the public holidays listed above, then the substituted day or part-day is the public holiday.
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1029overtimean employee who performs overtime at home is not eligible for a meal allowance. public holidays 101. employees, other than casuals, will be entitled to the following public holidays without loss of pay: a. b. c. d. e. f. new year’s day (1 january) australia day (26 january) good friday easter monday anzac day (25 april) the queen’s birthday holiday (on the day on which it is celebrated in a state or territory or a region of a state or territory) g. christmas day (25 december) h. boxing day (26 december) i. any other day, or part-day, declared or prescribed by or under a law of a state or territory to be observed generally within the state or territory, or a region of the state or territory, as a public holiday, other than a day or part-day, or a kind of day or part-day, that is excluded by the fair work regulations from counting as a public holiday. 102. if, under a state or territory law, a day or part-day is substituted for one of the public holidays listed above, then the substituted day or part-day is the public holiday. 103. the fair work ombudsman and an employee may agree on the substitution of a day or part-day that would otherwise be a public holiday, having regard to operational
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1065overtimeovertime or toil, which will be calculated at double time and one half in accordance with paragraphs 89 to 98. page 15 of 40 106. where a public holiday occurs in a period of annual or personal/carer’s leave, the public holiday will not be deducted from the employee’s annual or personal/carer’s leave credits respectively. 107. where an employee is on a period of leave without pay and a public holiday occurs, the employee will not be entitled to payment for the public holiday. 108. if under a law of a state or territory every sunday is declared or prescribed by or under that law to be a public holiday, there is no entitlement to receive payment as a public holiday if the employee would have worked, or does perform work, on that day. in these circumstances, payment will only be made at the public holiday rate of pay if the employee performs work on that day, and the sunday would otherwise be a public holiday under paragraph 101 a to i. 109. if under a law of a state or territory easter tuesday is declared or prescribed by or under that law to be a public holiday, there is no entitlement to receive payment as a public holiday if the employee would have worked, or does perform work, on that day. make up time for substituted day 110. where an employee cannot work on the day for which a substituted holiday has been granted, they will make up that time through mutual agreement with their manager, without entitlement to payment for overtime. annual closedown 111. employees will be provided paid time off from 12.30 pm on the working day immediately prior to christmas day and for the days between christmas and new year’s day which would otherwise be working days. if an employee agrees to work following a call for volunteers over this period, for days other than public holidays, they
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1088overtimewithout entitlement to payment for overtime. annual closedown 111. employees will be provided paid time off from 12.30 pm on the working day immediately prior to christmas day and for the days between christmas and new year’s day which would otherwise be working days. if an employee agrees to work following a call for volunteers over this period, for days other than public holidays, they will be provided with toil to be taken at an alternative time convenient to the employee and agreed with their manager. if an employee is directed to work, overtime will apply in accordance with paragraphs 89 to 98. 112. if an employee elects to work on the next normal working day after the boxing day holiday (previously known as the public service holiday), an employee may elect to receive toil or payment of overtime in accordance with paragraphs 89 to 98. 113. part-time employees normally not working on the days of the week on which the annual closedown occurs will not be entitled to alternative time off duty. part g – leave annual leave 114. full-time employees are entitled to four weeks of paid annual leave per year of service. 115. part-time employees are entitled to paid annual leave on a pro rata basis. 116. casual employees are not entitled to paid annual leave. 117. an employee must obtain their manager’s approval prior to taking any annual leave. requests for annual leave will not be unreasonably refused. 118. where an employee accrues in excess of eight weeks paid annual leave, the fair work ombudsman may, after providing at least four weeks’ notice, direct the employee to take up to two weeks of paid annual leave. 119. the fair work ombudsman will not direct an employee to take leave where the employee agrees to appropriate arrangements to reduce the leave balance within an agreed timeframe.
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1096overtimeemployee and agreed with their manager. if an employee is directed to work, overtime will apply in accordance with paragraphs 89 to 98. 112. if an employee elects to work on the next normal working day after the boxing day holiday (previously known as the public service holiday), an employee may elect to receive toil or payment of overtime in accordance with paragraphs 89 to 98. 113. part-time employees normally not working on the days of the week on which the annual closedown occurs will not be entitled to alternative time off duty. part g – leave annual leave 114. full-time employees are entitled to four weeks of paid annual leave per year of service. 115. part-time employees are entitled to paid annual leave on a pro rata basis. 116. casual employees are not entitled to paid annual leave. 117. an employee must obtain their manager’s approval prior to taking any annual leave. requests for annual leave will not be unreasonably refused. 118. where an employee accrues in excess of eight weeks paid annual leave, the fair work ombudsman may, after providing at least four weeks’ notice, direct the employee to take up to two weeks of paid annual leave. 119. the fair work ombudsman will not direct an employee to take leave where the employee agrees to appropriate arrangements to reduce the leave balance within an agreed timeframe. page 16 of 40 120. employees may take annual leave at either full or half pay. where an employee takes annual leave at half pay, annual leave credits will be deducted for half the duration of the leave. 121. on separation from the aps, the employee will be paid in lieu of any unused leave credits in accordance with the fw act and long service leave (commonwealth employees) act 1976.
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1100overtimereceive toil or payment of overtime in accordance with paragraphs 89 to 98. 113. part-time employees normally not working on the days of the week on which the annual closedown occurs will not be entitled to alternative time off duty. part g – leave annual leave 114. full-time employees are entitled to four weeks of paid annual leave per year of service. 115. part-time employees are entitled to paid annual leave on a pro rata basis. 116. casual employees are not entitled to paid annual leave. 117. an employee must obtain their manager’s approval prior to taking any annual leave. requests for annual leave will not be unreasonably refused. 118. where an employee accrues in excess of eight weeks paid annual leave, the fair work ombudsman may, after providing at least four weeks’ notice, direct the employee to take up to two weeks of paid annual leave. 119. the fair work ombudsman will not direct an employee to take leave where the employee agrees to appropriate arrangements to reduce the leave balance within an agreed timeframe. page 16 of 40 120. employees may take annual leave at either full or half pay. where an employee takes annual leave at half pay, annual leave credits will be deducted for half the duration of the leave. 121. on separation from the aps, the employee will be paid in lieu of any unused leave credits in accordance with the fw act and long service leave (commonwealth employees) act 1976. annual leave cash out 122. an employee may cash out accrued annual leave subject to the following conditions: a. the employee must have at least four weeks annual leave remaining
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1124long service leavecredits in accordance with the fw act and long service leave (commonwealth employees) act 1976. annual leave cash out 122. an employee may cash out accrued annual leave subject to the following conditions: a. the employee must have at least four weeks annual leave remaining b. the employee has taken a minimum of five days annual leave during the last twelve month period, and c. the fair work ombudsman and the employee must make a separate agreement in writing for each cashing out of a particular amount of annual leave. 123. where an employee cashes out accrued annual leave they will be paid at least the full amount that would have been payable to the employee had the employee taken the leave. personal/carer’s leave 124. an employee may access paid personal/carer’s leave in the following circumstances: a. where the employee is not fit for work due to personal illness or injury affecting the employee or b. to provide care or support to a member of the employee’s immediate family, or a member of the employee’s household, who requires care or support because of: i. ii. a personal illness, or personal injury affecting the member or an unexpected emergency affecting the member. 125. employees will be entitled to 18 days paid personal leave for every 12 months of service. personal/carer’s leave will accrue progressively and be credited on a monthly
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1201parental leaveleave types as provided by the nes (excluding parental leave) during a period of annual or long service leave if acceptable evidence is provided. annual leave will be re-credited to the extent of any other leave granted. 139. long service leave will only be re-credited for full days of leave. an employee is unable to access personal/carer’s leave while on paid supporting partner/paternity leave. unpaid carer’s leave 140. an employee, including a casual employee, is entitled to two days of unpaid carer’s leave for each occasion (a permissible occasion) when a member of the employee’s immediate family, or a member of the employee’s household, requires care or support because of: a. a personal illness, or personal injury, affecting the member or b. an unexpected emergency affecting the member. 141. an employee may take unpaid carer’s leave for a particular permissible occasion as a single continuous period of up to two days or any separate periods to which the employee and the fair work ombudsman agree. 142. an employee cannot take unpaid carer’s leave during a particular period if the employee could instead take paid personal/carer’s leave. 143. the fair work ombudsman may require the employee to provide evidence in support of the request for unpaid carer’s leave. medical evidence from registered health practitioners will be accepted for the purpose of caring responsibilities due to illness or injury. where it is not reasonably practicable to provide medical evidence from a registered health practitioner, a statutory declaration signed by the employee will be accepted. page 18 of 40 compassionate leave 144. a full-time or part-time employee may take three days paid compassionate leave on each occasion that a member of their family or household:
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1202long service leaveannual or long service leave if acceptable evidence is provided. annual leave will be re-credited to the extent of any other leave granted. 139. long service leave will only be re-credited for full days of leave. an employee is unable to access personal/carer’s leave while on paid supporting partner/paternity leave. unpaid carer’s leave 140. an employee, including a casual employee, is entitled to two days of unpaid carer’s leave for each occasion (a permissible occasion) when a member of the employee’s immediate family, or a member of the employee’s household, requires care or support because of: a. a personal illness, or personal injury, affecting the member or b. an unexpected emergency affecting the member. 141. an employee may take unpaid carer’s leave for a particular permissible occasion as a single continuous period of up to two days or any separate periods to which the employee and the fair work ombudsman agree. 142. an employee cannot take unpaid carer’s leave during a particular period if the employee could instead take paid personal/carer’s leave. 143. the fair work ombudsman may require the employee to provide evidence in support of the request for unpaid carer’s leave. medical evidence from registered health practitioners will be accepted for the purpose of caring responsibilities due to illness or injury. where it is not reasonably practicable to provide medical evidence from a registered health practitioner, a statutory declaration signed by the employee will be accepted. page 18 of 40 compassionate leave 144. a full-time or part-time employee may take three days paid compassionate leave on each occasion that a member of their family or household: a. contracts or develops a personal illness that poses a serious threat to his or
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1204long service leave139. long service leave will only be re-credited for full days of leave. an employee is unable to access personal/carer’s leave while on paid supporting partner/paternity leave. unpaid carer’s leave 140. an employee, including a casual employee, is entitled to two days of unpaid carer’s leave for each occasion (a permissible occasion) when a member of the employee’s immediate family, or a member of the employee’s household, requires care or support because of: a. a personal illness, or personal injury, affecting the member or b. an unexpected emergency affecting the member. 141. an employee may take unpaid carer’s leave for a particular permissible occasion as a single continuous period of up to two days or any separate periods to which the employee and the fair work ombudsman agree. 142. an employee cannot take unpaid carer’s leave during a particular period if the employee could instead take paid personal/carer’s leave. 143. the fair work ombudsman may require the employee to provide evidence in support of the request for unpaid carer’s leave. medical evidence from registered health practitioners will be accepted for the purpose of caring responsibilities due to illness or injury. where it is not reasonably practicable to provide medical evidence from a registered health practitioner, a statutory declaration signed by the employee will be accepted. page 18 of 40 compassionate leave 144. a full-time or part-time employee may take three days paid compassionate leave on each occasion that a member of their family or household: a. contracts or develops a personal illness that poses a serious threat to his or her life or b. sustains a personal injury that poses a serious threat to his or her life or
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1205paternity leaveto access personal/carer’s leave while on paid supporting partner/paternity leave. unpaid carer’s leave 140. an employee, including a casual employee, is entitled to two days of unpaid carer’s leave for each occasion (a permissible occasion) when a member of the employee’s immediate family, or a member of the employee’s household, requires care or support because of: a. a personal illness, or personal injury, affecting the member or b. an unexpected emergency affecting the member. 141. an employee may take unpaid carer’s leave for a particular permissible occasion as a single continuous period of up to two days or any separate periods to which the employee and the fair work ombudsman agree. 142. an employee cannot take unpaid carer’s leave during a particular period if the employee could instead take paid personal/carer’s leave. 143. the fair work ombudsman may require the employee to provide evidence in support of the request for unpaid carer’s leave. medical evidence from registered health practitioners will be accepted for the purpose of caring responsibilities due to illness or injury. where it is not reasonably practicable to provide medical evidence from a registered health practitioner, a statutory declaration signed by the employee will be accepted. page 18 of 40 compassionate leave 144. a full-time or part-time employee may take three days paid compassionate leave on each occasion that a member of their family or household: a. contracts or develops a personal illness that poses a serious threat to his or her life or b. sustains a personal injury that poses a serious threat to his or her life or c. dies.
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1247long service leavelong service leave 149. long service leave will accrue and be available to eligible employees in accordance with the long service leave (commonwealth employees) act 1976. 150. long service leave will only be granted for a minimum period of seven consecutive calendar days at full pay or 14 consecutive calendar days at half pay with the granting of such leave subject to operational requirements. 151. periods of long service leave cannot be broken by any other leave including absences on flextime, except as provided for by legislation. parental leave maternity leave 152. employees covered by this agreement may be entitled to up to 12 weeks paid maternity leave in accordance with the maternity leave (commonwealth employees) act 1973. 153. employees may elect to have the payment for this leave spread over a maximum of 24 weeks at a rate no less than half normal salary. where payment is spread over a longer period, a maximum of 12 weeks of the leave period will count as service. the other weeks that do not count as service do not break the employee’s continuous service with the agency. additional paid maternity leave 154. employees are entitled to take an additional four weeks paid leave to be taken immediately following the paid period of maternity leave provided for under the maternity leave (commonwealth employees) act 1973. the additional four weeks paid maternity leave will count as service for all purposes. 155. the fair work ombudsman will approve an employee’s request to have the payment for this leave spread over a maximum of eight weeks at a rate no less than half normal salary. where payment is spread over a longer period, a maximum of four weeks of the leave period will count as service. the other weeks that do not count as service do not break the employees’ continuous service with the agency.
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1248long service leave149. long service leave will accrue and be available to eligible employees in accordance with the long service leave (commonwealth employees) act 1976. 150. long service leave will only be granted for a minimum period of seven consecutive calendar days at full pay or 14 consecutive calendar days at half pay with the granting of such leave subject to operational requirements. 151. periods of long service leave cannot be broken by any other leave including absences on flextime, except as provided for by legislation. parental leave maternity leave 152. employees covered by this agreement may be entitled to up to 12 weeks paid maternity leave in accordance with the maternity leave (commonwealth employees) act 1973. 153. employees may elect to have the payment for this leave spread over a maximum of 24 weeks at a rate no less than half normal salary. where payment is spread over a longer period, a maximum of 12 weeks of the leave period will count as service. the other weeks that do not count as service do not break the employee’s continuous service with the agency. additional paid maternity leave 154. employees are entitled to take an additional four weeks paid leave to be taken immediately following the paid period of maternity leave provided for under the maternity leave (commonwealth employees) act 1973. the additional four weeks paid maternity leave will count as service for all purposes. 155. the fair work ombudsman will approve an employee’s request to have the payment for this leave spread over a maximum of eight weeks at a rate no less than half normal salary. where payment is spread over a longer period, a maximum of four weeks of the leave period will count as service. the other weeks that do not count as service do not break the employees’ continuous service with the agency. page 19 of 40
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1249long service leavewith the long service leave (commonwealth employees) act 1976. 150. long service leave will only be granted for a minimum period of seven consecutive calendar days at full pay or 14 consecutive calendar days at half pay with the granting of such leave subject to operational requirements. 151. periods of long service leave cannot be broken by any other leave including absences on flextime, except as provided for by legislation. parental leave maternity leave 152. employees covered by this agreement may be entitled to up to 12 weeks paid maternity leave in accordance with the maternity leave (commonwealth employees) act 1973. 153. employees may elect to have the payment for this leave spread over a maximum of 24 weeks at a rate no less than half normal salary. where payment is spread over a longer period, a maximum of 12 weeks of the leave period will count as service. the other weeks that do not count as service do not break the employee’s continuous service with the agency. additional paid maternity leave 154. employees are entitled to take an additional four weeks paid leave to be taken immediately following the paid period of maternity leave provided for under the maternity leave (commonwealth employees) act 1973. the additional four weeks paid maternity leave will count as service for all purposes. 155. the fair work ombudsman will approve an employee’s request to have the payment for this leave spread over a maximum of eight weeks at a rate no less than half normal salary. where payment is spread over a longer period, a maximum of four weeks of the leave period will count as service. the other weeks that do not count as service do not break the employees’ continuous service with the agency. page 19 of 40
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1250long service leave150. long service leave will only be granted for a minimum period of seven consecutive calendar days at full pay or 14 consecutive calendar days at half pay with the granting of such leave subject to operational requirements. 151. periods of long service leave cannot be broken by any other leave including absences on flextime, except as provided for by legislation. parental leave maternity leave 152. employees covered by this agreement may be entitled to up to 12 weeks paid maternity leave in accordance with the maternity leave (commonwealth employees) act 1973. 153. employees may elect to have the payment for this leave spread over a maximum of 24 weeks at a rate no less than half normal salary. where payment is spread over a longer period, a maximum of 12 weeks of the leave period will count as service. the other weeks that do not count as service do not break the employee’s continuous service with the agency. additional paid maternity leave 154. employees are entitled to take an additional four weeks paid leave to be taken immediately following the paid period of maternity leave provided for under the maternity leave (commonwealth employees) act 1973. the additional four weeks paid maternity leave will count as service for all purposes. 155. the fair work ombudsman will approve an employee’s request to have the payment for this leave spread over a maximum of eight weeks at a rate no less than half normal salary. where payment is spread over a longer period, a maximum of four weeks of the leave period will count as service. the other weeks that do not count as service do not break the employees’ continuous service with the agency. page 19 of 40 lactation breaks
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1253long service leave151. periods of long service leave cannot be broken by any other leave including absences on flextime, except as provided for by legislation. parental leave maternity leave 152. employees covered by this agreement may be entitled to up to 12 weeks paid maternity leave in accordance with the maternity leave (commonwealth employees) act 1973. 153. employees may elect to have the payment for this leave spread over a maximum of 24 weeks at a rate no less than half normal salary. where payment is spread over a longer period, a maximum of 12 weeks of the leave period will count as service. the other weeks that do not count as service do not break the employee’s continuous service with the agency. additional paid maternity leave 154. employees are entitled to take an additional four weeks paid leave to be taken immediately following the paid period of maternity leave provided for under the maternity leave (commonwealth employees) act 1973. the additional four weeks paid maternity leave will count as service for all purposes. 155. the fair work ombudsman will approve an employee’s request to have the payment for this leave spread over a maximum of eight weeks at a rate no less than half normal salary. where payment is spread over a longer period, a maximum of four weeks of the leave period will count as service. the other weeks that do not count as service do not break the employees’ continuous service with the agency. page 19 of 40 lactation breaks 156. an employee returning to work from maternity leave will also be supported through the provision of paid lactation breaks.
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1254flextimeon flextime, except as provided for by legislation. parental leave maternity leave 152. employees covered by this agreement may be entitled to up to 12 weeks paid maternity leave in accordance with the maternity leave (commonwealth employees) act 1973. 153. employees may elect to have the payment for this leave spread over a maximum of 24 weeks at a rate no less than half normal salary. where payment is spread over a longer period, a maximum of 12 weeks of the leave period will count as service. the other weeks that do not count as service do not break the employee’s continuous service with the agency. additional paid maternity leave 154. employees are entitled to take an additional four weeks paid leave to be taken immediately following the paid period of maternity leave provided for under the maternity leave (commonwealth employees) act 1973. the additional four weeks paid maternity leave will count as service for all purposes. 155. the fair work ombudsman will approve an employee’s request to have the payment for this leave spread over a maximum of eight weeks at a rate no less than half normal salary. where payment is spread over a longer period, a maximum of four weeks of the leave period will count as service. the other weeks that do not count as service do not break the employees’ continuous service with the agency. page 19 of 40 lactation breaks 156. an employee returning to work from maternity leave will also be supported through the provision of paid lactation breaks. primary caregiver’s leave
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1256parental leaveparental leave maternity leave 152. employees covered by this agreement may be entitled to up to 12 weeks paid maternity leave in accordance with the maternity leave (commonwealth employees) act 1973. 153. employees may elect to have the payment for this leave spread over a maximum of 24 weeks at a rate no less than half normal salary. where payment is spread over a longer period, a maximum of 12 weeks of the leave period will count as service. the other weeks that do not count as service do not break the employee’s continuous service with the agency. additional paid maternity leave 154. employees are entitled to take an additional four weeks paid leave to be taken immediately following the paid period of maternity leave provided for under the maternity leave (commonwealth employees) act 1973. the additional four weeks paid maternity leave will count as service for all purposes. 155. the fair work ombudsman will approve an employee’s request to have the payment for this leave spread over a maximum of eight weeks at a rate no less than half normal salary. where payment is spread over a longer period, a maximum of four weeks of the leave period will count as service. the other weeks that do not count as service do not break the employees’ continuous service with the agency. page 19 of 40 lactation breaks 156. an employee returning to work from maternity leave will also be supported through the provision of paid lactation breaks. primary caregiver’s leave 157. primary caregiver means an ongoing employee with at least 12 months continuous service in the aps who:
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1257maternity leavematernity leave 152. employees covered by this agreement may be entitled to up to 12 weeks paid maternity leave in accordance with the maternity leave (commonwealth employees) act 1973. 153. employees may elect to have the payment for this leave spread over a maximum of 24 weeks at a rate no less than half normal salary. where payment is spread over a longer period, a maximum of 12 weeks of the leave period will count as service. the other weeks that do not count as service do not break the employee’s continuous service with the agency. additional paid maternity leave 154. employees are entitled to take an additional four weeks paid leave to be taken immediately following the paid period of maternity leave provided for under the maternity leave (commonwealth employees) act 1973. the additional four weeks paid maternity leave will count as service for all purposes. 155. the fair work ombudsman will approve an employee’s request to have the payment for this leave spread over a maximum of eight weeks at a rate no less than half normal salary. where payment is spread over a longer period, a maximum of four weeks of the leave period will count as service. the other weeks that do not count as service do not break the employees’ continuous service with the agency. page 19 of 40 lactation breaks 156. an employee returning to work from maternity leave will also be supported through the provision of paid lactation breaks. primary caregiver’s leave 157. primary caregiver means an ongoing employee with at least 12 months continuous service in the aps who: a. is the partner of a parent who has given birth, and
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1259maternity leavematernity leave in accordance with the maternity leave (commonwealth employees) act 1973. 153. employees may elect to have the payment for this leave spread over a maximum of 24 weeks at a rate no less than half normal salary. where payment is spread over a longer period, a maximum of 12 weeks of the leave period will count as service. the other weeks that do not count as service do not break the employee’s continuous service with the agency. additional paid maternity leave 154. employees are entitled to take an additional four weeks paid leave to be taken immediately following the paid period of maternity leave provided for under the maternity leave (commonwealth employees) act 1973. the additional four weeks paid maternity leave will count as service for all purposes. 155. the fair work ombudsman will approve an employee’s request to have the payment for this leave spread over a maximum of eight weeks at a rate no less than half normal salary. where payment is spread over a longer period, a maximum of four weeks of the leave period will count as service. the other weeks that do not count as service do not break the employees’ continuous service with the agency. page 19 of 40 lactation breaks 156. an employee returning to work from maternity leave will also be supported through the provision of paid lactation breaks. primary caregiver’s leave 157. primary caregiver means an ongoing employee with at least 12 months continuous service in the aps who: a. is the partner of a parent who has given birth, and b. has the sole responsibility for providing care to a newborn baby within the family home during normal business hours.
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1267maternity leaveadditional paid maternity leave 154. employees are entitled to take an additional four weeks paid leave to be taken immediately following the paid period of maternity leave provided for under the maternity leave (commonwealth employees) act 1973. the additional four weeks paid maternity leave will count as service for all purposes. 155. the fair work ombudsman will approve an employee’s request to have the payment for this leave spread over a maximum of eight weeks at a rate no less than half normal salary. where payment is spread over a longer period, a maximum of four weeks of the leave period will count as service. the other weeks that do not count as service do not break the employees’ continuous service with the agency. page 19 of 40 lactation breaks 156. an employee returning to work from maternity leave will also be supported through the provision of paid lactation breaks. primary caregiver’s leave 157. primary caregiver means an ongoing employee with at least 12 months continuous service in the aps who: a. is the partner of a parent who has given birth, and b. has the sole responsibility for providing care to a newborn baby within the family home during normal business hours. 158. the intention of primary caregiver’s leave is to enable the partner of a parent who has given birth to access an entitlement equivalent to paid maternity/parental leave, where: a. the partner is the primary caregiver of the newborn baby; and b. the partner of the primary caregiver (regardless of whether or how much employer-provided parental leave is granted), returns to employment within 16 weeks of the child’s date of birth. 159. a primary caregiver is entitled to up to 16 weeks paid primary caregiver’s leave. 160. a primary caregiver may elect to have the payment for this leave spread over 32
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1269maternity leaveimmediately following the paid period of maternity leave provided for under the maternity leave (commonwealth employees) act 1973. the additional four weeks paid maternity leave will count as service for all purposes. 155. the fair work ombudsman will approve an employee’s request to have the payment for this leave spread over a maximum of eight weeks at a rate no less than half normal salary. where payment is spread over a longer period, a maximum of four weeks of the leave period will count as service. the other weeks that do not count as service do not break the employees’ continuous service with the agency. page 19 of 40 lactation breaks 156. an employee returning to work from maternity leave will also be supported through the provision of paid lactation breaks. primary caregiver’s leave 157. primary caregiver means an ongoing employee with at least 12 months continuous service in the aps who: a. is the partner of a parent who has given birth, and b. has the sole responsibility for providing care to a newborn baby within the family home during normal business hours. 158. the intention of primary caregiver’s leave is to enable the partner of a parent who has given birth to access an entitlement equivalent to paid maternity/parental leave, where: a. the partner is the primary caregiver of the newborn baby; and b. the partner of the primary caregiver (regardless of whether or how much employer-provided parental leave is granted), returns to employment within 16 weeks of the child’s date of birth. 159. a primary caregiver is entitled to up to 16 weeks paid primary caregiver’s leave. 160. a primary caregiver may elect to have the payment for this leave spread over 32 weeks at a rate of half normal salary. where the payment is spread over a longer period, a maximum of 16 weeks of the leave period will count as service. the other
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1270maternity leavematernity leave (commonwealth employees) act 1973. the additional four weeks paid maternity leave will count as service for all purposes. 155. the fair work ombudsman will approve an employee’s request to have the payment for this leave spread over a maximum of eight weeks at a rate no less than half normal salary. where payment is spread over a longer period, a maximum of four weeks of the leave period will count as service. the other weeks that do not count as service do not break the employees’ continuous service with the agency. page 19 of 40 lactation breaks 156. an employee returning to work from maternity leave will also be supported through the provision of paid lactation breaks. primary caregiver’s leave 157. primary caregiver means an ongoing employee with at least 12 months continuous service in the aps who: a. is the partner of a parent who has given birth, and b. has the sole responsibility for providing care to a newborn baby within the family home during normal business hours. 158. the intention of primary caregiver’s leave is to enable the partner of a parent who has given birth to access an entitlement equivalent to paid maternity/parental leave, where: a. the partner is the primary caregiver of the newborn baby; and b. the partner of the primary caregiver (regardless of whether or how much employer-provided parental leave is granted), returns to employment within 16 weeks of the child’s date of birth. 159. a primary caregiver is entitled to up to 16 weeks paid primary caregiver’s leave. 160. a primary caregiver may elect to have the payment for this leave spread over 32 weeks at a rate of half normal salary. where the payment is spread over a longer period, a maximum of 16 weeks of the leave period will count as service. the other weeks that do not count as service do not break the employees’ continuous service
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1271maternity leavepaid maternity leave will count as service for all purposes. 155. the fair work ombudsman will approve an employee’s request to have the payment for this leave spread over a maximum of eight weeks at a rate no less than half normal salary. where payment is spread over a longer period, a maximum of four weeks of the leave period will count as service. the other weeks that do not count as service do not break the employees’ continuous service with the agency. page 19 of 40 lactation breaks 156. an employee returning to work from maternity leave will also be supported through the provision of paid lactation breaks. primary caregiver’s leave 157. primary caregiver means an ongoing employee with at least 12 months continuous service in the aps who: a. is the partner of a parent who has given birth, and b. has the sole responsibility for providing care to a newborn baby within the family home during normal business hours. 158. the intention of primary caregiver’s leave is to enable the partner of a parent who has given birth to access an entitlement equivalent to paid maternity/parental leave, where: a. the partner is the primary caregiver of the newborn baby; and b. the partner of the primary caregiver (regardless of whether or how much employer-provided parental leave is granted), returns to employment within 16 weeks of the child’s date of birth. 159. a primary caregiver is entitled to up to 16 weeks paid primary caregiver’s leave. 160. a primary caregiver may elect to have the payment for this leave spread over 32 weeks at a rate of half normal salary. where the payment is spread over a longer period, a maximum of 16 weeks of the leave period will count as service. the other weeks that do not count as service do not break the employees’ continuous service with the agency.
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1280maternity leave156. an employee returning to work from maternity leave will also be supported through the provision of paid lactation breaks. primary caregiver’s leave 157. primary caregiver means an ongoing employee with at least 12 months continuous service in the aps who: a. is the partner of a parent who has given birth, and b. has the sole responsibility for providing care to a newborn baby within the family home during normal business hours. 158. the intention of primary caregiver’s leave is to enable the partner of a parent who has given birth to access an entitlement equivalent to paid maternity/parental leave, where: a. the partner is the primary caregiver of the newborn baby; and b. the partner of the primary caregiver (regardless of whether or how much employer-provided parental leave is granted), returns to employment within 16 weeks of the child’s date of birth. 159. a primary caregiver is entitled to up to 16 weeks paid primary caregiver’s leave. 160. a primary caregiver may elect to have the payment for this leave spread over 32 weeks at a rate of half normal salary. where the payment is spread over a longer period, a maximum of 16 weeks of the leave period will count as service. the other weeks that do not count as service do not break the employees’ continuous service with the agency. 161. primary caregiver’s leave is available for a maximum period of 16 weeks commencing from the date of birth of the child (or 32 weeks, if taken at half pay). 162. where a primary caregiver’s partner has accessed, or intends to access, employerprovided parental leave, the primary caregiver may only access paid primary caregiver’s leave on a non-concurrent basis (i.e. not whilst the employee’s partner is accessing employer-provided parental leave) so that the combined period of parental and primary caregiver’s leave does not exceed 16 weeks (or 32 weeks at half pay). 163. applications for primary caregiver’s leave must be supported by a signed statutory declaration which must include: a. a statement to the effect that the employee concerned is the primary caregiver
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1290parental leavegiven birth to access an entitlement equivalent to paid maternity/parental leave, where: a. the partner is the primary caregiver of the newborn baby; and b. the partner of the primary caregiver (regardless of whether or how much employer-provided parental leave is granted), returns to employment within 16 weeks of the child’s date of birth. 159. a primary caregiver is entitled to up to 16 weeks paid primary caregiver’s leave. 160. a primary caregiver may elect to have the payment for this leave spread over 32 weeks at a rate of half normal salary. where the payment is spread over a longer period, a maximum of 16 weeks of the leave period will count as service. the other weeks that do not count as service do not break the employees’ continuous service with the agency. 161. primary caregiver’s leave is available for a maximum period of 16 weeks commencing from the date of birth of the child (or 32 weeks, if taken at half pay). 162. where a primary caregiver’s partner has accessed, or intends to access, employerprovided parental leave, the primary caregiver may only access paid primary caregiver’s leave on a non-concurrent basis (i.e. not whilst the employee’s partner is accessing employer-provided parental leave) so that the combined period of parental and primary caregiver’s leave does not exceed 16 weeks (or 32 weeks at half pay). 163. applications for primary caregiver’s leave must be supported by a signed statutory declaration which must include: a. a statement to the effect that the employee concerned is the primary caregiver for a child and the duration of the caring arrangements and b. a statement that primary caregiver’s leave for the employee concerned will only be accessed on a non-concurrent basis with any employer-provided parental leave entitlements taken by the employee’s partner. 164. references to “employer-provided parental leave” refer to both paid and unpaid leave, including for maternity, primary caregivers, adoption, foster care or surrogacy arrangements. it does not include supporting partner leave. paid supporting partner leave 165. a full-time or part-time employee is entitled to take four weeks paid leave within twelve
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1293parental leaveemployer-provided parental leave is granted), returns to employment within 16 weeks of the child’s date of birth. 159. a primary caregiver is entitled to up to 16 weeks paid primary caregiver’s leave. 160. a primary caregiver may elect to have the payment for this leave spread over 32 weeks at a rate of half normal salary. where the payment is spread over a longer period, a maximum of 16 weeks of the leave period will count as service. the other weeks that do not count as service do not break the employees’ continuous service with the agency. 161. primary caregiver’s leave is available for a maximum period of 16 weeks commencing from the date of birth of the child (or 32 weeks, if taken at half pay). 162. where a primary caregiver’s partner has accessed, or intends to access, employerprovided parental leave, the primary caregiver may only access paid primary caregiver’s leave on a non-concurrent basis (i.e. not whilst the employee’s partner is accessing employer-provided parental leave) so that the combined period of parental and primary caregiver’s leave does not exceed 16 weeks (or 32 weeks at half pay). 163. applications for primary caregiver’s leave must be supported by a signed statutory declaration which must include: a. a statement to the effect that the employee concerned is the primary caregiver for a child and the duration of the caring arrangements and b. a statement that primary caregiver’s leave for the employee concerned will only be accessed on a non-concurrent basis with any employer-provided parental leave entitlements taken by the employee’s partner. 164. references to “employer-provided parental leave” refer to both paid and unpaid leave, including for maternity, primary caregivers, adoption, foster care or surrogacy arrangements. it does not include supporting partner leave. paid supporting partner leave 165. a full-time or part-time employee is entitled to take four weeks paid leave within twelve months of the birth of the employee’s child or the employee’s partner’s child [where the employee is not entitled to paid maternity leave under the maternity leave (commonwealth employees) act 1973 or primary caregiver’s, adoption or foster care
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1303parental leave162. where a primary caregiver’s partner has accessed, or intends to access, employerprovided parental leave, the primary caregiver may only access paid primary caregiver’s leave on a non-concurrent basis (i.e. not whilst the employee’s partner is accessing employer-provided parental leave) so that the combined period of parental and primary caregiver’s leave does not exceed 16 weeks (or 32 weeks at half pay). 163. applications for primary caregiver’s leave must be supported by a signed statutory declaration which must include: a. a statement to the effect that the employee concerned is the primary caregiver for a child and the duration of the caring arrangements and b. a statement that primary caregiver’s leave for the employee concerned will only be accessed on a non-concurrent basis with any employer-provided parental leave entitlements taken by the employee’s partner. 164. references to “employer-provided parental leave” refer to both paid and unpaid leave, including for maternity, primary caregivers, adoption, foster care or surrogacy arrangements. it does not include supporting partner leave. paid supporting partner leave 165. a full-time or part-time employee is entitled to take four weeks paid leave within twelve months of the birth of the employee’s child or the employee’s partner’s child [where the employee is not entitled to paid maternity leave under the maternity leave (commonwealth employees) act 1973 or primary caregiver’s, adoption or foster care leave]. 166. this leave with pay counts as service for all purposes. page 20 of 40 unpaid parental leave 167. to enable an employee to care for a newborn, newly adopted or newly fostered child under 16 years of age, all employees are entitled to up to 52 weeks of unpaid parental leave. an employee who takes unpaid parental leave may request the fair work ombudsman to agree to an extension of unpaid parental leave for a further period of
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1305parental leaveaccessing employer-provided parental leave) so that the combined period of parental and primary caregiver’s leave does not exceed 16 weeks (or 32 weeks at half pay). 163. applications for primary caregiver’s leave must be supported by a signed statutory declaration which must include: a. a statement to the effect that the employee concerned is the primary caregiver for a child and the duration of the caring arrangements and b. a statement that primary caregiver’s leave for the employee concerned will only be accessed on a non-concurrent basis with any employer-provided parental leave entitlements taken by the employee’s partner. 164. references to “employer-provided parental leave” refer to both paid and unpaid leave, including for maternity, primary caregivers, adoption, foster care or surrogacy arrangements. it does not include supporting partner leave. paid supporting partner leave 165. a full-time or part-time employee is entitled to take four weeks paid leave within twelve months of the birth of the employee’s child or the employee’s partner’s child [where the employee is not entitled to paid maternity leave under the maternity leave (commonwealth employees) act 1973 or primary caregiver’s, adoption or foster care leave]. 166. this leave with pay counts as service for all purposes. page 20 of 40 unpaid parental leave 167. to enable an employee to care for a newborn, newly adopted or newly fostered child under 16 years of age, all employees are entitled to up to 52 weeks of unpaid parental leave. an employee who takes unpaid parental leave may request the fair work ombudsman to agree to an extension of unpaid parental leave for a further period of up to 12 months immediately following the end of the available parental leave period (in accordance with section 76 of the fw act).
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1313parental leaveparental leave entitlements taken by the employee’s partner. 164. references to “employer-provided parental leave” refer to both paid and unpaid leave, including for maternity, primary caregivers, adoption, foster care or surrogacy arrangements. it does not include supporting partner leave. paid supporting partner leave 165. a full-time or part-time employee is entitled to take four weeks paid leave within twelve months of the birth of the employee’s child or the employee’s partner’s child [where the employee is not entitled to paid maternity leave under the maternity leave (commonwealth employees) act 1973 or primary caregiver’s, adoption or foster care leave]. 166. this leave with pay counts as service for all purposes. page 20 of 40 unpaid parental leave 167. to enable an employee to care for a newborn, newly adopted or newly fostered child under 16 years of age, all employees are entitled to up to 52 weeks of unpaid parental leave. an employee who takes unpaid parental leave may request the fair work ombudsman to agree to an extension of unpaid parental leave for a further period of up to 12 months immediately following the end of the available parental leave period (in accordance with section 76 of the fw act). 168. paragraph 167 does not apply to employees covered by the maternity leave (commonwealth employees) act 1973 to the extent that that act is more beneficial. 169. the 52 weeks unpaid parental leave can be taken over a 68 week period unless required by legislation. 170. unpaid parental leave does not count as service for any other purpose except as provided in the maternity leave (commonwealth employees) act 1973 as amended from time to time.
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1314parental leave164. references to “employer-provided parental leave” refer to both paid and unpaid leave, including for maternity, primary caregivers, adoption, foster care or surrogacy arrangements. it does not include supporting partner leave. paid supporting partner leave 165. a full-time or part-time employee is entitled to take four weeks paid leave within twelve months of the birth of the employee’s child or the employee’s partner’s child [where the employee is not entitled to paid maternity leave under the maternity leave (commonwealth employees) act 1973 or primary caregiver’s, adoption or foster care leave]. 166. this leave with pay counts as service for all purposes. page 20 of 40 unpaid parental leave 167. to enable an employee to care for a newborn, newly adopted or newly fostered child under 16 years of age, all employees are entitled to up to 52 weeks of unpaid parental leave. an employee who takes unpaid parental leave may request the fair work ombudsman to agree to an extension of unpaid parental leave for a further period of up to 12 months immediately following the end of the available parental leave period (in accordance with section 76 of the fw act). 168. paragraph 167 does not apply to employees covered by the maternity leave (commonwealth employees) act 1973 to the extent that that act is more beneficial. 169. the 52 weeks unpaid parental leave can be taken over a 68 week period unless required by legislation. 170. unpaid parental leave does not count as service for any other purpose except as provided in the maternity leave (commonwealth employees) act 1973 as amended from time to time. adoption and foster care leave
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1321maternity leaveemployee is not entitled to paid maternity leave under the maternity leave (commonwealth employees) act 1973 or primary caregiver’s, adoption or foster care leave]. 166. this leave with pay counts as service for all purposes. page 20 of 40 unpaid parental leave 167. to enable an employee to care for a newborn, newly adopted or newly fostered child under 16 years of age, all employees are entitled to up to 52 weeks of unpaid parental leave. an employee who takes unpaid parental leave may request the fair work ombudsman to agree to an extension of unpaid parental leave for a further period of up to 12 months immediately following the end of the available parental leave period (in accordance with section 76 of the fw act). 168. paragraph 167 does not apply to employees covered by the maternity leave (commonwealth employees) act 1973 to the extent that that act is more beneficial. 169. the 52 weeks unpaid parental leave can be taken over a 68 week period unless required by legislation. 170. unpaid parental leave does not count as service for any other purpose except as provided in the maternity leave (commonwealth employees) act 1973 as amended from time to time. adoption and foster care leave 171. full-time or part-time employees are entitled to up to 16 weeks paid adoption or foster care leave where: a. the employee has at least 12 months continuous service in the aps and b. is the primary caregiver for an adopted child under 16 years of age or c. is the primary caregiver for a foster child under 16 years of age and, at its commencement, the arrangement is a long term, formal fostering arrangement of more than 12 months.
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1328parental leaveunpaid parental leave 167. to enable an employee to care for a newborn, newly adopted or newly fostered child under 16 years of age, all employees are entitled to up to 52 weeks of unpaid parental leave. an employee who takes unpaid parental leave may request the fair work ombudsman to agree to an extension of unpaid parental leave for a further period of up to 12 months immediately following the end of the available parental leave period (in accordance with section 76 of the fw act). 168. paragraph 167 does not apply to employees covered by the maternity leave (commonwealth employees) act 1973 to the extent that that act is more beneficial. 169. the 52 weeks unpaid parental leave can be taken over a 68 week period unless required by legislation. 170. unpaid parental leave does not count as service for any other purpose except as provided in the maternity leave (commonwealth employees) act 1973 as amended from time to time. adoption and foster care leave 171. full-time or part-time employees are entitled to up to 16 weeks paid adoption or foster care leave where: a. the employee has at least 12 months continuous service in the aps and b. is the primary caregiver for an adopted child under 16 years of age or c. is the primary caregiver for a foster child under 16 years of age and, at its commencement, the arrangement is a long term, formal fostering arrangement of more than 12 months. 172. adoption and foster care leave is available from one week prior to the date of placement of the child and must be taken within eight weeks of the child being adopted or fostered. 173. paid adoption and foster care leave may be taken over 32 weeks at a rate of half normal salary. where the payment is spread over a longer period, a maximum of 16 weeks of the leave period will count as service. the other weeks that do not count as service do not break the employee’s continuous service with the agency.
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1331parental leaveleave. an employee who takes unpaid parental leave may request the fair work ombudsman to agree to an extension of unpaid parental leave for a further period of up to 12 months immediately following the end of the available parental leave period (in accordance with section 76 of the fw act). 168. paragraph 167 does not apply to employees covered by the maternity leave (commonwealth employees) act 1973 to the extent that that act is more beneficial. 169. the 52 weeks unpaid parental leave can be taken over a 68 week period unless required by legislation. 170. unpaid parental leave does not count as service for any other purpose except as provided in the maternity leave (commonwealth employees) act 1973 as amended from time to time. adoption and foster care leave 171. full-time or part-time employees are entitled to up to 16 weeks paid adoption or foster care leave where: a. the employee has at least 12 months continuous service in the aps and b. is the primary caregiver for an adopted child under 16 years of age or c. is the primary caregiver for a foster child under 16 years of age and, at its commencement, the arrangement is a long term, formal fostering arrangement of more than 12 months. 172. adoption and foster care leave is available from one week prior to the date of placement of the child and must be taken within eight weeks of the child being adopted or fostered. 173. paid adoption and foster care leave may be taken over 32 weeks at a rate of half normal salary. where the payment is spread over a longer period, a maximum of 16 weeks of the leave period will count as service. the other weeks that do not count as service do not break the employee’s continuous service with the agency. 174. applications for adoption or foster care leave must be supported by evidence which must include: a. a signed statutory declaration that provides:
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1332parental leaveombudsman to agree to an extension of unpaid parental leave for a further period of up to 12 months immediately following the end of the available parental leave period (in accordance with section 76 of the fw act). 168. paragraph 167 does not apply to employees covered by the maternity leave (commonwealth employees) act 1973 to the extent that that act is more beneficial. 169. the 52 weeks unpaid parental leave can be taken over a 68 week period unless required by legislation. 170. unpaid parental leave does not count as service for any other purpose except as provided in the maternity leave (commonwealth employees) act 1973 as amended from time to time. adoption and foster care leave 171. full-time or part-time employees are entitled to up to 16 weeks paid adoption or foster care leave where: a. the employee has at least 12 months continuous service in the aps and b. is the primary caregiver for an adopted child under 16 years of age or c. is the primary caregiver for a foster child under 16 years of age and, at its commencement, the arrangement is a long term, formal fostering arrangement of more than 12 months. 172. adoption and foster care leave is available from one week prior to the date of placement of the child and must be taken within eight weeks of the child being adopted or fostered. 173. paid adoption and foster care leave may be taken over 32 weeks at a rate of half normal salary. where the payment is spread over a longer period, a maximum of 16 weeks of the leave period will count as service. the other weeks that do not count as service do not break the employee’s continuous service with the agency. 174. applications for adoption or foster care leave must be supported by evidence which must include: a. a signed statutory declaration that provides: i. a statement to the effect that the employee concerned is the primary
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1333parental leaveup to 12 months immediately following the end of the available parental leave period (in accordance with section 76 of the fw act). 168. paragraph 167 does not apply to employees covered by the maternity leave (commonwealth employees) act 1973 to the extent that that act is more beneficial. 169. the 52 weeks unpaid parental leave can be taken over a 68 week period unless required by legislation. 170. unpaid parental leave does not count as service for any other purpose except as provided in the maternity leave (commonwealth employees) act 1973 as amended from time to time. adoption and foster care leave 171. full-time or part-time employees are entitled to up to 16 weeks paid adoption or foster care leave where: a. the employee has at least 12 months continuous service in the aps and b. is the primary caregiver for an adopted child under 16 years of age or c. is the primary caregiver for a foster child under 16 years of age and, at its commencement, the arrangement is a long term, formal fostering arrangement of more than 12 months. 172. adoption and foster care leave is available from one week prior to the date of placement of the child and must be taken within eight weeks of the child being adopted or fostered. 173. paid adoption and foster care leave may be taken over 32 weeks at a rate of half normal salary. where the payment is spread over a longer period, a maximum of 16 weeks of the leave period will count as service. the other weeks that do not count as service do not break the employee’s continuous service with the agency. 174. applications for adoption or foster care leave must be supported by evidence which must include: a. a signed statutory declaration that provides: i. a statement to the effect that the employee concerned is the primary caregiver for the child, and
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1335maternity leave168. paragraph 167 does not apply to employees covered by the maternity leave (commonwealth employees) act 1973 to the extent that that act is more beneficial. 169. the 52 weeks unpaid parental leave can be taken over a 68 week period unless required by legislation. 170. unpaid parental leave does not count as service for any other purpose except as provided in the maternity leave (commonwealth employees) act 1973 as amended from time to time. adoption and foster care leave 171. full-time or part-time employees are entitled to up to 16 weeks paid adoption or foster care leave where: a. the employee has at least 12 months continuous service in the aps and b. is the primary caregiver for an adopted child under 16 years of age or c. is the primary caregiver for a foster child under 16 years of age and, at its commencement, the arrangement is a long term, formal fostering arrangement of more than 12 months. 172. adoption and foster care leave is available from one week prior to the date of placement of the child and must be taken within eight weeks of the child being adopted or fostered. 173. paid adoption and foster care leave may be taken over 32 weeks at a rate of half normal salary. where the payment is spread over a longer period, a maximum of 16 weeks of the leave period will count as service. the other weeks that do not count as service do not break the employee’s continuous service with the agency. 174. applications for adoption or foster care leave must be supported by evidence which must include: a. a signed statutory declaration that provides: i. a statement to the effect that the employee concerned is the primary caregiver for the child, and ii. a statement that the adoption or foster care leave for the employee concerned will only be accessed on a non-concurrent basis with any
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1337parental leave169. the 52 weeks unpaid parental leave can be taken over a 68 week period unless required by legislation. 170. unpaid parental leave does not count as service for any other purpose except as provided in the maternity leave (commonwealth employees) act 1973 as amended from time to time. adoption and foster care leave 171. full-time or part-time employees are entitled to up to 16 weeks paid adoption or foster care leave where: a. the employee has at least 12 months continuous service in the aps and b. is the primary caregiver for an adopted child under 16 years of age or c. is the primary caregiver for a foster child under 16 years of age and, at its commencement, the arrangement is a long term, formal fostering arrangement of more than 12 months. 172. adoption and foster care leave is available from one week prior to the date of placement of the child and must be taken within eight weeks of the child being adopted or fostered. 173. paid adoption and foster care leave may be taken over 32 weeks at a rate of half normal salary. where the payment is spread over a longer period, a maximum of 16 weeks of the leave period will count as service. the other weeks that do not count as service do not break the employee’s continuous service with the agency. 174. applications for adoption or foster care leave must be supported by evidence which must include: a. a signed statutory declaration that provides: i. a statement to the effect that the employee concerned is the primary caregiver for the child, and ii. a statement that the adoption or foster care leave for the employee concerned will only be accessed on a non-concurrent basis with any employer-provided parental leave entitlements taken by the employee’s partner.
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1339parental leave170. unpaid parental leave does not count as service for any other purpose except as provided in the maternity leave (commonwealth employees) act 1973 as amended from time to time. adoption and foster care leave 171. full-time or part-time employees are entitled to up to 16 weeks paid adoption or foster care leave where: a. the employee has at least 12 months continuous service in the aps and b. is the primary caregiver for an adopted child under 16 years of age or c. is the primary caregiver for a foster child under 16 years of age and, at its commencement, the arrangement is a long term, formal fostering arrangement of more than 12 months. 172. adoption and foster care leave is available from one week prior to the date of placement of the child and must be taken within eight weeks of the child being adopted or fostered. 173. paid adoption and foster care leave may be taken over 32 weeks at a rate of half normal salary. where the payment is spread over a longer period, a maximum of 16 weeks of the leave period will count as service. the other weeks that do not count as service do not break the employee’s continuous service with the agency. 174. applications for adoption or foster care leave must be supported by evidence which must include: a. a signed statutory declaration that provides: i. a statement to the effect that the employee concerned is the primary caregiver for the child, and ii. a statement that the adoption or foster care leave for the employee concerned will only be accessed on a non-concurrent basis with any employer-provided parental leave entitlements taken by the employee’s partner. 175. references to “employer-provided parental leave” refer to both paid and unpaid leave, including for maternity, primary caregivers, adoption, foster care or surrogacy
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1340maternity leaveprovided in the maternity leave (commonwealth employees) act 1973 as amended from time to time. adoption and foster care leave 171. full-time or part-time employees are entitled to up to 16 weeks paid adoption or foster care leave where: a. the employee has at least 12 months continuous service in the aps and b. is the primary caregiver for an adopted child under 16 years of age or c. is the primary caregiver for a foster child under 16 years of age and, at its commencement, the arrangement is a long term, formal fostering arrangement of more than 12 months. 172. adoption and foster care leave is available from one week prior to the date of placement of the child and must be taken within eight weeks of the child being adopted or fostered. 173. paid adoption and foster care leave may be taken over 32 weeks at a rate of half normal salary. where the payment is spread over a longer period, a maximum of 16 weeks of the leave period will count as service. the other weeks that do not count as service do not break the employee’s continuous service with the agency. 174. applications for adoption or foster care leave must be supported by evidence which must include: a. a signed statutory declaration that provides: i. a statement to the effect that the employee concerned is the primary caregiver for the child, and ii. a statement that the adoption or foster care leave for the employee concerned will only be accessed on a non-concurrent basis with any employer-provided parental leave entitlements taken by the employee’s partner. 175. references to “employer-provided parental leave” refer to both paid and unpaid leave, including for maternity, primary caregivers, adoption, foster care or surrogacy arrangements. it does not include supporting partner leave.
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1365parental leaveemployer-provided parental leave entitlements taken by the employee’s partner. 175. references to “employer-provided parental leave” refer to both paid and unpaid leave, including for maternity, primary caregivers, adoption, foster care or surrogacy arrangements. it does not include supporting partner leave. pre adoption and foster leave 176. employees in the process of adopting or fostering a child may take up to two days leave without pay to attend any interviews or examinations required to obtain approval for the adoption or foster arrangement. page 21 of 40 return to work from parental leave 177. an employee returning to duty from maternity, primary caregiver’s, adoption, foster care or unpaid parental leave and who is the primary caregiver of the child will be provided with access to part-time work, upon application, up until the child reaches school age. purchased leave 178. once in any 12 month period, an employee may elect to purchase from one to eight weeks’ leave. 179. purchased leave will count as service for all purposes. 180. the employee’s salary for superannuation purposes continues to be their salary as if they had not purchased leave. 181. a reconciliation of purchased leave deductions will be undertaken at the conclusion of the purchased leave period. sabbatical leave 182. the fair work ombudsman may approve an application from an ongoing employee to
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1367parental leave175. references to “employer-provided parental leave” refer to both paid and unpaid leave, including for maternity, primary caregivers, adoption, foster care or surrogacy arrangements. it does not include supporting partner leave. pre adoption and foster leave 176. employees in the process of adopting or fostering a child may take up to two days leave without pay to attend any interviews or examinations required to obtain approval for the adoption or foster arrangement. page 21 of 40 return to work from parental leave 177. an employee returning to duty from maternity, primary caregiver’s, adoption, foster care or unpaid parental leave and who is the primary caregiver of the child will be provided with access to part-time work, upon application, up until the child reaches school age. purchased leave 178. once in any 12 month period, an employee may elect to purchase from one to eight weeks’ leave. 179. purchased leave will count as service for all purposes. 180. the employee’s salary for superannuation purposes continues to be their salary as if they had not purchased leave. 181. a reconciliation of purchased leave deductions will be undertaken at the conclusion of the purchased leave period. sabbatical leave 182. the fair work ombudsman may approve an application from an ongoing employee to work for a four year period followed by a one year sabbatical leave period. 183. an employee whose sabbatical leave application is approved will receive one year’s
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1378parental leavereturn to work from parental leave 177. an employee returning to duty from maternity, primary caregiver’s, adoption, foster care or unpaid parental leave and who is the primary caregiver of the child will be provided with access to part-time work, upon application, up until the child reaches school age. purchased leave 178. once in any 12 month period, an employee may elect to purchase from one to eight weeks’ leave. 179. purchased leave will count as service for all purposes. 180. the employee’s salary for superannuation purposes continues to be their salary as if they had not purchased leave. 181. a reconciliation of purchased leave deductions will be undertaken at the conclusion of the purchased leave period. sabbatical leave 182. the fair work ombudsman may approve an application from an ongoing employee to work for a four year period followed by a one year sabbatical leave period. 183. an employee whose sabbatical leave application is approved will receive one year’s sabbatical leave by agreeing to forgo 20% of their eligible salary on each payday in each of the four years immediately prior to going on one year’s sabbatical leave. 184. during the sabbatical year, employees will be paid an amount equivalent to the total amount forgone from salary for the previous four years, in equal fortnightly instalments. 185. should an employee cease employment with the agency or otherwise leave the scheme, the agency will pay the employee the balance of any amount forgone during the four year period. 186. sabbatical leave does not count as service for any purpose. 187. sabbatical leave does not break the continuity of service. other leave
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1380parental leavecare or unpaid parental leave and who is the primary caregiver of the child will be provided with access to part-time work, upon application, up until the child reaches school age. purchased leave 178. once in any 12 month period, an employee may elect to purchase from one to eight weeks’ leave. 179. purchased leave will count as service for all purposes. 180. the employee’s salary for superannuation purposes continues to be their salary as if they had not purchased leave. 181. a reconciliation of purchased leave deductions will be undertaken at the conclusion of the purchased leave period. sabbatical leave 182. the fair work ombudsman may approve an application from an ongoing employee to work for a four year period followed by a one year sabbatical leave period. 183. an employee whose sabbatical leave application is approved will receive one year’s sabbatical leave by agreeing to forgo 20% of their eligible salary on each payday in each of the four years immediately prior to going on one year’s sabbatical leave. 184. during the sabbatical year, employees will be paid an amount equivalent to the total amount forgone from salary for the previous four years, in equal fortnightly instalments. 185. should an employee cease employment with the agency or otherwise leave the scheme, the agency will pay the employee the balance of any amount forgone during the four year period. 186. sabbatical leave does not count as service for any purpose. 187. sabbatical leave does not break the continuity of service. other leave 188. other leave may be granted by the fair work ombudsman, having regard to the operational needs of the agency, including for purposes that the fair work
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1434travelrespond to an emergency, including reasonable travel time and rest time. leave without pay may also be granted. 195. leave with pay will be granted for the purpose of engaging in jury service activities as defined in the nes. payment by the courts for jury service activities should not be accepted by employees. if payment is accepted, the employee’s salary will be reduced by the amount received. defence service sick leave 196. employees may be eligible to be granted defence service sick leave while unfit for duty because of a defence-caused condition. 197. a defence caused condition means an injury or disease to a former member of the defence force that has been accepted by the department of veteran’s affairs (dva) to be defence caused within the meaning of the relevant legislation. 198. evidence of dva acceptance is required in order for an employee to be credited with defence service sick leave. 199. eligible employees will accrue a special credit of nine weeks on commencement in the aps and an annual credit of three weeks for each year of aps service. unused leave will accumulate to a maximum of nine weeks. leave for australian defence force reserve and continuous full time service or cadet force obligations 200. an employee may be granted leave (with or without pay) to enable the employee to fulfil australian defence force (adf) reserve and continuous full time service (cfts) or cadet force obligations. 201. an employee is entitled to leave with pay, of up to four weeks during each financial year, and an additional two weeks paid leave in the first year of adf reserve service, for the purpose of fulfilling service in the adf reserve. 202. with the exception of the additional two weeks in the first year of service, leave can be accumulated and taken over a period of two years. 203. defence reserve leave counts as service for all purposes, except for unpaid leave to
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1505long service leavethis agreement and the long service leave (commonwealth employees) act 1976. in the case of personal/carer’s leave, the employee will accrue 18 days per year for the period of absence. portability of leave 211. where an employee joins the agency from an employer staffed under the ps act, the parliamentary service act 1999, or from the australian capital territory (act) public service, accrued annual leave and personal/carer’s leave (however described) will be transferred or recognised provided there is no break in continuity of service. future leave entitlements will accrue at the rate applying in the agency. 212. where a non-ongoing employee of the agency becomes an ongoing employee, the employee’s accrued annual and personal/carer’s leave will be recognised, provided there is no break in continuity of service. recognition of prior service 213. prior service with organisations where the employee was previously employed under the ps act, the parliamentary service act 1999, or from the act public service, where there has been a break in service, for reasons other than redundancy, may be recognised for personal/carer’s leave purposes if the break in service is not more than two calendar months. prior service will be recognised for long service leave purposes in accordance with the long service leave (commonwealth employees) act 1976. page 24 of 40 exceptional circumstances 214. the fair work ombudsman may, in exceptional circumstances, recognise a period of service for personal/carer’s leave purposes.
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1526long service leavetwo calendar months. prior service will be recognised for long service leave purposes in accordance with the long service leave (commonwealth employees) act 1976. page 24 of 40 exceptional circumstances 214. the fair work ombudsman may, in exceptional circumstances, recognise a period of service for personal/carer’s leave purposes. part h – performance management 215. all employees will be required to genuinely and actively participate in performance management activities. 216. all employees will receive a performance rating at the end of the performance cycle which will reflect their performance for key outcomes and observable behaviours. 217. the following principles underpin our performance management practices: a. managers have a responsibility to lead and manage for performance. performance refers to the achievement of key deliverables and the demonstration of behaviours. b. employees will participate in performance and feedback discussions. c. where underperformance is identified, the affected employee(s) will work with their manager(s) to attain and sustain the standards required. d. procedural fairness is applied in all performance practices. e. an employee may be supported by a person of their choice. 218. further information is contained in the performance policy and the performance improvement guide. part i – workforce management and planning broadbanding 219. the agency has established a broadband for the aps classifications 3, 4, 5 and 6, known as the general broadband. movement and salary progression through the
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1527long service leavein accordance with the long service leave (commonwealth employees) act 1976. page 24 of 40 exceptional circumstances 214. the fair work ombudsman may, in exceptional circumstances, recognise a period of service for personal/carer’s leave purposes. part h – performance management 215. all employees will be required to genuinely and actively participate in performance management activities. 216. all employees will receive a performance rating at the end of the performance cycle which will reflect their performance for key outcomes and observable behaviours. 217. the following principles underpin our performance management practices: a. managers have a responsibility to lead and manage for performance. performance refers to the achievement of key deliverables and the demonstration of behaviours. b. employees will participate in performance and feedback discussions. c. where underperformance is identified, the affected employee(s) will work with their manager(s) to attain and sustain the standards required. d. procedural fairness is applied in all performance practices. e. an employee may be supported by a person of their choice. 218. further information is contained in the performance policy and the performance improvement guide. part i – workforce management and planning broadbanding 219. the agency has established a broadband for the aps classifications 3, 4, 5 and 6, known as the general broadband. movement and salary progression through the general broadband is not automatic and can only occur when:
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1605salary advancement228. the pay point attained through salary advancement in previous periods of tpl at that classification level will be at least maintained. reassignment to ses classification 229. a non-ses employee who is temporarily reassigned to perform work at an ses classification, will be paid at a rate determined by the fair work ombudsman for the period of temporary reassignment. payment for partial performance 230. where the full range of duties of the position at a higher classification are not being undertaken by the employee, the fair work ombudsman may determine payment at a point in a classification below that of the higher classification. public holidays or leave 231. an employee in receipt of tpl who is granted paid leave or who observes a public holiday will continue to receive tpl, having regard to the provisions of this agreement, during their absence. tpl will not be paid beyond the date on which the employee would have ceased the period of temporary reassignment had they not been absent. where the period of leave is paid at less than full pay, payment of tpl will be made on a pro rata basis. part j - management of excess employees 232. the agency is committed to assisting employees to pursue redeployment opportunities within the agency or other aps agencies. 233. the following redeployment and redundancy provisions only apply to ongoing employees who are not on probation. page 26 of 40 definition of “excess”
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1668long service leaveannual and long service leave credits b. the taxation rules applicable to the various payments made by the agency and c. available outplacement assistance including financial advice, career counselling or training relevant to the employee’s career prospects are available for the employee. the total maximum amount payable will be $5000. this payment is subject to the employee providing receipts or invoices from the provider(s) to demonstrate that the service(s) have been provided. the information is provided for guidance purposes only, and is not an offer capable of forming a binding contract. voluntary redundancy 239. only one offer of voluntary redundancy will be made to an employee in an excess or potentially excess situation. consideration period 240. where the fair work ombudsman offers an employee a voluntary redundancy, the employee will have a four week consideration period within which to accept or reject the offer. an employee and the fair work ombudsman can agree to reduce this four week consideration period if the employee has received the information outlined in paragraph 238. page 27 of 40 redundancy payments 241. an excess employee who agrees to be voluntarily retrenched and whose employment is terminated by the fair work ombudsman on the grounds that they are excess to the requirements of the agency, is entitled to be paid redundancy pay as follows: a. the sum equal to two weeks’ salary for each completed year of continuous service and b. a pro rata payment for completed months of service since the last completed
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1730long service leaveb. government service as defined in section 10 of the long service leave (commonwealth employees) act 1976 c. service with the commonwealth (other than service with a joint commonwealth - state body corporate in which the commonwealth does not have a controlling interest) which is recognised for long service leave purposes d. service with the australian defence force e. service in another organisation where an employee was transferred from the aps to that organisation with a transfer of function, or an employee engaged by that organisation on work within a function is appointed as a result of the transfer of that function to the aps and such service is recognised for long service leave purposes. page 28 of 40 247. for earlier periods of service to count, there must be no breaks between the periods of service, except where the break in service is less than one month and occurs where an offer of employment in relation to the second period of service was made and accepted by the employee before the first period of service ended (whether or not the two periods of service are with the same employer or agency). absences from work which do not count as service for any purpose will not count as service for redundancy pay purposes. 248. periods of service that will not count as service for redundancy pay purposes are periods of service that ceased by way of: a. termination under section 29 of the ps act or b. prior to the commencement of the ps act, by way of redundancy; retirement on the grounds of invalidity, inefficiency or loss of qualifications; forfeiture of office; dismissal or termination of probationary appointment for reasons of unsatisfactory service or c. voluntary retirement at or above the minimum retiring age applicable to the employee or
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1734long service leaveinterest) which is recognised for long service leave purposes d. service with the australian defence force e. service in another organisation where an employee was transferred from the aps to that organisation with a transfer of function, or an employee engaged by that organisation on work within a function is appointed as a result of the transfer of that function to the aps and such service is recognised for long service leave purposes. page 28 of 40 247. for earlier periods of service to count, there must be no breaks between the periods of service, except where the break in service is less than one month and occurs where an offer of employment in relation to the second period of service was made and accepted by the employee before the first period of service ended (whether or not the two periods of service are with the same employer or agency). absences from work which do not count as service for any purpose will not count as service for redundancy pay purposes. 248. periods of service that will not count as service for redundancy pay purposes are periods of service that ceased by way of: a. termination under section 29 of the ps act or b. prior to the commencement of the ps act, by way of redundancy; retirement on the grounds of invalidity, inefficiency or loss of qualifications; forfeiture of office; dismissal or termination of probationary appointment for reasons of unsatisfactory service or c. voluntary retirement at or above the minimum retiring age applicable to the employee or d. payment of a redundancy benefit or similar payment or with the payment of an employer financed retirement. relocation assistance following offer of voluntary redundancy
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1792travelb. may, on request, be provided with assistance in meeting reasonable travel costs and incidental expenses incurred in seeking alternative employment where these expenses are not met by the prospective employer and/or page 29 of 40 c. may be moved to a suitable position, after being given four weeks’ notice, at the current or a lower classification as a means of securing alternative employment. if this occurs, the employee will be paid their salary at the higher classification level for the remainder of the retention period. 255. employees over 45 years of age and employees in regional and remote areas may be eligible for additional outplacement assistance (up to the value of $3,075) during the retention period. 256. where the fair work ombudsman is satisfied that there is insufficient productive work available for the employee during the remainder of their retention period and that there are no reasonable redeployment prospects in the aps, the fair work ombudsman may, terminate their employment under section 29(3)(a) of the ps act. upon termination the employee will be paid a lump sum comprising: a. the balance of the retention period less the number of weeks redundancy pay that the employee will be entitled to under the nes and this payment will be taken to include the payment in lieu of notice of termination of employment and b. an amount of redundancy pay as per the nes. extension of the retention period due to absence from work 257. a retention period will only be extended by leave where the fair work ombudsman is satisfied that an employee is substantially incapacitated and unfit for work, based on the opinion of a registered health practitioner nominated by the fair work ombudsman. unless exceptional circumstances exist, a retention period will not be extended on these grounds beyond an additional eight weeks.
fair-work-ombudsman-enterprise-agreement-2019-2022.txt1882long service leavelong service leave credits will be paid out in accordance with the long service leave act (commonwealth employees) 1976. part l – working together diversity and inclusion 268. the agency is committed to promoting and supporting workplace diversity and to creating an environment that values and utilises the contributions of people with different backgrounds, experiences and perspectives. consulting on workplace issues 269. the agency is committed to consulting with employees about issues relating to the implementation and operation of this agreement and issues affecting their entitlements and conditions of employment, including policies, procedures, guides and guidelines. 270. the agency communicates and consults with employees through: a. meetings b. the intranet, with a minimum period of 10 working days for consultation and c. an agency consultative forum (acf). 271. it is acknowledged that there may be circumstances where the fair work ombudsman is not able to consult with employees. 272. an individual employee’s choice to be represented will be respected by all parties in the workplace. page 31 of 40 consultation 273. paragraph 274 to 289 are the model consultation term from the fair work regulations 2009. 274. this part applies if the agency: a. has made a definite decision to introduce a major change to production, program, organisation, structure, or technology in relation to its enterprise that
fair-work-ombudsman-enterprise-agreement-2019-2022.txt2074travelother costs associated with the travel will be met by the employee. page 34 of 40 attachments classifications, the general broadband and salary rates attachment a - table 1 - fair work ombudsman salary rates broadband aps classification pay point executive level 2 exec 2.5 exec 2.4 exec 2.3 exec 2.2 exec 2.1 executive level 1 aps level 6 aps
fair-work-ombudsman-enterprise-agreement-2019-2022.txt2482salary advancementsalary advancement settlement period is an employee engaged for: • a specified term (paragraph 22(2)(b) of the ps act); • the duration of a specified task (paragraph 22(2)(b) of the ps act); or • duties that are intermittent (paragraph 22(2)(c) of the ps act). as per paragraph 22(2)(a) of the ps act. ordinary hours are 7 hours 30 minutes per day and are used to calculate leave accruals and deductions, deductions for unauthorised absences, deductions for participation in industrial action as defined in the fw act and part-time hours. in relation to a person who is a member of a couple, the other member of the couple. reassignment of duties within the agency or movement to another aps agency. the employee’s salary is the relevant rate at attachment a or as determined by the fair work ombudsman from time to time. it is salary for all purposes, including superannuation (subject to relevant superannuation scheme rules), overtime, payment of excess flextime, severance and termination and excludes loadings and allowances. neither participation in salary sacrifice arrangements nor purchased leave affect salary as defined. this means the movement through the pay points within the salary range for a classification. these increases are counted as salary for the purposes of determining salary for
fair-work-ombudsman-enterprise-agreement-2019-2022.txt2504overtime(subject to relevant superannuation scheme rules), overtime, payment of excess flextime, severance and termination and excludes loadings and allowances. neither participation in salary sacrifice arrangements nor purchased leave affect salary as defined. this means the movement through the pay points within the salary range for a classification. these increases are counted as salary for the purposes of determining salary for superannuation purposes, in accordance with the relevant superannuation fund rules. a settlement period is 20 consecutive working days from payday thursday to the wednesday before payday, four weeks following. this is a total of 150 hours per four week settlement period. page 39 of 40 this agreement is made and approved under section 172 of the fair work act 2009. the persons below sign this agreement in accordance with regulation 2.06a of the fair work regulations 2009. on behalf of the minister for industrial relations signed: sandra parker fair work ombudsman office of the fair work ombudsman level 14, 414 la trobe street, melbourne
fair-work-ombudsman-enterprise-agreement-2019-2022.txt2505flextimepayment of excess flextime, severance and termination and excludes loadings and allowances. neither participation in salary sacrifice arrangements nor purchased leave affect salary as defined. this means the movement through the pay points within the salary range for a classification. these increases are counted as salary for the purposes of determining salary for superannuation purposes, in accordance with the relevant superannuation fund rules. a settlement period is 20 consecutive working days from payday thursday to the wednesday before payday, four weeks following. this is a total of 150 hours per four week settlement period. page 39 of 40 this agreement is made and approved under section 172 of the fair work act 2009. the persons below sign this agreement in accordance with regulation 2.06a of the fair work regulations 2009. on behalf of the minister for industrial relations signed: sandra parker fair work ombudsman office of the fair work ombudsman level 14, 414 la trobe street, melbourne 3000
Climate change-enterprise-agreement-2011-14.txt726overtimeovertime rates;  penalty rates;  allowances;  remuneration; and/or  leave; and the arrangement meets the genuine needs of the department and employee in relation to one or more of the matters mentioned in paragraph (a); and the arrangement is genuinely agreed to by the secretary and employee. are about permitted matters under section 172 of the fair work act 2009; and are not unlawful terms under section 194 of the fair work act 2009; and result in the employee being better off overall than the employee would be if no arrangement was made. the secretary must ensure that the individual flexibility arrangement: o o o o o is in writing; and includes the name of the employer and employee; and is signed by the secretary and employee and if the employee is under 18 years of age, signed by a parent or guardian of the employee; and includes details of:  the terms of the enterprise agreement that will be varied by the arrangement; and  how the arrangement will vary the effect of the terms; and
Climate change-enterprise-agreement-2011-14.txt800health and wellbeing12. health and wellbeing 12.1. dccee will provide a program of health activities for employees. employees are encouraged to participate in the activities which are promoted. 12.2. dccee will ensure a confidential, professional counselling service is available to help employees resolve personal or work related problems. details will be made available to employees on the employee assistance program (eap). 13. support for carers 13.1. dccee will reimburse reasonable, unavoidable, additional costs associated with the care of a family member or dependent where an employee is required to travel away from his or her normal work location for business purposes or is directed to work outside his or her normal pattern of hours. the employee must advise his or her supervisor in advance that costs may be incurred. this provision may also cover costs associated with alternative care for pet accommodations incurred as a direct consequence of travel or official duties. 14. learning and development 14.1. dccee recognises the importance of a comprehensive development strategy for all employees and managers that: o o o
Climate change-enterprise-agreement-2011-14.txt816travelfamily member or dependent where an employee is required to travel away from his or her normal work location for business purposes or is directed to work outside his or her normal pattern of hours. the employee must advise his or her supervisor in advance that costs may be incurred. this provision may also cover costs associated with alternative care for pet accommodations incurred as a direct consequence of travel or official duties. 14. learning and development 14.1. dccee recognises the importance of a comprehensive development strategy for all employees and managers that: o o o o 14.2. develops and supports professional and technical expertise; supports organisational priorities, provides a range of learning and development mechanisms consistently available to support the development of employees to meet the priority capabilities, skills and knowledge identified in their performance agreements; and recognises and supports relevant studies through studies assistance. dccee provides numerous capability development opportunities for employees including: 6
Climate change-enterprise-agreement-2011-14.txt820travelaccommodations incurred as a direct consequence of travel or official duties. 14. learning and development 14.1. dccee recognises the importance of a comprehensive development strategy for all employees and managers that: o o o o 14.2. develops and supports professional and technical expertise; supports organisational priorities, provides a range of learning and development mechanisms consistently available to support the development of employees to meet the priority capabilities, skills and knowledge identified in their performance agreements; and recognises and supports relevant studies through studies assistance. dccee provides numerous capability development opportunities for employees including: 6 department of climate change and energy efficiency – enterprise agreement 2011-14 o o o
Climate change-enterprise-agreement-2011-14.txt867study leaveeligible for reimbursement of course fees up to the cost of the course and/or study leave of up 75 hours per semester or agreed period of study which includes reasonable travelling time. further details on the type of study assistance available are in the study assistance policy. 14.5. identified development needs should be recorded in the employee’s performance development agreement and be reviewed on a regular basis in line with the performance development framework. 15. performance management 15.1. the department understands the importance of measuring and recognising performance. 15.2. the parties agree that an effective system of performance management is integral to the operations of the department. dccee will develop and maintain an effective performance development framework that will provide mechanisms for: o o o o o effective, two-way feedback between employees and their managers; identifying development needs and career opportunities; determining substantive level;
Climate change-enterprise-agreement-2011-14.txt868travelup 75 hours per semester or agreed period of study which includes reasonable travelling time. further details on the type of study assistance available are in the study assistance policy. 14.5. identified development needs should be recorded in the employee’s performance development agreement and be reviewed on a regular basis in line with the performance development framework. 15. performance management 15.1. the department understands the importance of measuring and recognising performance. 15.2. the parties agree that an effective system of performance management is integral to the operations of the department. dccee will develop and maintain an effective performance development framework that will provide mechanisms for: o o o o o effective, two-way feedback between employees and their managers; identifying development needs and career opportunities; determining substantive level; rewarding good work performance; and
Climate change-enterprise-agreement-2011-14.txt869study assistancetime. further details on the type of study assistance available are in the study assistance policy. 14.5. identified development needs should be recorded in the employee’s performance development agreement and be reviewed on a regular basis in line with the performance development framework. 15. performance management 15.1. the department understands the importance of measuring and recognising performance. 15.2. the parties agree that an effective system of performance management is integral to the operations of the department. dccee will develop and maintain an effective performance development framework that will provide mechanisms for: o o o o o effective, two-way feedback between employees and their managers; identifying development needs and career opportunities; determining substantive level; rewarding good work performance; and managing underperformance.
Climate change-enterprise-agreement-2011-14.txt923salary advancementsalary advancement will be available to ongoing employees consistent with the provisions of this agreement (refer to section 56) provided the employee has not already reached the highest pay point for their classification. 15.7. all employees are required to participate in the pdf unless they are a non-ongoing employee engaged for a period of less than 13 weeks. 15.8. non-ongoing employees will not be eligible for an increment increase unless they have been employed continuously in the department for 12 months or more and have been in the same role for six (6) months or more. 16. managing underperformance 16.1. the department is committed to clearly defining work performance standards through the pdf. employees are to receive regular and specific feedback on their performance and are to be provided with appropriate support from managers in meeting expected performance standards. 16.2. the guidelines for management of underperformance will not apply to: o o o
Climate change-enterprise-agreement-2011-14.txt1016flextimeterms and conditions (including the utilisation of flextime credits, access to time off in lieu (toil), part-time work and payment for overtime), where eligible. it is the responsibility of individual employees to consult their managers in accessing these terms and conditions and to be aware that operational requirements may limit access to some conditions at certain times. 17.3. an employee who is a parent, or has responsibility for the care of a child under school age or a child under 18 who has a disability, may request flexible working arrangements, including part-time hours. the employee is not eligible to make this request unless they have completed at least 12 months of continuous commonwealth service (the secretary may waive this requirement in exceptional circumstances). 17.4. employees with responsibilities other than caring for a child may, consistent with clause 17.2, may apply to access flexible working arrangements in order to manage these needs. 17.5. a casual employee engaged for irregular or intermittent duties may only request flexible work arrangements if the employee: o o 17.6. is a long term (12mths) casual employee immediately before making the request; and
Climate change-enterprise-agreement-2011-14.txt1017overtime(toil), part-time work and payment for overtime), where eligible. it is the responsibility of individual employees to consult their managers in accessing these terms and conditions and to be aware that operational requirements may limit access to some conditions at certain times. 17.3. an employee who is a parent, or has responsibility for the care of a child under school age or a child under 18 who has a disability, may request flexible working arrangements, including part-time hours. the employee is not eligible to make this request unless they have completed at least 12 months of continuous commonwealth service (the secretary may waive this requirement in exceptional circumstances). 17.4. employees with responsibilities other than caring for a child may, consistent with clause 17.2, may apply to access flexible working arrangements in order to manage these needs. 17.5. a casual employee engaged for irregular or intermittent duties may only request flexible work arrangements if the employee: o o 17.6. is a long term (12mths) casual employee immediately before making the request; and has reasonable expectation of continuing employment on a regular and systematic
Climate change-enterprise-agreement-2011-14.txt1088bandwidthsecretary. where an employee requests to work outside this bandwidth, e.g. on saturday or sunday, he or she may do so with the agreement of his or her manager. any hours worked on this basis will be considered ordinary hours and not attract overtime. 18.4. an employee’s normal hours are those hours and time, within the agreed bandwidth, that the employee works on a regular basis. the pattern of hours by which an employee will work his or her ordinary hours should be agreed with his or her supervisor 18.5. an employee may be reverted to standard ordinary hours where: o o if an employee’s supervisor considers that the employee’s attendance is unsatisfactory or an employee is misusing flextime; or an employee and his or her supervisor cannot agree on a pattern of hours. 18.6. where reversion to ordinary hours is being considered the manager must discuss the proposed action with the affected employee prior to making their decision. the decision should be in writing outlining the reasons why the employee is being reverted and the requirements that need to be met before access to flexible arrangements is restored. 18.7. all employees covered by this agreement are required to record their working hours. aps 1
Climate change-enterprise-agreement-2011-14.txt1090overtimeon this basis will be considered ordinary hours and not attract overtime. 18.4. an employee’s normal hours are those hours and time, within the agreed bandwidth, that the employee works on a regular basis. the pattern of hours by which an employee will work his or her ordinary hours should be agreed with his or her supervisor 18.5. an employee may be reverted to standard ordinary hours where: o o if an employee’s supervisor considers that the employee’s attendance is unsatisfactory or an employee is misusing flextime; or an employee and his or her supervisor cannot agree on a pattern of hours. 18.6. where reversion to ordinary hours is being considered the manager must discuss the proposed action with the affected employee prior to making their decision. the decision should be in writing outlining the reasons why the employee is being reverted and the requirements that need to be met before access to flexible arrangements is restored. 18.7. all employees covered by this agreement are required to record their working hours. aps 1 to 6 employees who are seeking to access flextime must record their attendance on dccee’s timekeeping system. el staff who are seeking to access toil should provide evidence of
Climate change-enterprise-agreement-2011-14.txt1094bandwidthan employee’s normal hours are those hours and time, within the agreed bandwidth, that the employee works on a regular basis. the pattern of hours by which an employee will work his or her ordinary hours should be agreed with his or her supervisor 18.5. an employee may be reverted to standard ordinary hours where: o o if an employee’s supervisor considers that the employee’s attendance is unsatisfactory or an employee is misusing flextime; or an employee and his or her supervisor cannot agree on a pattern of hours. 18.6. where reversion to ordinary hours is being considered the manager must discuss the proposed action with the affected employee prior to making their decision. the decision should be in writing outlining the reasons why the employee is being reverted and the requirements that need to be met before access to flexible arrangements is restored. 18.7. all employees covered by this agreement are required to record their working hours. aps 1 to 6 employees who are seeking to access flextime must record their attendance on dccee’s timekeeping system. el staff who are seeking to access toil should provide evidence of hours worked. the preferred option is for el staff to use dccee’s timekeeping system. 10 department of climate change and energy efficiency – enterprise agreement 2011-14
Climate change-enterprise-agreement-2011-14.txt1105flextimeunsatisfactory or an employee is misusing flextime; or an employee and his or her supervisor cannot agree on a pattern of hours. 18.6. where reversion to ordinary hours is being considered the manager must discuss the proposed action with the affected employee prior to making their decision. the decision should be in writing outlining the reasons why the employee is being reverted and the requirements that need to be met before access to flexible arrangements is restored. 18.7. all employees covered by this agreement are required to record their working hours. aps 1 to 6 employees who are seeking to access flextime must record their attendance on dccee’s timekeeping system. el staff who are seeking to access toil should provide evidence of hours worked. the preferred option is for el staff to use dccee’s timekeeping system. 10 department of climate change and energy efficiency – enterprise agreement 2011-14 18.8. employees will not normally be required to work for more than 7.50 hours on any one day and should not work more than five (5) consecutive hours without taking a break of at least 30 minutes. 18.9. managers have a responsibility to minimise the extent to which employees are required to work beyond normal working patterns, and to ensure that employees have reasonable access to departmental resources such as remote access to assist them in achieving
Climate change-enterprise-agreement-2011-14.txt1118flextimeto 6 employees who are seeking to access flextime must record their attendance on dccee’s timekeeping system. el staff who are seeking to access toil should provide evidence of hours worked. the preferred option is for el staff to use dccee’s timekeeping system. 10 department of climate change and energy efficiency – enterprise agreement 2011-14 18.8. employees will not normally be required to work for more than 7.50 hours on any one day and should not work more than five (5) consecutive hours without taking a break of at least 30 minutes. 18.9. managers have a responsibility to minimise the extent to which employees are required to work beyond normal working patterns, and to ensure that employees have reasonable access to departmental resources such as remote access to assist them in achieving appropriate work life balance. 18.10. where employees are required to work outside the bandwidth and public transport or alternative arrangements are not available or practicable, managers should take account of the department’s duty of care regarding employees’ safety and, if appropriate, provide secure, accessible car parking or cabcharge vouchers to meet the employee’s costs of transport. 19. christmas close down 19.1. dccee will close its normal operations from close of business on the last working day before christmas, with business resuming on the first working day after new year’s day.
Climate change-enterprise-agreement-2011-14.txt1137bandwidth18.10. where employees are required to work outside the bandwidth and public transport or alternative arrangements are not available or practicable, managers should take account of the department’s duty of care regarding employees’ safety and, if appropriate, provide secure, accessible car parking or cabcharge vouchers to meet the employee’s costs of transport. 19. christmas close down 19.1. dccee will close its normal operations from close of business on the last working day before christmas, with business resuming on the first working day after new year’s day. 19.2. employees will be provided with time off for the working days between christmas and new year’s day and will be paid in accordance with their ordinary hours of work. where an employee is absent on leave, payment for the christmas closedown provision will be in accordance with the entitlement for that form of leave, (e.g. if on long service leave half pay, both sides of the close down payment for the close down is on half pay; if on leave less than full pay on only one side of the close down then pay will be at the full time rate). 19.3. there will be no deduction from annual or personal/carer’s leave credits for the closedown days. 19.4. part time employees normally not working on the days of the week on which annual closedown occur will not be entitled to alternative time off duty.
Climate change-enterprise-agreement-2011-14.txt1154long service leaveaccordance with the entitlement for that form of leave, (e.g. if on long service leave half pay, both sides of the close down payment for the close down is on half pay; if on leave less than full pay on only one side of the close down then pay will be at the full time rate). 19.3. there will be no deduction from annual or personal/carer’s leave credits for the closedown days. 19.4. part time employees normally not working on the days of the week on which annual closedown occur will not be entitled to alternative time off duty. 19.5. an employee who is required to work during christmas closedown will receive time off in lieu. 20. public holidays 20.1. employees will be entitled to the following public holidays: o o o o o o
Climate change-enterprise-agreement-2011-14.txt1228long service leaveform of leave (e.g. if on long service leave on half pay, payment is on half pay). 20.6. part time employees normally not working on the days of the week on which annual closedown occur will not be entitled to alternative time off duty. 20.7. an employee may refuse on reasonable grounds a request to work on a public holiday. 21.part-time employment and job sharing 21.1. a part time employee is one who: o o regularly works less than full time ordinary hours; and has reasonably predictable hours of work. 21.2. all part-time and job sharing work arrangements will be subject to agreement. 21.3. the secretary will consider applications in light of operational requirements. where an employee has had a formal application for part time, job sharing or work from home arrangements rejected, the secretary will advise the employee of the reason(s) for the
Climate change-enterprise-agreement-2011-14.txt1280flextimehours for these periods should be accommodated using flextime or alternative arrangements as agreed with their manager. the pattern of working hours and any variations to the arrangements will be agreed in writing. 21.7. consistent with section 38, managers will make every attempt to accommodate the part time work requests of employees returning from parental leave, maternity leave, paternity leave, foster care, adoption leave and pre adoption leave. depending on operational requirements, the employee may be given suitable duties other than those performed prior to that leave. reasons for non-approval must be provided in writing to the employee. 22. home based work (hbw) 22.1. dccee is committed to providing a workplace which is flexible, supportive, safe and innovative. hbw can benefit both employees and the department as it assists employees to balance their work and personal commitments. hbw arrangements may also assist employees who require adjustments to their work arrangements as a result of an illness or disability. 22.2. this section does not apply to arrangements for periods of one day or less and that are not required on a regular basis. in such occasions verbal approval should be obtained prior to working from home. 22.3. the secretary may agree to an ongoing or longer term non-ongoing employee working from
Climate change-enterprise-agreement-2011-14.txt1287maternity leavetime work requests of employees returning from parental leave, maternity leave, paternity leave, foster care, adoption leave and pre adoption leave. depending on operational requirements, the employee may be given suitable duties other than those performed prior to that leave. reasons for non-approval must be provided in writing to the employee. 22. home based work (hbw) 22.1. dccee is committed to providing a workplace which is flexible, supportive, safe and innovative. hbw can benefit both employees and the department as it assists employees to balance their work and personal commitments. hbw arrangements may also assist employees who require adjustments to their work arrangements as a result of an illness or disability. 22.2. this section does not apply to arrangements for periods of one day or less and that are not required on a regular basis. in such occasions verbal approval should be obtained prior to working from home. 22.3. the secretary may agree to an ongoing or longer term non-ongoing employee working from home. this may be on either a regular, temporary or intermittent basis. a hbw arrangement may be initiated by either the department or an employee. where an employee initiates a hbw proposal in respect of his/her own position, the department has the right to refuse the proposal. similarly, where the department proposes a hbw arrangement, the employee has the right to refuse the proposal. 22.4.
Climate change-enterprise-agreement-2011-14.txt1287parental leavetime work requests of employees returning from parental leave, maternity leave, paternity leave, foster care, adoption leave and pre adoption leave. depending on operational requirements, the employee may be given suitable duties other than those performed prior to that leave. reasons for non-approval must be provided in writing to the employee. 22. home based work (hbw) 22.1. dccee is committed to providing a workplace which is flexible, supportive, safe and innovative. hbw can benefit both employees and the department as it assists employees to balance their work and personal commitments. hbw arrangements may also assist employees who require adjustments to their work arrangements as a result of an illness or disability. 22.2. this section does not apply to arrangements for periods of one day or less and that are not required on a regular basis. in such occasions verbal approval should be obtained prior to working from home. 22.3. the secretary may agree to an ongoing or longer term non-ongoing employee working from home. this may be on either a regular, temporary or intermittent basis. a hbw arrangement may be initiated by either the department or an employee. where an employee initiates a hbw proposal in respect of his/her own position, the department has the right to refuse the proposal. similarly, where the department proposes a hbw arrangement, the employee has the right to refuse the proposal. 22.4.
Climate change-enterprise-agreement-2011-14.txt1355travel22.10. the travel time between the hbw site and a dccee office is not included as part of the employee’s normal working day unless directed and approved by the secretary. 22.11. the secretary or the employee may terminate a hbw arrangement if they provide two weeks’ notice, in writing, of the intention to do so. the period of a hbw agreement may be reduced upon agreement between the secretary and the employee. reasons for terminating a hbw agreement may include, but are not limited to: o o o o o o changes in departmental operational requirements; inefficiency or ineffectiveness of the hbw agreement or performance issues; failure to comply with requirements of the hbw agreement; change of hbw address, unless the arrangement is re-negotiated prior to the change of address; where reasonable access to the hbw site has been denied to management or their representatives; or failure to comply with security arrangements. 23. aps level employees: flextime 23.1. flextime is a system of flexible working hour arrangements that enables employees and managers to vary working hours, patterns and arrangements to provide maximum organisational flexibility with benefit to employees, clients and the department. aps 1 to 6 employees, including part-time employees are eligible to participate and use flextime.
Climate change-enterprise-agreement-2011-14.txt1377flextime23. aps level employees: flextime 23.1. flextime is a system of flexible working hour arrangements that enables employees and managers to vary working hours, patterns and arrangements to provide maximum organisational flexibility with benefit to employees, clients and the department. aps 1 to 6 employees, including part-time employees are eligible to participate and use flextime. 23.2. dccee’s flextime arrangements include the following features: o o when an employee works more than their standard hours they will accumulate a flextime credit, and when an employee works less than their standard hours they will incur a flextime debit; flextime will be credited or debited on a one-for-one basis (i.e. one hour worked will result in one hour of flextime credit); 14 department of climate change and energy efficiency – enterprise agreement 2011-14 o o an employee may reduce their flextime credit (or incur a flextime debit) by taking a flextime absence, which is an absence from the workplace during standard working hours requested in advance by the employee and approved by the employee’s
Climate change-enterprise-agreement-2011-14.txt1380flextimeflextime is a system of flexible working hour arrangements that enables employees and managers to vary working hours, patterns and arrangements to provide maximum organisational flexibility with benefit to employees, clients and the department. aps 1 to 6 employees, including part-time employees are eligible to participate and use flextime. 23.2. dccee’s flextime arrangements include the following features: o o when an employee works more than their standard hours they will accumulate a flextime credit, and when an employee works less than their standard hours they will incur a flextime debit; flextime will be credited or debited on a one-for-one basis (i.e. one hour worked will result in one hour of flextime credit); 14 department of climate change and energy efficiency – enterprise agreement 2011-14 o o an employee may reduce their flextime credit (or incur a flextime debit) by taking a flextime absence, which is an absence from the workplace during standard working hours requested in advance by the employee and approved by the employee’s supervisor; a flextime absence may be taken in part or full days up to a maximum of five (5) consecutive days;
Climate change-enterprise-agreement-2011-14.txt1383flextimeemployees, including part-time employees are eligible to participate and use flextime. 23.2. dccee’s flextime arrangements include the following features: o o when an employee works more than their standard hours they will accumulate a flextime credit, and when an employee works less than their standard hours they will incur a flextime debit; flextime will be credited or debited on a one-for-one basis (i.e. one hour worked will result in one hour of flextime credit); 14 department of climate change and energy efficiency – enterprise agreement 2011-14 o o an employee may reduce their flextime credit (or incur a flextime debit) by taking a flextime absence, which is an absence from the workplace during standard working hours requested in advance by the employee and approved by the employee’s supervisor; a flextime absence may be taken in part or full days up to a maximum of five (5) consecutive days; 23.3.
Climate change-enterprise-agreement-2011-14.txt1387flextimedccee’s flextime arrangements include the following features: o o when an employee works more than their standard hours they will accumulate a flextime credit, and when an employee works less than their standard hours they will incur a flextime debit; flextime will be credited or debited on a one-for-one basis (i.e. one hour worked will result in one hour of flextime credit); 14 department of climate change and energy efficiency – enterprise agreement 2011-14 o o an employee may reduce their flextime credit (or incur a flextime debit) by taking a flextime absence, which is an absence from the workplace during standard working hours requested in advance by the employee and approved by the employee’s supervisor; a flextime absence may be taken in part or full days up to a maximum of five (5) consecutive days; 23.3. aps 1-6 employees (and their equivalents) are eligible to accrue flextime for duty performed in excess of their ordinary hours of work (over the four week settlement period), but which does not attract overtime.
Climate change-enterprise-agreement-2011-14.txt1393flextimeflextime credit, and when an employee works less than their standard hours they will incur a flextime debit; flextime will be credited or debited on a one-for-one basis (i.e. one hour worked will result in one hour of flextime credit); 14 department of climate change and energy efficiency – enterprise agreement 2011-14 o o an employee may reduce their flextime credit (or incur a flextime debit) by taking a flextime absence, which is an absence from the workplace during standard working hours requested in advance by the employee and approved by the employee’s supervisor; a flextime absence may be taken in part or full days up to a maximum of five (5) consecutive days; 23.3. aps 1-6 employees (and their equivalents) are eligible to accrue flextime for duty performed in excess of their ordinary hours of work (over the four week settlement period), but which does not attract overtime. 23.4. the relevant manager may require an employee not to work hours in addition to ordinary hours where there is insufficient work. that is, a manager may require that an employee not accrue flextime where such accrual cannot be justified by the employee's workload.
Climate change-enterprise-agreement-2011-14.txt1394flextimewill incur a flextime debit; flextime will be credited or debited on a one-for-one basis (i.e. one hour worked will result in one hour of flextime credit); 14 department of climate change and energy efficiency – enterprise agreement 2011-14 o o an employee may reduce their flextime credit (or incur a flextime debit) by taking a flextime absence, which is an absence from the workplace during standard working hours requested in advance by the employee and approved by the employee’s supervisor; a flextime absence may be taken in part or full days up to a maximum of five (5) consecutive days; 23.3. aps 1-6 employees (and their equivalents) are eligible to accrue flextime for duty performed in excess of their ordinary hours of work (over the four week settlement period), but which does not attract overtime. 23.4. the relevant manager may require an employee not to work hours in addition to ordinary hours where there is insufficient work. that is, a manager may require that an employee not accrue flextime where such accrual cannot be justified by the employee's workload. 23.5.
Climate change-enterprise-agreement-2011-14.txt1395flextimeflextime will be credited or debited on a one-for-one basis (i.e. one hour worked will result in one hour of flextime credit); 14 department of climate change and energy efficiency – enterprise agreement 2011-14 o o an employee may reduce their flextime credit (or incur a flextime debit) by taking a flextime absence, which is an absence from the workplace during standard working hours requested in advance by the employee and approved by the employee’s supervisor; a flextime absence may be taken in part or full days up to a maximum of five (5) consecutive days; 23.3. aps 1-6 employees (and their equivalents) are eligible to accrue flextime for duty performed in excess of their ordinary hours of work (over the four week settlement period), but which does not attract overtime. 23.4. the relevant manager may require an employee not to work hours in addition to ordinary hours where there is insufficient work. that is, a manager may require that an employee not accrue flextime where such accrual cannot be justified by the employee's workload. 23.5.
Climate change-enterprise-agreement-2011-14.txt1396flextimeresult in one hour of flextime credit); 14 department of climate change and energy efficiency – enterprise agreement 2011-14 o o an employee may reduce their flextime credit (or incur a flextime debit) by taking a flextime absence, which is an absence from the workplace during standard working hours requested in advance by the employee and approved by the employee’s supervisor; a flextime absence may be taken in part or full days up to a maximum of five (5) consecutive days; 23.3. aps 1-6 employees (and their equivalents) are eligible to accrue flextime for duty performed in excess of their ordinary hours of work (over the four week settlement period), but which does not attract overtime. 23.4. the relevant manager may require an employee not to work hours in addition to ordinary hours where there is insufficient work. that is, a manager may require that an employee not accrue flextime where such accrual cannot be justified by the employee's workload. 23.5. employees may carry over a maximum of one week flex credit at the end of the settlement
Climate change-enterprise-agreement-2011-14.txt1404flextimean employee may reduce their flextime credit (or incur a flextime debit) by taking a flextime absence, which is an absence from the workplace during standard working hours requested in advance by the employee and approved by the employee’s supervisor; a flextime absence may be taken in part or full days up to a maximum of five (5) consecutive days; 23.3. aps 1-6 employees (and their equivalents) are eligible to accrue flextime for duty performed in excess of their ordinary hours of work (over the four week settlement period), but which does not attract overtime. 23.4. the relevant manager may require an employee not to work hours in addition to ordinary hours where there is insufficient work. that is, a manager may require that an employee not accrue flextime where such accrual cannot be justified by the employee's workload. 23.5. employees may carry over a maximum of one week flex credit at the end of the settlement period. 23.6. flex credits exceeding one week (37.5 hours for a full time employee) may be cashed out at ordinary time rates where, due to organisational requirements, the manager cannot envisage an opportunity for the employee to use these credits in the settlement period.
Climate change-enterprise-agreement-2011-14.txt1405flextimeflextime absence, which is an absence from the workplace during standard working hours requested in advance by the employee and approved by the employee’s supervisor; a flextime absence may be taken in part or full days up to a maximum of five (5) consecutive days; 23.3. aps 1-6 employees (and their equivalents) are eligible to accrue flextime for duty performed in excess of their ordinary hours of work (over the four week settlement period), but which does not attract overtime. 23.4. the relevant manager may require an employee not to work hours in addition to ordinary hours where there is insufficient work. that is, a manager may require that an employee not accrue flextime where such accrual cannot be justified by the employee's workload. 23.5. employees may carry over a maximum of one week flex credit at the end of the settlement period. 23.6. flex credits exceeding one week (37.5 hours for a full time employee) may be cashed out at ordinary time rates where, due to organisational requirements, the manager cannot envisage an opportunity for the employee to use these credits in the settlement period. 23.7.
Climate change-enterprise-agreement-2011-14.txt1408flextimea flextime absence may be taken in part or full days up to a maximum of five (5) consecutive days; 23.3. aps 1-6 employees (and their equivalents) are eligible to accrue flextime for duty performed in excess of their ordinary hours of work (over the four week settlement period), but which does not attract overtime. 23.4. the relevant manager may require an employee not to work hours in addition to ordinary hours where there is insufficient work. that is, a manager may require that an employee not accrue flextime where such accrual cannot be justified by the employee's workload. 23.5. employees may carry over a maximum of one week flex credit at the end of the settlement period. 23.6. flex credits exceeding one week (37.5 hours for a full time employee) may be cashed out at ordinary time rates where, due to organisational requirements, the manager cannot envisage an opportunity for the employee to use these credits in the settlement period. 23.7. employees may carry over a maximum of two days (15 hours) for a full time employee) flex debit accumulated in any settlement period into the next settlement period.
Climate change-enterprise-agreement-2011-14.txt1413flextimeaps 1-6 employees (and their equivalents) are eligible to accrue flextime for duty performed in excess of their ordinary hours of work (over the four week settlement period), but which does not attract overtime. 23.4. the relevant manager may require an employee not to work hours in addition to ordinary hours where there is insufficient work. that is, a manager may require that an employee not accrue flextime where such accrual cannot be justified by the employee's workload. 23.5. employees may carry over a maximum of one week flex credit at the end of the settlement period. 23.6. flex credits exceeding one week (37.5 hours for a full time employee) may be cashed out at ordinary time rates where, due to organisational requirements, the manager cannot envisage an opportunity for the employee to use these credits in the settlement period. 23.7. employees may carry over a maximum of two days (15 hours) for a full time employee) flex debit accumulated in any settlement period into the next settlement period. 23.8. flex balances in accordance with 23.6 and 23.7 will be retained upon movement, either temporary or permanent, between organisational units.
Climate change-enterprise-agreement-2011-14.txt1415overtimedoes not attract overtime. 23.4. the relevant manager may require an employee not to work hours in addition to ordinary hours where there is insufficient work. that is, a manager may require that an employee not accrue flextime where such accrual cannot be justified by the employee's workload. 23.5. employees may carry over a maximum of one week flex credit at the end of the settlement period. 23.6. flex credits exceeding one week (37.5 hours for a full time employee) may be cashed out at ordinary time rates where, due to organisational requirements, the manager cannot envisage an opportunity for the employee to use these credits in the settlement period. 23.7. employees may carry over a maximum of two days (15 hours) for a full time employee) flex debit accumulated in any settlement period into the next settlement period. 23.8. flex balances in accordance with 23.6 and 23.7 will be retained upon movement, either temporary or permanent, between organisational units. 23.9.
Climate change-enterprise-agreement-2011-14.txt1421flextimeaccrue flextime where such accrual cannot be justified by the employee's workload. 23.5. employees may carry over a maximum of one week flex credit at the end of the settlement period. 23.6. flex credits exceeding one week (37.5 hours for a full time employee) may be cashed out at ordinary time rates where, due to organisational requirements, the manager cannot envisage an opportunity for the employee to use these credits in the settlement period. 23.7. employees may carry over a maximum of two days (15 hours) for a full time employee) flex debit accumulated in any settlement period into the next settlement period. 23.8. flex balances in accordance with 23.6 and 23.7 will be retained upon movement, either temporary or permanent, between organisational units. 23.9. in circumstances where the maximum debit is exceeded at the end of a settlement period, the employee will endeavour to reduce the debit to the maximum allowable (or lower) over the next settlement period. should this not occur, the amount may be recovered. 23.10. where an employee has failed to comply with the provisions of flextime, the secretary may
Climate change-enterprise-agreement-2011-14.txt1450flextime23.10. where an employee has failed to comply with the provisions of flextime, the secretary may remove that employee from flextime for a specified period and the employee will revert to working the standard ordinary hours. access to flexible working arrangements will be restored where the secretary is satisfied that the employee will maintain satisfactory attendance patterns. 24. executive level employees: time off in lieu (toil) and flexible hours 24.1. executive level employees have an important role in providing leadership and establishing a positive culture in order to ensure the department can achieve its outcomes. 24.2. the secretary will ensure executive level staff can access toil and that the provisions are consistently applied across the department. the department does not endorse working arrangements that require executive level employees to work excessive hours over 15 department of climate change and energy efficiency – enterprise agreement 2011-14 significant periods. where situations in relation to excessive hours do arise, the manager in consultation with the business unit’s executive is required, with the employee, to address the circumstances leading to excessive working hours. 24.3. executive level employees and their manager are required to work together to manage workloads and working hours. where an executive level employee works in excess of ordinary hours for sustained periods the manager and employee will agree to arrangements for reasonable time off to recognise the additional effort.
Climate change-enterprise-agreement-2011-14.txt1451flextimeremove that employee from flextime for a specified period and the employee will revert to working the standard ordinary hours. access to flexible working arrangements will be restored where the secretary is satisfied that the employee will maintain satisfactory attendance patterns. 24. executive level employees: time off in lieu (toil) and flexible hours 24.1. executive level employees have an important role in providing leadership and establishing a positive culture in order to ensure the department can achieve its outcomes. 24.2. the secretary will ensure executive level staff can access toil and that the provisions are consistently applied across the department. the department does not endorse working arrangements that require executive level employees to work excessive hours over 15 department of climate change and energy efficiency – enterprise agreement 2011-14 significant periods. where situations in relation to excessive hours do arise, the manager in consultation with the business unit’s executive is required, with the employee, to address the circumstances leading to excessive working hours. 24.3. executive level employees and their manager are required to work together to manage workloads and working hours. where an executive level employee works in excess of ordinary hours for sustained periods the manager and employee will agree to arrangements for reasonable time off to recognise the additional effort. 24.4.
Climate change-enterprise-agreement-2011-14.txt1495travelminimum break of eight hours plus reasonable travelling time from the previous day’s duty, without specific approval from the secretary. 24.7. regardless of the bandwidth, executive level employees are required to break for at least 30 minutes after five (5) hours of continuous work. 25. overtime 25.1. aps 1-6 level employees (and their equivalents) will be provided with toil or payment of overtime where they are required by their manager to perform work: o o o o outside the bandwidth; on a public holiday; in excess of a standard day within the bandwidth (7 hours 30 minutes on any one day); or outside the hours of a part- time employee’s agreement. 25.2. toil is the standard form of recompense for all overtime, subject to the provisions of this section. 25.3.
Climate change-enterprise-agreement-2011-14.txt1500bandwidthregardless of the bandwidth, executive level employees are required to break for at least 30 minutes after five (5) hours of continuous work. 25. overtime 25.1. aps 1-6 level employees (and their equivalents) will be provided with toil or payment of overtime where they are required by their manager to perform work: o o o o outside the bandwidth; on a public holiday; in excess of a standard day within the bandwidth (7 hours 30 minutes on any one day); or outside the hours of a part- time employee’s agreement. 25.2. toil is the standard form of recompense for all overtime, subject to the provisions of this section. 25.3. managers will authorise the payment of overtime in circumstances where, due to the nature of work and/or the significant overtime performed, it is unlikely that an employee will be able to take toil within three months of the overtime having been performed, or where the employee requests payment to meet costs incurred as a result of having performed the
Climate change-enterprise-agreement-2011-14.txt1503overtime25. overtime 25.1. aps 1-6 level employees (and their equivalents) will be provided with toil or payment of overtime where they are required by their manager to perform work: o o o o outside the bandwidth; on a public holiday; in excess of a standard day within the bandwidth (7 hours 30 minutes on any one day); or outside the hours of a part- time employee’s agreement. 25.2. toil is the standard form of recompense for all overtime, subject to the provisions of this section. 25.3. managers will authorise the payment of overtime in circumstances where, due to the nature of work and/or the significant overtime performed, it is unlikely that an employee will be able to take toil within three months of the overtime having been performed, or where the employee requests payment to meet costs incurred as a result of having performed the overtime. where payment of overtime is authorised, the payment will be calculated using the rates set out in clauses 25.8.
Climate change-enterprise-agreement-2011-14.txt1507overtimeovertime where they are required by their manager to perform work: o o o o outside the bandwidth; on a public holiday; in excess of a standard day within the bandwidth (7 hours 30 minutes on any one day); or outside the hours of a part- time employee’s agreement. 25.2. toil is the standard form of recompense for all overtime, subject to the provisions of this section. 25.3. managers will authorise the payment of overtime in circumstances where, due to the nature of work and/or the significant overtime performed, it is unlikely that an employee will be able to take toil within three months of the overtime having been performed, or where the employee requests payment to meet costs incurred as a result of having performed the overtime. where payment of overtime is authorised, the payment will be calculated using the rates set out in clauses 25.8. 16 department of climate change and energy efficiency – enterprise agreement 2011-14 25.4.
Climate change-enterprise-agreement-2011-14.txt1513bandwidthoutside the bandwidth; on a public holiday; in excess of a standard day within the bandwidth (7 hours 30 minutes on any one day); or outside the hours of a part- time employee’s agreement. 25.2. toil is the standard form of recompense for all overtime, subject to the provisions of this section. 25.3. managers will authorise the payment of overtime in circumstances where, due to the nature of work and/or the significant overtime performed, it is unlikely that an employee will be able to take toil within three months of the overtime having been performed, or where the employee requests payment to meet costs incurred as a result of having performed the overtime. where payment of overtime is authorised, the payment will be calculated using the rates set out in clauses 25.8. 16 department of climate change and energy efficiency – enterprise agreement 2011-14 25.4. executive level employees (and their equivalents) are not generally entitled to overtime. however, in exceptional circumstances, the secretary may approve overtime payments for excess hours worked where considered appropriate. 25.5.
Climate change-enterprise-agreement-2011-14.txt1515bandwidthin excess of a standard day within the bandwidth (7 hours 30 minutes on any one day); or outside the hours of a part- time employee’s agreement. 25.2. toil is the standard form of recompense for all overtime, subject to the provisions of this section. 25.3. managers will authorise the payment of overtime in circumstances where, due to the nature of work and/or the significant overtime performed, it is unlikely that an employee will be able to take toil within three months of the overtime having been performed, or where the employee requests payment to meet costs incurred as a result of having performed the overtime. where payment of overtime is authorised, the payment will be calculated using the rates set out in clauses 25.8. 16 department of climate change and energy efficiency – enterprise agreement 2011-14 25.4. executive level employees (and their equivalents) are not generally entitled to overtime. however, in exceptional circumstances, the secretary may approve overtime payments for excess hours worked where considered appropriate. 25.5. a part time employee who has not elected to receive flextime for work performed in excess
Climate change-enterprise-agreement-2011-14.txt1521overtimetoil is the standard form of recompense for all overtime, subject to the provisions of this section. 25.3. managers will authorise the payment of overtime in circumstances where, due to the nature of work and/or the significant overtime performed, it is unlikely that an employee will be able to take toil within three months of the overtime having been performed, or where the employee requests payment to meet costs incurred as a result of having performed the overtime. where payment of overtime is authorised, the payment will be calculated using the rates set out in clauses 25.8. 16 department of climate change and energy efficiency – enterprise agreement 2011-14 25.4. executive level employees (and their equivalents) are not generally entitled to overtime. however, in exceptional circumstances, the secretary may approve overtime payments for excess hours worked where considered appropriate. 25.5. a part time employee who has not elected to receive flextime for work performed in excess of the agreed hours of duty over the settlement period will be eligible for overtime. 25.6. where an employee is directed to perform overtime and is approved in advance by the manager, overtime will be paid.
Climate change-enterprise-agreement-2011-14.txt1526overtimemanagers will authorise the payment of overtime in circumstances where, due to the nature of work and/or the significant overtime performed, it is unlikely that an employee will be able to take toil within three months of the overtime having been performed, or where the employee requests payment to meet costs incurred as a result of having performed the overtime. where payment of overtime is authorised, the payment will be calculated using the rates set out in clauses 25.8. 16 department of climate change and energy efficiency – enterprise agreement 2011-14 25.4. executive level employees (and their equivalents) are not generally entitled to overtime. however, in exceptional circumstances, the secretary may approve overtime payments for excess hours worked where considered appropriate. 25.5. a part time employee who has not elected to receive flextime for work performed in excess of the agreed hours of duty over the settlement period will be eligible for overtime. 25.6. where an employee is directed to perform overtime and is approved in advance by the manager, overtime will be paid. 25.7. time spent travelling to or from work will not count as part of an overtime attendance.
Climate change-enterprise-agreement-2011-14.txt1527overtimeof work and/or the significant overtime performed, it is unlikely that an employee will be able to take toil within three months of the overtime having been performed, or where the employee requests payment to meet costs incurred as a result of having performed the overtime. where payment of overtime is authorised, the payment will be calculated using the rates set out in clauses 25.8. 16 department of climate change and energy efficiency – enterprise agreement 2011-14 25.4. executive level employees (and their equivalents) are not generally entitled to overtime. however, in exceptional circumstances, the secretary may approve overtime payments for excess hours worked where considered appropriate. 25.5. a part time employee who has not elected to receive flextime for work performed in excess of the agreed hours of duty over the settlement period will be eligible for overtime. 25.6. where an employee is directed to perform overtime and is approved in advance by the manager, overtime will be paid. 25.7. time spent travelling to or from work will not count as part of an overtime attendance. 25.8.
Climate change-enterprise-agreement-2011-14.txt1528overtimeable to take toil within three months of the overtime having been performed, or where the employee requests payment to meet costs incurred as a result of having performed the overtime. where payment of overtime is authorised, the payment will be calculated using the rates set out in clauses 25.8. 16 department of climate change and energy efficiency – enterprise agreement 2011-14 25.4. executive level employees (and their equivalents) are not generally entitled to overtime. however, in exceptional circumstances, the secretary may approve overtime payments for excess hours worked where considered appropriate. 25.5. a part time employee who has not elected to receive flextime for work performed in excess of the agreed hours of duty over the settlement period will be eligible for overtime. 25.6. where an employee is directed to perform overtime and is approved in advance by the manager, overtime will be paid. 25.7. time spent travelling to or from work will not count as part of an overtime attendance. 25.8.
Climate change-enterprise-agreement-2011-14.txt1530overtimeovertime. where payment of overtime is authorised, the payment will be calculated using the rates set out in clauses 25.8. 16 department of climate change and energy efficiency – enterprise agreement 2011-14 25.4. executive level employees (and their equivalents) are not generally entitled to overtime. however, in exceptional circumstances, the secretary may approve overtime payments for excess hours worked where considered appropriate. 25.5. a part time employee who has not elected to receive flextime for work performed in excess of the agreed hours of duty over the settlement period will be eligible for overtime. 25.6. where an employee is directed to perform overtime and is approved in advance by the manager, overtime will be paid. 25.7. time spent travelling to or from work will not count as part of an overtime attendance. 25.8. where overtime is worked, toil is calculated at the following rates: period
Climate change-enterprise-agreement-2011-14.txt1538overtimeexecutive level employees (and their equivalents) are not generally entitled to overtime. however, in exceptional circumstances, the secretary may approve overtime payments for excess hours worked where considered appropriate. 25.5. a part time employee who has not elected to receive flextime for work performed in excess of the agreed hours of duty over the settlement period will be eligible for overtime. 25.6. where an employee is directed to perform overtime and is approved in advance by the manager, overtime will be paid. 25.7. time spent travelling to or from work will not count as part of an overtime attendance. 25.8. where overtime is worked, toil is calculated at the following rates: period monday to friday saturday sunday public holidays, from 8:30 am to 5:00 pm public holidays, for any other hours 25.9.
Climate change-enterprise-agreement-2011-14.txt1539overtimehowever, in exceptional circumstances, the secretary may approve overtime payments for excess hours worked where considered appropriate. 25.5. a part time employee who has not elected to receive flextime for work performed in excess of the agreed hours of duty over the settlement period will be eligible for overtime. 25.6. where an employee is directed to perform overtime and is approved in advance by the manager, overtime will be paid. 25.7. time spent travelling to or from work will not count as part of an overtime attendance. 25.8. where overtime is worked, toil is calculated at the following rates: period monday to friday saturday sunday public holidays, from 8:30 am to 5:00 pm public holidays, for any other hours 25.9. rate
Climate change-enterprise-agreement-2011-14.txt1544flextimea part time employee who has not elected to receive flextime for work performed in excess of the agreed hours of duty over the settlement period will be eligible for overtime. 25.6. where an employee is directed to perform overtime and is approved in advance by the manager, overtime will be paid. 25.7. time spent travelling to or from work will not count as part of an overtime attendance. 25.8. where overtime is worked, toil is calculated at the following rates: period monday to friday saturday sunday public holidays, from 8:30 am to 5:00 pm public holidays, for any other hours 25.9. rate time and one half for the first three hours and double time thereafter. time and one half for the first three hours and double time thereafter. double time.
Climate change-enterprise-agreement-2011-14.txt1545overtimeof the agreed hours of duty over the settlement period will be eligible for overtime. 25.6. where an employee is directed to perform overtime and is approved in advance by the manager, overtime will be paid. 25.7. time spent travelling to or from work will not count as part of an overtime attendance. 25.8. where overtime is worked, toil is calculated at the following rates: period monday to friday saturday sunday public holidays, from 8:30 am to 5:00 pm public holidays, for any other hours 25.9. rate time and one half for the first three hours and double time thereafter. time and one half for the first three hours and double time thereafter. double time. time and one half (in addition to normal
Climate change-enterprise-agreement-2011-14.txt1549overtimewhere an employee is directed to perform overtime and is approved in advance by the manager, overtime will be paid. 25.7. time spent travelling to or from work will not count as part of an overtime attendance. 25.8. where overtime is worked, toil is calculated at the following rates: period monday to friday saturday sunday public holidays, from 8:30 am to 5:00 pm public holidays, for any other hours 25.9. rate time and one half for the first three hours and double time thereafter. time and one half for the first three hours and double time thereafter. double time. time and one half (in addition to normal salary). double time and one half. in calculating the overtime entitlement, a divisor of 37.5 hours is to be used.
Climate change-enterprise-agreement-2011-14.txt1550overtimemanager, overtime will be paid. 25.7. time spent travelling to or from work will not count as part of an overtime attendance. 25.8. where overtime is worked, toil is calculated at the following rates: period monday to friday saturday sunday public holidays, from 8:30 am to 5:00 pm public holidays, for any other hours 25.9. rate time and one half for the first three hours and double time thereafter. time and one half for the first three hours and double time thereafter. double time. time and one half (in addition to normal salary). double time and one half. in calculating the overtime entitlement, a divisor of 37.5 hours is to be used.
Climate change-enterprise-agreement-2011-14.txt1554traveltime spent travelling to or from work will not count as part of an overtime attendance. 25.8. where overtime is worked, toil is calculated at the following rates: period monday to friday saturday sunday public holidays, from 8:30 am to 5:00 pm public holidays, for any other hours 25.9. rate time and one half for the first three hours and double time thereafter. time and one half for the first three hours and double time thereafter. double time. time and one half (in addition to normal salary). double time and one half. in calculating the overtime entitlement, a divisor of 37.5 hours is to be used. 25.10. where overtime is worked on a public holiday which falls on a weekday, the overtime payment or toil is calculated at double time and a half for duty outside the standard day for full time employees (i.e. a standard day is from 8:30am to 5:00pm or the agreed pattern of hours for part-time employees). for overtime within the standard day for full time
Climate change-enterprise-agreement-2011-14.txt1554overtimetime spent travelling to or from work will not count as part of an overtime attendance. 25.8. where overtime is worked, toil is calculated at the following rates: period monday to friday saturday sunday public holidays, from 8:30 am to 5:00 pm public holidays, for any other hours 25.9. rate time and one half for the first three hours and double time thereafter. time and one half for the first three hours and double time thereafter. double time. time and one half (in addition to normal salary). double time and one half. in calculating the overtime entitlement, a divisor of 37.5 hours is to be used. 25.10. where overtime is worked on a public holiday which falls on a weekday, the overtime payment or toil is calculated at double time and a half for duty outside the standard day for full time employees (i.e. a standard day is from 8:30am to 5:00pm or the agreed pattern of hours for part-time employees). for overtime within the standard day for full time
Climate change-enterprise-agreement-2011-14.txt1558overtimewhere overtime is worked, toil is calculated at the following rates: period monday to friday saturday sunday public holidays, from 8:30 am to 5:00 pm public holidays, for any other hours 25.9. rate time and one half for the first three hours and double time thereafter. time and one half for the first three hours and double time thereafter. double time. time and one half (in addition to normal salary). double time and one half. in calculating the overtime entitlement, a divisor of 37.5 hours is to be used. 25.10. where overtime is worked on a public holiday which falls on a weekday, the overtime payment or toil is calculated at double time and a half for duty outside the standard day for full time employees (i.e. a standard day is from 8:30am to 5:00pm or the agreed pattern of hours for part-time employees). for overtime within the standard day for full time employees or agreed pattern of hours for part-time employees, overtime payment or toil will be calculated at single time and a half as employees are already being paid single time for this period for the public holiday. 25.11. where a period of overtime is not continuous with ordinary duty, the minimum overtime
Climate change-enterprise-agreement-2011-14.txt1578overtimein calculating the overtime entitlement, a divisor of 37.5 hours is to be used. 25.10. where overtime is worked on a public holiday which falls on a weekday, the overtime payment or toil is calculated at double time and a half for duty outside the standard day for full time employees (i.e. a standard day is from 8:30am to 5:00pm or the agreed pattern of hours for part-time employees). for overtime within the standard day for full time employees or agreed pattern of hours for part-time employees, overtime payment or toil will be calculated at single time and a half as employees are already being paid single time for this period for the public holiday. 25.11. where a period of overtime is not continuous with ordinary duty, the minimum overtime payment is four hours at the relevant rate. where the period of overtime is greater than four hours, payment will be made for the actual period worked at the relevant rate. 25.12. overtime is considered to be continuous with ordinary duty when an employee does not have a break, other than a meal break, between the periods of ordinary duty and overtime. 25.13. where more than one attendance is involved, the minimum overtime payment provision will not operate to increase an employee’s overtime payment beyond that which they would have received had they remained on duty from the commencing time of duty on one attendance, to the ceasing time of duty on a subsequent attendance. 17 department of climate change and energy efficiency – enterprise agreement 2011-14 25.14. where an employee is directed to work outside the bandwidth, the employee will be entitled to an eight (8) hour break plus reasonable travelling time before commencing work again, and the employee’s manager should direct the employee to take a break of eight (8) hours. if the break occurs during standard working hours, then the employee will receive their normal salary during that period. 25.15. subclause 25.14. does not apply to an employee who is directed to work outside the bandwidth for a period of two (2) hours or less and the period of work commences no earlier than two (2) hours before the beginning of the bandwidth. 25.16. where a break as described in subclause 25.14 above is not possible due to operational
Climate change-enterprise-agreement-2011-14.txt1580overtime25.10. where overtime is worked on a public holiday which falls on a weekday, the overtime payment or toil is calculated at double time and a half for duty outside the standard day for full time employees (i.e. a standard day is from 8:30am to 5:00pm or the agreed pattern of hours for part-time employees). for overtime within the standard day for full time employees or agreed pattern of hours for part-time employees, overtime payment or toil will be calculated at single time and a half as employees are already being paid single time for this period for the public holiday. 25.11. where a period of overtime is not continuous with ordinary duty, the minimum overtime payment is four hours at the relevant rate. where the period of overtime is greater than four hours, payment will be made for the actual period worked at the relevant rate. 25.12. overtime is considered to be continuous with ordinary duty when an employee does not have a break, other than a meal break, between the periods of ordinary duty and overtime. 25.13. where more than one attendance is involved, the minimum overtime payment provision will not operate to increase an employee’s overtime payment beyond that which they would have received had they remained on duty from the commencing time of duty on one attendance, to the ceasing time of duty on a subsequent attendance. 17 department of climate change and energy efficiency – enterprise agreement 2011-14 25.14. where an employee is directed to work outside the bandwidth, the employee will be entitled to an eight (8) hour break plus reasonable travelling time before commencing work again, and the employee’s manager should direct the employee to take a break of eight (8) hours. if the break occurs during standard working hours, then the employee will receive their normal salary during that period. 25.15. subclause 25.14. does not apply to an employee who is directed to work outside the bandwidth for a period of two (2) hours or less and the period of work commences no earlier than two (2) hours before the beginning of the bandwidth. 25.16. where a break as described in subclause 25.14 above is not possible due to operational requirements, the employee will be paid for subsequent periods of work at the applicable overtime rate until the employee has taken an eight (8) hour break.
Climate change-enterprise-agreement-2011-14.txt1583overtimehours for part-time employees). for overtime within the standard day for full time employees or agreed pattern of hours for part-time employees, overtime payment or toil will be calculated at single time and a half as employees are already being paid single time for this period for the public holiday. 25.11. where a period of overtime is not continuous with ordinary duty, the minimum overtime payment is four hours at the relevant rate. where the period of overtime is greater than four hours, payment will be made for the actual period worked at the relevant rate. 25.12. overtime is considered to be continuous with ordinary duty when an employee does not have a break, other than a meal break, between the periods of ordinary duty and overtime. 25.13. where more than one attendance is involved, the minimum overtime payment provision will not operate to increase an employee’s overtime payment beyond that which they would have received had they remained on duty from the commencing time of duty on one attendance, to the ceasing time of duty on a subsequent attendance. 17 department of climate change and energy efficiency – enterprise agreement 2011-14 25.14. where an employee is directed to work outside the bandwidth, the employee will be entitled to an eight (8) hour break plus reasonable travelling time before commencing work again, and the employee’s manager should direct the employee to take a break of eight (8) hours. if the break occurs during standard working hours, then the employee will receive their normal salary during that period. 25.15. subclause 25.14. does not apply to an employee who is directed to work outside the bandwidth for a period of two (2) hours or less and the period of work commences no earlier than two (2) hours before the beginning of the bandwidth. 25.16. where a break as described in subclause 25.14 above is not possible due to operational requirements, the employee will be paid for subsequent periods of work at the applicable overtime rate until the employee has taken an eight (8) hour break. 25.17. an employee cannot claim flex or toil and also receive an extra duty payment in respect of the same hours. 25.18. where employees are required to work outside the bandwidth and public transport or
Climate change-enterprise-agreement-2011-14.txt1584overtimeemployees or agreed pattern of hours for part-time employees, overtime payment or toil will be calculated at single time and a half as employees are already being paid single time for this period for the public holiday. 25.11. where a period of overtime is not continuous with ordinary duty, the minimum overtime payment is four hours at the relevant rate. where the period of overtime is greater than four hours, payment will be made for the actual period worked at the relevant rate. 25.12. overtime is considered to be continuous with ordinary duty when an employee does not have a break, other than a meal break, between the periods of ordinary duty and overtime. 25.13. where more than one attendance is involved, the minimum overtime payment provision will not operate to increase an employee’s overtime payment beyond that which they would have received had they remained on duty from the commencing time of duty on one attendance, to the ceasing time of duty on a subsequent attendance. 17 department of climate change and energy efficiency – enterprise agreement 2011-14 25.14. where an employee is directed to work outside the bandwidth, the employee will be entitled to an eight (8) hour break plus reasonable travelling time before commencing work again, and the employee’s manager should direct the employee to take a break of eight (8) hours. if the break occurs during standard working hours, then the employee will receive their normal salary during that period. 25.15. subclause 25.14. does not apply to an employee who is directed to work outside the bandwidth for a period of two (2) hours or less and the period of work commences no earlier than two (2) hours before the beginning of the bandwidth. 25.16. where a break as described in subclause 25.14 above is not possible due to operational requirements, the employee will be paid for subsequent periods of work at the applicable overtime rate until the employee has taken an eight (8) hour break. 25.17. an employee cannot claim flex or toil and also receive an extra duty payment in respect of the same hours. 25.18. where employees are required to work outside the bandwidth and public transport or alternative arrangements are not available or practicable, managers should take account of
Climate change-enterprise-agreement-2011-14.txt1587overtime25.11. where a period of overtime is not continuous with ordinary duty, the minimum overtime payment is four hours at the relevant rate. where the period of overtime is greater than four hours, payment will be made for the actual period worked at the relevant rate. 25.12. overtime is considered to be continuous with ordinary duty when an employee does not have a break, other than a meal break, between the periods of ordinary duty and overtime. 25.13. where more than one attendance is involved, the minimum overtime payment provision will not operate to increase an employee’s overtime payment beyond that which they would have received had they remained on duty from the commencing time of duty on one attendance, to the ceasing time of duty on a subsequent attendance. 17 department of climate change and energy efficiency – enterprise agreement 2011-14 25.14. where an employee is directed to work outside the bandwidth, the employee will be entitled to an eight (8) hour break plus reasonable travelling time before commencing work again, and the employee’s manager should direct the employee to take a break of eight (8) hours. if the break occurs during standard working hours, then the employee will receive their normal salary during that period. 25.15. subclause 25.14. does not apply to an employee who is directed to work outside the bandwidth for a period of two (2) hours or less and the period of work commences no earlier than two (2) hours before the beginning of the bandwidth. 25.16. where a break as described in subclause 25.14 above is not possible due to operational requirements, the employee will be paid for subsequent periods of work at the applicable overtime rate until the employee has taken an eight (8) hour break. 25.17. an employee cannot claim flex or toil and also receive an extra duty payment in respect of the same hours. 25.18. where employees are required to work outside the bandwidth and public transport or alternative arrangements are not available or practicable, managers should take account of dccee’s duty of care regarding employees’ safety and, if appropriate, provide secure, accessible car parking or cabcharge vouchers to meet the employee’s costs of transport.
Climate change-enterprise-agreement-2011-14.txt1588overtimepayment is four hours at the relevant rate. where the period of overtime is greater than four hours, payment will be made for the actual period worked at the relevant rate. 25.12. overtime is considered to be continuous with ordinary duty when an employee does not have a break, other than a meal break, between the periods of ordinary duty and overtime. 25.13. where more than one attendance is involved, the minimum overtime payment provision will not operate to increase an employee’s overtime payment beyond that which they would have received had they remained on duty from the commencing time of duty on one attendance, to the ceasing time of duty on a subsequent attendance. 17 department of climate change and energy efficiency – enterprise agreement 2011-14 25.14. where an employee is directed to work outside the bandwidth, the employee will be entitled to an eight (8) hour break plus reasonable travelling time before commencing work again, and the employee’s manager should direct the employee to take a break of eight (8) hours. if the break occurs during standard working hours, then the employee will receive their normal salary during that period. 25.15. subclause 25.14. does not apply to an employee who is directed to work outside the bandwidth for a period of two (2) hours or less and the period of work commences no earlier than two (2) hours before the beginning of the bandwidth. 25.16. where a break as described in subclause 25.14 above is not possible due to operational requirements, the employee will be paid for subsequent periods of work at the applicable overtime rate until the employee has taken an eight (8) hour break. 25.17. an employee cannot claim flex or toil and also receive an extra duty payment in respect of the same hours. 25.18. where employees are required to work outside the bandwidth and public transport or alternative arrangements are not available or practicable, managers should take account of dccee’s duty of care regarding employees’ safety and, if appropriate, provide secure, accessible car parking or cabcharge vouchers to meet the employee’s costs of transport. 18
Climate change-enterprise-agreement-2011-14.txt1590overtime25.12. overtime is considered to be continuous with ordinary duty when an employee does not have a break, other than a meal break, between the periods of ordinary duty and overtime. 25.13. where more than one attendance is involved, the minimum overtime payment provision will not operate to increase an employee’s overtime payment beyond that which they would have received had they remained on duty from the commencing time of duty on one attendance, to the ceasing time of duty on a subsequent attendance. 17 department of climate change and energy efficiency – enterprise agreement 2011-14 25.14. where an employee is directed to work outside the bandwidth, the employee will be entitled to an eight (8) hour break plus reasonable travelling time before commencing work again, and the employee’s manager should direct the employee to take a break of eight (8) hours. if the break occurs during standard working hours, then the employee will receive their normal salary during that period. 25.15. subclause 25.14. does not apply to an employee who is directed to work outside the bandwidth for a period of two (2) hours or less and the period of work commences no earlier than two (2) hours before the beginning of the bandwidth. 25.16. where a break as described in subclause 25.14 above is not possible due to operational requirements, the employee will be paid for subsequent periods of work at the applicable overtime rate until the employee has taken an eight (8) hour break. 25.17. an employee cannot claim flex or toil and also receive an extra duty payment in respect of the same hours. 25.18. where employees are required to work outside the bandwidth and public transport or alternative arrangements are not available or practicable, managers should take account of dccee’s duty of care regarding employees’ safety and, if appropriate, provide secure, accessible car parking or cabcharge vouchers to meet the employee’s costs of transport. 18 department of climate change and energy efficiency – enterprise agreement 2011-14
Climate change-enterprise-agreement-2011-14.txt1591overtimehave a break, other than a meal break, between the periods of ordinary duty and overtime. 25.13. where more than one attendance is involved, the minimum overtime payment provision will not operate to increase an employee’s overtime payment beyond that which they would have received had they remained on duty from the commencing time of duty on one attendance, to the ceasing time of duty on a subsequent attendance. 17 department of climate change and energy efficiency – enterprise agreement 2011-14 25.14. where an employee is directed to work outside the bandwidth, the employee will be entitled to an eight (8) hour break plus reasonable travelling time before commencing work again, and the employee’s manager should direct the employee to take a break of eight (8) hours. if the break occurs during standard working hours, then the employee will receive their normal salary during that period. 25.15. subclause 25.14. does not apply to an employee who is directed to work outside the bandwidth for a period of two (2) hours or less and the period of work commences no earlier than two (2) hours before the beginning of the bandwidth. 25.16. where a break as described in subclause 25.14 above is not possible due to operational requirements, the employee will be paid for subsequent periods of work at the applicable overtime rate until the employee has taken an eight (8) hour break. 25.17. an employee cannot claim flex or toil and also receive an extra duty payment in respect of the same hours. 25.18. where employees are required to work outside the bandwidth and public transport or alternative arrangements are not available or practicable, managers should take account of dccee’s duty of care regarding employees’ safety and, if appropriate, provide secure, accessible car parking or cabcharge vouchers to meet the employee’s costs of transport. 18 department of climate change and energy efficiency – enterprise agreement 2011-14
Climate change-enterprise-agreement-2011-14.txt1592overtime25.13. where more than one attendance is involved, the minimum overtime payment provision will not operate to increase an employee’s overtime payment beyond that which they would have received had they remained on duty from the commencing time of duty on one attendance, to the ceasing time of duty on a subsequent attendance. 17 department of climate change and energy efficiency – enterprise agreement 2011-14 25.14. where an employee is directed to work outside the bandwidth, the employee will be entitled to an eight (8) hour break plus reasonable travelling time before commencing work again, and the employee’s manager should direct the employee to take a break of eight (8) hours. if the break occurs during standard working hours, then the employee will receive their normal salary during that period. 25.15. subclause 25.14. does not apply to an employee who is directed to work outside the bandwidth for a period of two (2) hours or less and the period of work commences no earlier than two (2) hours before the beginning of the bandwidth. 25.16. where a break as described in subclause 25.14 above is not possible due to operational requirements, the employee will be paid for subsequent periods of work at the applicable overtime rate until the employee has taken an eight (8) hour break. 25.17. an employee cannot claim flex or toil and also receive an extra duty payment in respect of the same hours. 25.18. where employees are required to work outside the bandwidth and public transport or alternative arrangements are not available or practicable, managers should take account of dccee’s duty of care regarding employees’ safety and, if appropriate, provide secure, accessible car parking or cabcharge vouchers to meet the employee’s costs of transport. 18 department of climate change and energy efficiency – enterprise agreement 2011-14 part d – leave
Climate change-enterprise-agreement-2011-14.txt1593overtimenot operate to increase an employee’s overtime payment beyond that which they would have received had they remained on duty from the commencing time of duty on one attendance, to the ceasing time of duty on a subsequent attendance. 17 department of climate change and energy efficiency – enterprise agreement 2011-14 25.14. where an employee is directed to work outside the bandwidth, the employee will be entitled to an eight (8) hour break plus reasonable travelling time before commencing work again, and the employee’s manager should direct the employee to take a break of eight (8) hours. if the break occurs during standard working hours, then the employee will receive their normal salary during that period. 25.15. subclause 25.14. does not apply to an employee who is directed to work outside the bandwidth for a period of two (2) hours or less and the period of work commences no earlier than two (2) hours before the beginning of the bandwidth. 25.16. where a break as described in subclause 25.14 above is not possible due to operational requirements, the employee will be paid for subsequent periods of work at the applicable overtime rate until the employee has taken an eight (8) hour break. 25.17. an employee cannot claim flex or toil and also receive an extra duty payment in respect of the same hours. 25.18. where employees are required to work outside the bandwidth and public transport or alternative arrangements are not available or practicable, managers should take account of dccee’s duty of care regarding employees’ safety and, if appropriate, provide secure, accessible car parking or cabcharge vouchers to meet the employee’s costs of transport. 18 department of climate change and energy efficiency – enterprise agreement 2011-14 part d – leave 26. general conditions
Climate change-enterprise-agreement-2011-14.txt1599bandwidth25.14. where an employee is directed to work outside the bandwidth, the employee will be entitled to an eight (8) hour break plus reasonable travelling time before commencing work again, and the employee’s manager should direct the employee to take a break of eight (8) hours. if the break occurs during standard working hours, then the employee will receive their normal salary during that period. 25.15. subclause 25.14. does not apply to an employee who is directed to work outside the bandwidth for a period of two (2) hours or less and the period of work commences no earlier than two (2) hours before the beginning of the bandwidth. 25.16. where a break as described in subclause 25.14 above is not possible due to operational requirements, the employee will be paid for subsequent periods of work at the applicable overtime rate until the employee has taken an eight (8) hour break. 25.17. an employee cannot claim flex or toil and also receive an extra duty payment in respect of the same hours. 25.18. where employees are required to work outside the bandwidth and public transport or alternative arrangements are not available or practicable, managers should take account of dccee’s duty of care regarding employees’ safety and, if appropriate, provide secure, accessible car parking or cabcharge vouchers to meet the employee’s costs of transport. 18 department of climate change and energy efficiency – enterprise agreement 2011-14 part d – leave 26. general conditions 26.1. dccee provides access to a flexible range of options for paid and unpaid absences from work that assists employees to balance work with other personal priorities. 26.2.
Climate change-enterprise-agreement-2011-14.txt1600travelentitled to an eight (8) hour break plus reasonable travelling time before commencing work again, and the employee’s manager should direct the employee to take a break of eight (8) hours. if the break occurs during standard working hours, then the employee will receive their normal salary during that period. 25.15. subclause 25.14. does not apply to an employee who is directed to work outside the bandwidth for a period of two (2) hours or less and the period of work commences no earlier than two (2) hours before the beginning of the bandwidth. 25.16. where a break as described in subclause 25.14 above is not possible due to operational requirements, the employee will be paid for subsequent periods of work at the applicable overtime rate until the employee has taken an eight (8) hour break. 25.17. an employee cannot claim flex or toil and also receive an extra duty payment in respect of the same hours. 25.18. where employees are required to work outside the bandwidth and public transport or alternative arrangements are not available or practicable, managers should take account of dccee’s duty of care regarding employees’ safety and, if appropriate, provide secure, accessible car parking or cabcharge vouchers to meet the employee’s costs of transport. 18 department of climate change and energy efficiency – enterprise agreement 2011-14 part d – leave 26. general conditions 26.1. dccee provides access to a flexible range of options for paid and unpaid absences from work that assists employees to balance work with other personal priorities. 26.2.
Climate change-enterprise-agreement-2011-14.txt1605bandwidthbandwidth for a period of two (2) hours or less and the period of work commences no earlier than two (2) hours before the beginning of the bandwidth. 25.16. where a break as described in subclause 25.14 above is not possible due to operational requirements, the employee will be paid for subsequent periods of work at the applicable overtime rate until the employee has taken an eight (8) hour break. 25.17. an employee cannot claim flex or toil and also receive an extra duty payment in respect of the same hours. 25.18. where employees are required to work outside the bandwidth and public transport or alternative arrangements are not available or practicable, managers should take account of dccee’s duty of care regarding employees’ safety and, if appropriate, provide secure, accessible car parking or cabcharge vouchers to meet the employee’s costs of transport. 18 department of climate change and energy efficiency – enterprise agreement 2011-14 part d – leave 26. general conditions 26.1. dccee provides access to a flexible range of options for paid and unpaid absences from work that assists employees to balance work with other personal priorities. 26.2. where an employee has had a formal application for leave rejected, the secretary will advise the employee of the reason(s) for the decision in writing, including reasons relating to operational requirements. the manager, the employee and, where the employee requests, a support person will meet to consider alternative arrangements if required.
Climate change-enterprise-agreement-2011-14.txt1606bandwidththan two (2) hours before the beginning of the bandwidth. 25.16. where a break as described in subclause 25.14 above is not possible due to operational requirements, the employee will be paid for subsequent periods of work at the applicable overtime rate until the employee has taken an eight (8) hour break. 25.17. an employee cannot claim flex or toil and also receive an extra duty payment in respect of the same hours. 25.18. where employees are required to work outside the bandwidth and public transport or alternative arrangements are not available or practicable, managers should take account of dccee’s duty of care regarding employees’ safety and, if appropriate, provide secure, accessible car parking or cabcharge vouchers to meet the employee’s costs of transport. 18 department of climate change and energy efficiency – enterprise agreement 2011-14 part d – leave 26. general conditions 26.1. dccee provides access to a flexible range of options for paid and unpaid absences from work that assists employees to balance work with other personal priorities. 26.2. where an employee has had a formal application for leave rejected, the secretary will advise the employee of the reason(s) for the decision in writing, including reasons relating to operational requirements. the manager, the employee and, where the employee requests, a support person will meet to consider alternative arrangements if required. 26.3.
Climate change-enterprise-agreement-2011-14.txt1609overtimeovertime rate until the employee has taken an eight (8) hour break. 25.17. an employee cannot claim flex or toil and also receive an extra duty payment in respect of the same hours. 25.18. where employees are required to work outside the bandwidth and public transport or alternative arrangements are not available or practicable, managers should take account of dccee’s duty of care regarding employees’ safety and, if appropriate, provide secure, accessible car parking or cabcharge vouchers to meet the employee’s costs of transport. 18 department of climate change and energy efficiency – enterprise agreement 2011-14 part d – leave 26. general conditions 26.1. dccee provides access to a flexible range of options for paid and unpaid absences from work that assists employees to balance work with other personal priorities. 26.2. where an employee has had a formal application for leave rejected, the secretary will advise the employee of the reason(s) for the decision in writing, including reasons relating to operational requirements. the manager, the employee and, where the employee requests, a support person will meet to consider alternative arrangements if required. 26.3. all accrued leave entitlements will be expressed and deducted in hours and minutes.
Climate change-enterprise-agreement-2011-14.txt1612bandwidth25.18. where employees are required to work outside the bandwidth and public transport or alternative arrangements are not available or practicable, managers should take account of dccee’s duty of care regarding employees’ safety and, if appropriate, provide secure, accessible car parking or cabcharge vouchers to meet the employee’s costs of transport. 18 department of climate change and energy efficiency – enterprise agreement 2011-14 part d – leave 26. general conditions 26.1. dccee provides access to a flexible range of options for paid and unpaid absences from work that assists employees to balance work with other personal priorities. 26.2. where an employee has had a formal application for leave rejected, the secretary will advise the employee of the reason(s) for the decision in writing, including reasons relating to operational requirements. the manager, the employee and, where the employee requests, a support person will meet to consider alternative arrangements if required. 26.3. all accrued leave entitlements will be expressed and deducted in hours and minutes. 26.4. where an employee is absent on compensation leave, a manager is required to consult with
Climate change-enterprise-agreement-2011-14.txt1656long service leaveform of leave (e.g. if on long service leave on half pay, payment is on half pay). 26.7. the department will not unreasonably cancel approved leave or recall employees to duty while on leave. in such circumstances the secretary will approve reimbursement toward travel expenses, incidental expenses or family care costs. if an employee’s leave is cancelled without reasonable notice the employee will be recredited with the amount of leave cancelled. if an employee is recalled to duty the employee will be recredited with a period equivalent to the ordinary hours worked. 26.8. an employee who is ill or injured for one day or longer while on annual leave or long service leave and who produces satisfactory medical certificate may apply for personal/carer’s leave and have their annual or long service leave recredited. 27. portability of leave 27.1. where an employee moves (including on promotion or for an agreed period) from another agency where they were an ongoing aps employee, the employee’s unused accrued annual leave and personal/carers leave (however described) will be recognised, provided there is no break in continuity of service. 27.2. where an employee is engaged as either an ongoing or non-ongoing aps employee immediately following a period of ongoing employment in the parliamentary service or the 19
Climate change-enterprise-agreement-2011-14.txt1662traveltravel expenses, incidental expenses or family care costs. if an employee’s leave is cancelled without reasonable notice the employee will be recredited with the amount of leave cancelled. if an employee is recalled to duty the employee will be recredited with a period equivalent to the ordinary hours worked. 26.8. an employee who is ill or injured for one day or longer while on annual leave or long service leave and who produces satisfactory medical certificate may apply for personal/carer’s leave and have their annual or long service leave recredited. 27. portability of leave 27.1. where an employee moves (including on promotion or for an agreed period) from another agency where they were an ongoing aps employee, the employee’s unused accrued annual leave and personal/carers leave (however described) will be recognised, provided there is no break in continuity of service. 27.2. where an employee is engaged as either an ongoing or non-ongoing aps employee immediately following a period of ongoing employment in the parliamentary service or the 19 department of climate change and energy efficiency – enterprise agreement 2011-14 act government service, the employee’s unused accrued annual leave and personal/carers leave (however described) will be recognised. 27.3.
Climate change-enterprise-agreement-2011-14.txt1671long service leaveand have their annual or long service leave recredited. 27. portability of leave 27.1. where an employee moves (including on promotion or for an agreed period) from another agency where they were an ongoing aps employee, the employee’s unused accrued annual leave and personal/carers leave (however described) will be recognised, provided there is no break in continuity of service. 27.2. where an employee is engaged as either an ongoing or non-ongoing aps employee immediately following a period of ongoing employment in the parliamentary service or the 19 department of climate change and energy efficiency – enterprise agreement 2011-14 act government service, the employee’s unused accrued annual leave and personal/carers leave (however described) will be recognised. 27.3. where a person is engaged as an ongoing employee, and immediately prior to the engagement the person was employed as a non-ongoing aps employee, the secretary may, at the employee’s request, recognise any accrued annual leave and personal/carers leave (however described), provided there is no break in continuity of service. any recognised annual leave excludes any accrued leave paid out on separation. 27.4. use of these accrued leave credits and future entitlements is in accordance with this
Climate change-enterprise-agreement-2011-14.txt1705long service leaveprior service will be recognised for long service leave purposes in accordance with the long service leave (commonwealth employees) act 1976 if the break in service is not more than 12 months. 27.6. where an employee is employed after having been deemed to have resigned following marriage under the former section 49 of the public service act 1922, or is re-engaged following invalidity retirement or termination from the aps on the grounds of invalidity, the employee will be credited with any personal/carer’s leave credits held at the time of ceasing the earlier period of employment. 28. annual leave 28.1. the purpose of annual leave is to provide employees with the opportunity for a reasonable break from work. therefore, it is important that employees take leave within a reasonable period of its accrual, and that leave planning is an integral part of work planning and task allocation for managers. the timing and duration of annual leave is to be mutually agreed between the employee and manager unless the leave is for health and/or safety reasons. 28.2. employees are entitled to the equivalent of 20 days, for each full year worked. annual leave will accrue daily, and be credited monthly. 28.3. the taking of annual leave is subject to the approval of the manager.
Climate change-enterprise-agreement-2011-14.txt1813long service leave30. long service leave 30.1. an employee is eligible for long service leave in accordance with the long service leave (commonwealth employees) act 1976. 30.2. the minimum period during which long service leave can be taken is seven calendar days (at full or half pay). long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. periods of long service leave cannot be broken with any other leave including absences on flex leave (except as provided for by the maternity leave (commonwealth employees) act 1973 and the personal leave provisions of this agreement). 30.3. the secretary will consider applications for long service leave in light of operational requirements. 31. personal/carer’s leave 31.1. personal/carer’s leave may be used when an employee is ill or injured and is unable to attend for duty or required to provide care or support for members of the employee’s family or household because of a personal illness or injury of the member or an unexpected emergency affecting the member. 31.2. on engagement, an ongoing employee will be credited with personal/carer’s leave of 20
Climate change-enterprise-agreement-2011-14.txt1816long service leavean employee is eligible for long service leave in accordance with the long service leave (commonwealth employees) act 1976. 30.2. the minimum period during which long service leave can be taken is seven calendar days (at full or half pay). long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. periods of long service leave cannot be broken with any other leave including absences on flex leave (except as provided for by the maternity leave (commonwealth employees) act 1973 and the personal leave provisions of this agreement). 30.3. the secretary will consider applications for long service leave in light of operational requirements. 31. personal/carer’s leave 31.1. personal/carer’s leave may be used when an employee is ill or injured and is unable to attend for duty or required to provide care or support for members of the employee’s family or household because of a personal illness or injury of the member or an unexpected emergency affecting the member. 31.2. on engagement, an ongoing employee will be credited with personal/carer’s leave of 20 days (150 hours) or the part time equivalent. thereafter personal/carer’s leave credits will accrue monthly and will be credited on the anniversary of the employee’s commencement. existing aps employees who are transferred or promoted into dccee personal/carer’s leave
Climate change-enterprise-agreement-2011-14.txt1821long service leavethe minimum period during which long service leave can be taken is seven calendar days (at full or half pay). long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. periods of long service leave cannot be broken with any other leave including absences on flex leave (except as provided for by the maternity leave (commonwealth employees) act 1973 and the personal leave provisions of this agreement). 30.3. the secretary will consider applications for long service leave in light of operational requirements. 31. personal/carer’s leave 31.1. personal/carer’s leave may be used when an employee is ill or injured and is unable to attend for duty or required to provide care or support for members of the employee’s family or household because of a personal illness or injury of the member or an unexpected emergency affecting the member. 31.2. on engagement, an ongoing employee will be credited with personal/carer’s leave of 20 days (150 hours) or the part time equivalent. thereafter personal/carer’s leave credits will accrue monthly and will be credited on the anniversary of the employee’s commencement. existing aps employees who are transferred or promoted into dccee personal/carer’s leave credits will accrue monthly and credited on the anniversary of the employee’s commencement (subject to clause 31.4) without limit throughout the employee's period of employment with the department. 31.3.
Climate change-enterprise-agreement-2011-14.txt1822long service leavefull or half pay). long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. periods of long service leave cannot be broken with any other leave including absences on flex leave (except as provided for by the maternity leave (commonwealth employees) act 1973 and the personal leave provisions of this agreement). 30.3. the secretary will consider applications for long service leave in light of operational requirements. 31. personal/carer’s leave 31.1. personal/carer’s leave may be used when an employee is ill or injured and is unable to attend for duty or required to provide care or support for members of the employee’s family or household because of a personal illness or injury of the member or an unexpected emergency affecting the member. 31.2. on engagement, an ongoing employee will be credited with personal/carer’s leave of 20 days (150 hours) or the part time equivalent. thereafter personal/carer’s leave credits will accrue monthly and will be credited on the anniversary of the employee’s commencement. existing aps employees who are transferred or promoted into dccee personal/carer’s leave credits will accrue monthly and credited on the anniversary of the employee’s commencement (subject to clause 31.4) without limit throughout the employee's period of employment with the department. 31.3.
Climate change-enterprise-agreement-2011-14.txt1823long service leaveotherwise provided by legislation. periods of long service leave cannot be broken with any other leave including absences on flex leave (except as provided for by the maternity leave (commonwealth employees) act 1973 and the personal leave provisions of this agreement). 30.3. the secretary will consider applications for long service leave in light of operational requirements. 31. personal/carer’s leave 31.1. personal/carer’s leave may be used when an employee is ill or injured and is unable to attend for duty or required to provide care or support for members of the employee’s family or household because of a personal illness or injury of the member or an unexpected emergency affecting the member. 31.2. on engagement, an ongoing employee will be credited with personal/carer’s leave of 20 days (150 hours) or the part time equivalent. thereafter personal/carer’s leave credits will accrue monthly and will be credited on the anniversary of the employee’s commencement. existing aps employees who are transferred or promoted into dccee personal/carer’s leave credits will accrue monthly and credited on the anniversary of the employee’s commencement (subject to clause 31.4) without limit throughout the employee's period of employment with the department. 31.3. personal/carer’s leave credits will be calculated, using the following formula:
Climate change-enterprise-agreement-2011-14.txt1824maternity leaveother leave including absences on flex leave (except as provided for by the maternity leave (commonwealth employees) act 1973 and the personal leave provisions of this agreement). 30.3. the secretary will consider applications for long service leave in light of operational requirements. 31. personal/carer’s leave 31.1. personal/carer’s leave may be used when an employee is ill or injured and is unable to attend for duty or required to provide care or support for members of the employee’s family or household because of a personal illness or injury of the member or an unexpected emergency affecting the member. 31.2. on engagement, an ongoing employee will be credited with personal/carer’s leave of 20 days (150 hours) or the part time equivalent. thereafter personal/carer’s leave credits will accrue monthly and will be credited on the anniversary of the employee’s commencement. existing aps employees who are transferred or promoted into dccee personal/carer’s leave credits will accrue monthly and credited on the anniversary of the employee’s commencement (subject to clause 31.4) without limit throughout the employee's period of employment with the department. 31.3. personal/carer’s leave credits will be calculated, using the following formula:
Climate change-enterprise-agreement-2011-14.txt1829long service leavethe secretary will consider applications for long service leave in light of operational requirements. 31. personal/carer’s leave 31.1. personal/carer’s leave may be used when an employee is ill or injured and is unable to attend for duty or required to provide care or support for members of the employee’s family or household because of a personal illness or injury of the member or an unexpected emergency affecting the member. 31.2. on engagement, an ongoing employee will be credited with personal/carer’s leave of 20 days (150 hours) or the part time equivalent. thereafter personal/carer’s leave credits will accrue monthly and will be credited on the anniversary of the employee’s commencement. existing aps employees who are transferred or promoted into dccee personal/carer’s leave credits will accrue monthly and credited on the anniversary of the employee’s commencement (subject to clause 31.4) without limit throughout the employee's period of employment with the department. 31.3. personal/carer’s leave credits will be calculated, using the following formula: where: 150 = basic annual credit of twenty days expressed in hours 31.4. where ‘leave without pay not to count as service’ has been granted in the accrual year,
Climate change-enterprise-agreement-2011-14.txt1939long service leaveannual and long service leave will be re-credited to the extent of the period of personal leave granted. 31.16. an employee is unable to access personal leave while on paid maternity, adoption, supporting partner/paternity leave and permanent/foster care/surrogate leave. 31.17. unused personal leave will not be paid out on termination of employment. 32. compassionate leave 32.1. an employee is entitled to paid compassionate leave of three (3) days on each occasion where a member of the employee’s immediate family or household contracts or develops an illness or injury that poses a serious threat to his or her life. an employee may apply to take additional days on personal/carers leave, in accordance with section 31. 32.2. an employee is entitled to paid additional compassionate leave of three (3) days on each occasion of the death of a member of the employee’s immediate family or household. an employee may apply to take additional days on personal/carers leave, in accordance with section 31. 32.3. casual employees are entitled to three (3) days of unpaid compassionate leave for each occasion where a member of the employee’s immediate family or household contracts or develops an illness or injury that poses a serious threat to his or her life. 33. community service leave 33.1.
Climate change-enterprise-agreement-2011-14.txt1942paternity leavesupporting partner/paternity leave and permanent/foster care/surrogate leave. 31.17. unused personal leave will not be paid out on termination of employment. 32. compassionate leave 32.1. an employee is entitled to paid compassionate leave of three (3) days on each occasion where a member of the employee’s immediate family or household contracts or develops an illness or injury that poses a serious threat to his or her life. an employee may apply to take additional days on personal/carers leave, in accordance with section 31. 32.2. an employee is entitled to paid additional compassionate leave of three (3) days on each occasion of the death of a member of the employee’s immediate family or household. an employee may apply to take additional days on personal/carers leave, in accordance with section 31. 32.3. casual employees are entitled to three (3) days of unpaid compassionate leave for each occasion where a member of the employee’s immediate family or household contracts or develops an illness or injury that poses a serious threat to his or her life. 33. community service leave 33.1. an employee who engages in eligible community service activity in accordance with division 8, section 108 of the national employment standards is entitled to take unpaid leave for community service personnel for emergency services duties encompasses leave for regular
Climate change-enterprise-agreement-2011-14.txt1972traveltraining, reasonable travelling time, all emergency services responses and reasonable recovery time. 33.2. consistent with clause 36.2, an employee may be eligible for paid leave to count as service to respond to the consequences of a natural disaster as a member of an emergency services organisation. 24 department of climate change and energy efficiency – enterprise agreement 2011-14 34. defence reserve leave 34.1. an employee may be granted leave (with or without pay) to enable the employee to fulfil australian defence force (adf) reserve and continuous full time service (cfts) or cadet force obligations. 34.2. an employee is entitled to adf reserve leave with pay, for up to four weeks during each year for the purpose of fulfilling service in the adf reserve. these purposes include training and operational duty as required. o o o
Climate change-enterprise-agreement-2011-14.txt2027long service leaveeligible employees may also apply for annual leave, long service leave, leave without pay, top-up pay or they may use flextime or make up time for the purpose of fulfilling adf reserve, cfts or cadet force obligations. 34.6. employees are to notify supervisors at the earliest opportunity once the dates for adf reserve, cfts or cadet force activities are known and/or changed. 35. war service leave 35.1. employees may be granted war service sick leave only when unfit for duty due to a warcaused condition. 35.2. a war-caused condition means an injury or disease that has been determined under the veteran's entitlements act 1986 to be war-caused or defence-caused to the particular employee. 35.3. eligible employees will accrue a credit of nine weeks on commencement in the aps and an annual credit of three weeks for each year of aps service. unused credits will accumulate to a maximum of nine weeks. 25 department of climate change and energy efficiency – enterprise agreement 2011-14 36. miscellaneous leave with and without pay
Climate change-enterprise-agreement-2011-14.txt2028flextimetop-up pay or they may use flextime or make up time for the purpose of fulfilling adf reserve, cfts or cadet force obligations. 34.6. employees are to notify supervisors at the earliest opportunity once the dates for adf reserve, cfts or cadet force activities are known and/or changed. 35. war service leave 35.1. employees may be granted war service sick leave only when unfit for duty due to a warcaused condition. 35.2. a war-caused condition means an injury or disease that has been determined under the veteran's entitlements act 1986 to be war-caused or defence-caused to the particular employee. 35.3. eligible employees will accrue a credit of nine weeks on commencement in the aps and an annual credit of three weeks for each year of aps service. unused credits will accumulate to a maximum of nine weeks. 25 department of climate change and energy efficiency – enterprise agreement 2011-14 36. miscellaneous leave with and without pay 36.1.
Climate change-enterprise-agreement-2011-14.txt2157flexible work arrangementspart e - flexible work arrangements for parents 38. general 38.1. an employee who is a parent, or has responsibility for the care of a child under school age or a child under 18 who has a disability, may request flexible working arrangements, including part-time hours. the employee is not eligible to make this request unless they have completed at least 12 months of continuous commonwealth service the secretary may waive this requirement in exceptional circumstances). 38.2. a casual employee engaged for irregular or intermittent duties may only request flexible work arrangements if the employee: o o is a long term casual employee immediately before making the request; and has reasonable expectation of continuing employment on a regular and systematic basis. 38.3. a request made in accordance with clause 38.1 must be in writing and set out details of the change sought and the reasons for the change. the secretary will respond in writing to the request within 21 days and will only refuse on reasonable business grounds. where the request is refused, the response will include reasons for the refusal. 38.4.
Climate change-enterprise-agreement-2011-14.txt2187maternity leaveon ending parental, maternity leave, adoption or permanent/foster care/surrogate leave, an employee is entitled to return to: o o 38.5. the employee’s pre-parental/maternity leave duties; or if those duties no longer exist – an available position for which the employee is qualified and suited at the same classification and pay as applied preparental/maternity leave. where this is not practical, other duties will be sought, with the redeployment, reduction and redundancy provisions applying to any placement. for the purposes of this clause, duties means those performed: o o o if the employee was moved to safe duties because of the pregnancy – immediately before the move; or if the employee began working part-time because of the pregnancy – immediately before the part-time employment began; or otherwise – immediately before the employee commenced maternity or parental leave. 39. maternity/parental leave 39.1. an employee who has at least 12 months continuous service in the aps and is the primary caregiver is entitled to unpaid parental leave of up to 52 weeks (12 months) in accordance
Climate change-enterprise-agreement-2011-14.txt2194maternity leavethe employee’s pre-parental/maternity leave duties; or if those duties no longer exist – an available position for which the employee is qualified and suited at the same classification and pay as applied preparental/maternity leave. where this is not practical, other duties will be sought, with the redeployment, reduction and redundancy provisions applying to any placement. for the purposes of this clause, duties means those performed: o o o if the employee was moved to safe duties because of the pregnancy – immediately before the move; or if the employee began working part-time because of the pregnancy – immediately before the part-time employment began; or otherwise – immediately before the employee commenced maternity or parental leave. 39. maternity/parental leave 39.1. an employee who has at least 12 months continuous service in the aps and is the primary caregiver is entitled to unpaid parental leave of up to 52 weeks (12 months) in accordance with the national employment standards (nes). 28 department of climate change and energy efficiency – enterprise agreement 2011-14 39.2.
Climate change-enterprise-agreement-2011-14.txt2196maternity leavequalified and suited at the same classification and pay as applied preparental/maternity leave. where this is not practical, other duties will be sought, with the redeployment, reduction and redundancy provisions applying to any placement. for the purposes of this clause, duties means those performed: o o o if the employee was moved to safe duties because of the pregnancy – immediately before the move; or if the employee began working part-time because of the pregnancy – immediately before the part-time employment began; or otherwise – immediately before the employee commenced maternity or parental leave. 39. maternity/parental leave 39.1. an employee who has at least 12 months continuous service in the aps and is the primary caregiver is entitled to unpaid parental leave of up to 52 weeks (12 months) in accordance with the national employment standards (nes). 28 department of climate change and energy efficiency – enterprise agreement 2011-14 39.2. upon request from the employee, the department will agree to an extension of unpaid parental leave for a further period of up to 12 months, immediately following the end of the
Climate change-enterprise-agreement-2011-14.txt2212parental leave39. maternity/parental leave 39.1. an employee who has at least 12 months continuous service in the aps and is the primary caregiver is entitled to unpaid parental leave of up to 52 weeks (12 months) in accordance with the national employment standards (nes). 28 department of climate change and energy efficiency – enterprise agreement 2011-14 39.2. upon request from the employee, the department will agree to an extension of unpaid parental leave for a further period of up to 12 months, immediately following the end of the initial 12 month period, subject to operational requirements. 39.3. an employee is entitled up to 52 weeks maternity leave in accordance with the maternity leave (commonwealth employees) act 1973 and/or division 5 of part 2-2 of the fair work act 2009. 39.4. twelve weeks paid maternity leave is provided for eligible employees under the maternity leave (commonwealth employees) act 1973. this agreement provides an additional two weeks paid leave to be taken immediately following the 12 week period of maternity leave provided under the maternity leave (commonwealth employees) act 1973, to count for service for all purposes. employees entitled to paid maternity leave under the maternity leave (commonwealth employees) act 1973 may elect to either:
Climate change-enterprise-agreement-2011-14.txt2216parental leavecaregiver is entitled to unpaid parental leave of up to 52 weeks (12 months) in accordance with the national employment standards (nes). 28 department of climate change and energy efficiency – enterprise agreement 2011-14 39.2. upon request from the employee, the department will agree to an extension of unpaid parental leave for a further period of up to 12 months, immediately following the end of the initial 12 month period, subject to operational requirements. 39.3. an employee is entitled up to 52 weeks maternity leave in accordance with the maternity leave (commonwealth employees) act 1973 and/or division 5 of part 2-2 of the fair work act 2009. 39.4. twelve weeks paid maternity leave is provided for eligible employees under the maternity leave (commonwealth employees) act 1973. this agreement provides an additional two weeks paid leave to be taken immediately following the 12 week period of maternity leave provided under the maternity leave (commonwealth employees) act 1973, to count for service for all purposes. employees entitled to paid maternity leave under the maternity leave (commonwealth employees) act 1973 may elect to either: o o take an entitlement of 14 week period of absence at full pay, or
Climate change-enterprise-agreement-2011-14.txt2225parental leaveparental leave for a further period of up to 12 months, immediately following the end of the initial 12 month period, subject to operational requirements. 39.3. an employee is entitled up to 52 weeks maternity leave in accordance with the maternity leave (commonwealth employees) act 1973 and/or division 5 of part 2-2 of the fair work act 2009. 39.4. twelve weeks paid maternity leave is provided for eligible employees under the maternity leave (commonwealth employees) act 1973. this agreement provides an additional two weeks paid leave to be taken immediately following the 12 week period of maternity leave provided under the maternity leave (commonwealth employees) act 1973, to count for service for all purposes. employees entitled to paid maternity leave under the maternity leave (commonwealth employees) act 1973 may elect to either: o o take an entitlement of 14 week period of absence at full pay, or take an additional 14 weeks on maternity leave without pay, and spread their payment for the 14 week period of required absence over the total period of absence of 28 weeks, at a rate of half normal salary. the additional leave beyond the 14 weeks will not count as service for any purpose. 39.5. an employee whose pregnancy comes to an end because of a miscarriage at a time earlier than 20 weeks before the expected date of the birth of the child is not entitled to maternity
Climate change-enterprise-agreement-2011-14.txt2230maternity leavean employee is entitled up to 52 weeks maternity leave in accordance with the maternity leave (commonwealth employees) act 1973 and/or division 5 of part 2-2 of the fair work act 2009. 39.4. twelve weeks paid maternity leave is provided for eligible employees under the maternity leave (commonwealth employees) act 1973. this agreement provides an additional two weeks paid leave to be taken immediately following the 12 week period of maternity leave provided under the maternity leave (commonwealth employees) act 1973, to count for service for all purposes. employees entitled to paid maternity leave under the maternity leave (commonwealth employees) act 1973 may elect to either: o o take an entitlement of 14 week period of absence at full pay, or take an additional 14 weeks on maternity leave without pay, and spread their payment for the 14 week period of required absence over the total period of absence of 28 weeks, at a rate of half normal salary. the additional leave beyond the 14 weeks will not count as service for any purpose. 39.5. an employee whose pregnancy comes to an end because of a miscarriage at a time earlier than 20 weeks before the expected date of the birth of the child is not entitled to maternity leave under the maternity leave (commonwealth employees) act 1973. in these circumstances, the employee may be entitled to special maternity leave in accordance with the fair work act 2009. if the employee is not entitled to special maternity leave, the employee may apply for other leave.
Climate change-enterprise-agreement-2011-14.txt2236maternity leavetwelve weeks paid maternity leave is provided for eligible employees under the maternity leave (commonwealth employees) act 1973. this agreement provides an additional two weeks paid leave to be taken immediately following the 12 week period of maternity leave provided under the maternity leave (commonwealth employees) act 1973, to count for service for all purposes. employees entitled to paid maternity leave under the maternity leave (commonwealth employees) act 1973 may elect to either: o o take an entitlement of 14 week period of absence at full pay, or take an additional 14 weeks on maternity leave without pay, and spread their payment for the 14 week period of required absence over the total period of absence of 28 weeks, at a rate of half normal salary. the additional leave beyond the 14 weeks will not count as service for any purpose. 39.5. an employee whose pregnancy comes to an end because of a miscarriage at a time earlier than 20 weeks before the expected date of the birth of the child is not entitled to maternity leave under the maternity leave (commonwealth employees) act 1973. in these circumstances, the employee may be entitled to special maternity leave in accordance with the fair work act 2009. if the employee is not entitled to special maternity leave, the employee may apply for other leave. 39.6. refer to clause 21.7 of this agreement for details regarding access to part-time work on return from maternity leave. 40. leave for supporting partners
Climate change-enterprise-agreement-2011-14.txt2238maternity leaveweeks paid leave to be taken immediately following the 12 week period of maternity leave provided under the maternity leave (commonwealth employees) act 1973, to count for service for all purposes. employees entitled to paid maternity leave under the maternity leave (commonwealth employees) act 1973 may elect to either: o o take an entitlement of 14 week period of absence at full pay, or take an additional 14 weeks on maternity leave without pay, and spread their payment for the 14 week period of required absence over the total period of absence of 28 weeks, at a rate of half normal salary. the additional leave beyond the 14 weeks will not count as service for any purpose. 39.5. an employee whose pregnancy comes to an end because of a miscarriage at a time earlier than 20 weeks before the expected date of the birth of the child is not entitled to maternity leave under the maternity leave (commonwealth employees) act 1973. in these circumstances, the employee may be entitled to special maternity leave in accordance with the fair work act 2009. if the employee is not entitled to special maternity leave, the employee may apply for other leave. 39.6. refer to clause 21.7 of this agreement for details regarding access to part-time work on return from maternity leave. 40. leave for supporting partners 40.1.
Climate change-enterprise-agreement-2011-14.txt2239maternity leaveprovided under the maternity leave (commonwealth employees) act 1973, to count for service for all purposes. employees entitled to paid maternity leave under the maternity leave (commonwealth employees) act 1973 may elect to either: o o take an entitlement of 14 week period of absence at full pay, or take an additional 14 weeks on maternity leave without pay, and spread their payment for the 14 week period of required absence over the total period of absence of 28 weeks, at a rate of half normal salary. the additional leave beyond the 14 weeks will not count as service for any purpose. 39.5. an employee whose pregnancy comes to an end because of a miscarriage at a time earlier than 20 weeks before the expected date of the birth of the child is not entitled to maternity leave under the maternity leave (commonwealth employees) act 1973. in these circumstances, the employee may be entitled to special maternity leave in accordance with the fair work act 2009. if the employee is not entitled to special maternity leave, the employee may apply for other leave. 39.6. refer to clause 21.7 of this agreement for details regarding access to part-time work on return from maternity leave. 40. leave for supporting partners 40.1. an employee who is not the primary care giver to a dependent child is entitled to two weeks
Climate change-enterprise-agreement-2011-14.txt2240maternity leaveservice for all purposes. employees entitled to paid maternity leave under the maternity leave (commonwealth employees) act 1973 may elect to either: o o take an entitlement of 14 week period of absence at full pay, or take an additional 14 weeks on maternity leave without pay, and spread their payment for the 14 week period of required absence over the total period of absence of 28 weeks, at a rate of half normal salary. the additional leave beyond the 14 weeks will not count as service for any purpose. 39.5. an employee whose pregnancy comes to an end because of a miscarriage at a time earlier than 20 weeks before the expected date of the birth of the child is not entitled to maternity leave under the maternity leave (commonwealth employees) act 1973. in these circumstances, the employee may be entitled to special maternity leave in accordance with the fair work act 2009. if the employee is not entitled to special maternity leave, the employee may apply for other leave. 39.6. refer to clause 21.7 of this agreement for details regarding access to part-time work on return from maternity leave. 40. leave for supporting partners 40.1. an employee who is not the primary care giver to a dependent child is entitled to two weeks (10 days) of paid supporting partner’s leave immediately following the birth, fostering,
Climate change-enterprise-agreement-2011-14.txt2246maternity leavetake an additional 14 weeks on maternity leave without pay, and spread their payment for the 14 week period of required absence over the total period of absence of 28 weeks, at a rate of half normal salary. the additional leave beyond the 14 weeks will not count as service for any purpose. 39.5. an employee whose pregnancy comes to an end because of a miscarriage at a time earlier than 20 weeks before the expected date of the birth of the child is not entitled to maternity leave under the maternity leave (commonwealth employees) act 1973. in these circumstances, the employee may be entitled to special maternity leave in accordance with the fair work act 2009. if the employee is not entitled to special maternity leave, the employee may apply for other leave. 39.6. refer to clause 21.7 of this agreement for details regarding access to part-time work on return from maternity leave. 40. leave for supporting partners 40.1. an employee who is not the primary care giver to a dependent child is entitled to two weeks (10 days) of paid supporting partner’s leave immediately following the birth, fostering, adoption or surrogacy of a dependent child. this leave can be taken at half pay. 40.2. an employee with 12 months continuous service in the aps who is the primary care giver of a dependent child is entitled to a maximum of 52 weeks unpaid leave (not to count as
Climate change-enterprise-agreement-2011-14.txt2255maternity leaveleave under the maternity leave (commonwealth employees) act 1973. in these circumstances, the employee may be entitled to special maternity leave in accordance with the fair work act 2009. if the employee is not entitled to special maternity leave, the employee may apply for other leave. 39.6. refer to clause 21.7 of this agreement for details regarding access to part-time work on return from maternity leave. 40. leave for supporting partners 40.1. an employee who is not the primary care giver to a dependent child is entitled to two weeks (10 days) of paid supporting partner’s leave immediately following the birth, fostering, adoption or surrogacy of a dependent child. this leave can be taken at half pay. 40.2. an employee with 12 months continuous service in the aps who is the primary care giver of a dependent child is entitled to a maximum of 52 weeks unpaid leave (not to count as service) from the date of the birth of the dependent child. the maximum period of 52 weeks is reduced by any period of leave taken under subclauses 40.1. 41. adoption leave 41.1. an employee who has insufficient annual leave credits may take two days unpaid preadoption leave to attend interviews or examinations required to obtain approval to adopt a child. 29
Climate change-enterprise-agreement-2011-14.txt2256maternity leavecircumstances, the employee may be entitled to special maternity leave in accordance with the fair work act 2009. if the employee is not entitled to special maternity leave, the employee may apply for other leave. 39.6. refer to clause 21.7 of this agreement for details regarding access to part-time work on return from maternity leave. 40. leave for supporting partners 40.1. an employee who is not the primary care giver to a dependent child is entitled to two weeks (10 days) of paid supporting partner’s leave immediately following the birth, fostering, adoption or surrogacy of a dependent child. this leave can be taken at half pay. 40.2. an employee with 12 months continuous service in the aps who is the primary care giver of a dependent child is entitled to a maximum of 52 weeks unpaid leave (not to count as service) from the date of the birth of the dependent child. the maximum period of 52 weeks is reduced by any period of leave taken under subclauses 40.1. 41. adoption leave 41.1. an employee who has insufficient annual leave credits may take two days unpaid preadoption leave to attend interviews or examinations required to obtain approval to adopt a child. 29
Climate change-enterprise-agreement-2011-14.txt2257maternity leavethe fair work act 2009. if the employee is not entitled to special maternity leave, the employee may apply for other leave. 39.6. refer to clause 21.7 of this agreement for details regarding access to part-time work on return from maternity leave. 40. leave for supporting partners 40.1. an employee who is not the primary care giver to a dependent child is entitled to two weeks (10 days) of paid supporting partner’s leave immediately following the birth, fostering, adoption or surrogacy of a dependent child. this leave can be taken at half pay. 40.2. an employee with 12 months continuous service in the aps who is the primary care giver of a dependent child is entitled to a maximum of 52 weeks unpaid leave (not to count as service) from the date of the birth of the dependent child. the maximum period of 52 weeks is reduced by any period of leave taken under subclauses 40.1. 41. adoption leave 41.1. an employee who has insufficient annual leave credits may take two days unpaid preadoption leave to attend interviews or examinations required to obtain approval to adopt a child. 29 department of climate change and energy efficiency – enterprise agreement 2011-14
Climate change-enterprise-agreement-2011-14.txt2263maternity leavereturn from maternity leave. 40. leave for supporting partners 40.1. an employee who is not the primary care giver to a dependent child is entitled to two weeks (10 days) of paid supporting partner’s leave immediately following the birth, fostering, adoption or surrogacy of a dependent child. this leave can be taken at half pay. 40.2. an employee with 12 months continuous service in the aps who is the primary care giver of a dependent child is entitled to a maximum of 52 weeks unpaid leave (not to count as service) from the date of the birth of the dependent child. the maximum period of 52 weeks is reduced by any period of leave taken under subclauses 40.1. 41. adoption leave 41.1. an employee who has insufficient annual leave credits may take two days unpaid preadoption leave to attend interviews or examinations required to obtain approval to adopt a child. 29 department of climate change and energy efficiency – enterprise agreement 2011-14 41.2. an employee with 12 months continuous service, as defined by the maternity leave (commonwealth employees) act 1973, who is the adoptive parent and primary carer of a newly adopted child (as determined by the fair work act 2009) is entitled to a maximum of 52 weeks unpaid leave (not to count as service) from the date of the placement of the child.
Climate change-enterprise-agreement-2011-14.txt2289maternity leavean employee with 12 months continuous service, as defined by the maternity leave (commonwealth employees) act 1973, who is the adoptive parent and primary carer of a newly adopted child (as determined by the fair work act 2009) is entitled to a maximum of 52 weeks unpaid leave (not to count as service) from the date of the placement of the child. the maximum period of 52 weeks is reduced by any period of leave taken under subclause 42.3. 41.3. an employee with 12 months continuous service who is the adoptive parent and primary carer of a newly adopted child (up to the age of 16 years of age) is entitled to 14 weeks paid leave from the date of the placement of the child. adoption leave may be taken at half pay but any period of leave in excess of 14 weeks will not count as service for any purpose. 42. permanent/foster care/surrogate leave 42.1. the secretary will grant 14 weeks paid leave, to an employee who has 12 months continuous service in the commonwealth, for the purposes of caring for a child under a formal permanent care order or who has enduring parental responsibilities or similar termed orders. documentary evidence must be submitted on application for leave. 42.2. permanent/foster care leave will be approved for new permanent care orders or new enduring parental responsibilities under formal fostering arrangements only (i.e. effective date of the order is post this agreement’s date of effect) and where the child or children has/have not previously lived with the employee (e.g. under a foster care arrangement or on a permanent care basis).
Climate change-enterprise-agreement-2011-14.txt2328parental leavepermanent /foster care leave is non-gender specific and counts towards any parental leave that is taken in conjunction with the permanent care of a child. 42.5. permanent care leave, associated with enduring parental responsibilities, may be taken either as a 14 week block or in lesser amounts up to a total of 14 weeks for the purposes of completing necessary legal procedures and settling the child(ren) into the home. 42.6. an employee with less than 12 months continuous service in the aps is eligible for permanent/ foster care leave, but only as leave without pay to count as service. 42.7. either parent may access up to 52 weeks without pay, interspersed with duty or in a continuous period, which may be taken during the 66 weeks immediately following the fostering of the child for the purpose of foster care. the unpaid leave is not to count as service. 30 department of climate change and energy efficiency – enterprise agreement 2011-14 42.8. where an employee takes paid maternity, paid partner’s, paid adoption, or unpaid parental leave in addition to permanent/foster care leave with and/or without pay, the aggregate period will not exceed 52 weeks.
Climate change-enterprise-agreement-2011-14.txt2601salary advancement56. salary advancement 56.1. on 1 september each year, salary advancement within a classification level will be available to all employees participating in and meeting the requirements of the performance development framework (pdf) and will be based on a review of performance during the previous pdf cycle, subject to the provisions applying to specific groups of employees as outlined in this section. 56.2. salary advancement is subject to: o o o o completion of the requirements of the pdf; and performance of duties at the employee’s substantive level or above, within the department, for an aggregate of 6 months or more within the pdf planning cycle ended 31 july; achievement of the “fully effective” rating on the pdf rating scale or better at the end of the pdf planning cycle; or the advancement provisions applying to specific groups of employees as outlined in this section; 56.3. advancement will generally be to the next pay point within the current classification. the
Climate change-enterprise-agreement-2011-14.txt2604salary advancementon 1 september each year, salary advancement within a classification level will be available to all employees participating in and meeting the requirements of the performance development framework (pdf) and will be based on a review of performance during the previous pdf cycle, subject to the provisions applying to specific groups of employees as outlined in this section. 56.2. salary advancement is subject to: o o o o completion of the requirements of the pdf; and performance of duties at the employee’s substantive level or above, within the department, for an aggregate of 6 months or more within the pdf planning cycle ended 31 july; achievement of the “fully effective” rating on the pdf rating scale or better at the end of the pdf planning cycle; or the advancement provisions applying to specific groups of employees as outlined in this section; 56.3. advancement will generally be to the next pay point within the current classification. the secretary may advance an employee two or more pay points subject to performance outcomes where the employee receives a rating greater than fully effective.
Climate change-enterprise-agreement-2011-14.txt2612salary advancementsalary advancement is subject to: o o o o completion of the requirements of the pdf; and performance of duties at the employee’s substantive level or above, within the department, for an aggregate of 6 months or more within the pdf planning cycle ended 31 july; achievement of the “fully effective” rating on the pdf rating scale or better at the end of the pdf planning cycle; or the advancement provisions applying to specific groups of employees as outlined in this section; 56.3. advancement will generally be to the next pay point within the current classification. the secretary may advance an employee two or more pay points subject to performance outcomes where the employee receives a rating greater than fully effective. 56.4. the secretary may approve movement across classification levels within a broadband where it has been demonstrated the requirement of the position is at the higher level and the individual can perform at this level. movement to the additional pay point in accordance with 56.5 is not required before an individual can be considered for movement through the broadband. 35
Climate change-enterprise-agreement-2011-14.txt2659salary advancementnon-ongoing employees will be eligible for salary advancement where they have been engaged at the same classification to perform the same duties continuously for six months during the pdf cycle. non-ongoing employees are subject to the same qualifying ratings under the pdf as ongoing employees. this clause does not affect the secretary’s discretion to determine salary on the commencement of each period of engagement. 56.8. where an employee has been temporarily reassigned duties at a higher classification for a period aggregating 6 months or longer during the pdf cycle, then the employee will be eligible for salary advancement for the purposes of future or continuing temporary reassignment of duty (trod) allowance. where trod periods have been at different levels, progression will only occur to the trod level closest to the employee’s substantive level, unless the employee has acted for six months or more at a higher classification level. consideration will also be given to salary movement within the substantive classification level. 56.9. employees on short term trod remain eligible for advancement within their substantive classification level, subject to meeting the requirements of the pdf. 56.10. employees who either: o o o do not complete and meet the requirements of the pdf without reasonable cause; or are ongoing and have not performed duties at their substantive classification level or
Climate change-enterprise-agreement-2011-14.txt2669salary advancementeligible for salary advancement for the purposes of future or continuing temporary reassignment of duty (trod) allowance. where trod periods have been at different levels, progression will only occur to the trod level closest to the employee’s substantive level, unless the employee has acted for six months or more at a higher classification level. consideration will also be given to salary movement within the substantive classification level. 56.9. employees on short term trod remain eligible for advancement within their substantive classification level, subject to meeting the requirements of the pdf. 56.10. employees who either: o o o do not complete and meet the requirements of the pdf without reasonable cause; or are ongoing and have not performed duties at their substantive classification level or a higher position in the department for at least six months of the pdf cycle; or are non-ongoing and have not met the requirements of clause 56.4 of this section; will not move to the next pay point within that classification salary range. these employees will then not be able to progress to another pay point within the classification salary range until the salary review in the next year. 56.11. for the purposes of this clause, ‘reasonable cause’ refers to employees absent from duty due to the following circumstances: o o
Climate change-enterprise-agreement-2011-14.txt2703long service leavelong service leave; or compensation leave; or 36 department of climate change and energy efficiency – enterprise agreement 2011-14 o o maternity/adoption/permanent/foster care/surrogate leave; or as otherwise determined by the secretary. 56.12. an employee may seek review of his or her assessment. where an employee has sought review of his or her assessment under the pdf and this is subsequently upheld, then salary advancement will occur from 1 september. 57.salary packaging 57.1. ongoing employees may access salary packaging through the department’s service provider, and may package up to one hundred per cent of salary subject to any other payments that are required by legislation. 57.2. where employees take up the option of salary packaging, the employee’s salary for the purposes of superannuation, severance and termination payments, and any other purposes, will be determined as if the salary packaging arrangement had not occurred. 57.3.
Climate change-enterprise-agreement-2011-14.txt2718salary packaging57.salary packaging 57.1. ongoing employees may access salary packaging through the department’s service provider, and may package up to one hundred per cent of salary subject to any other payments that are required by legislation. 57.2. where employees take up the option of salary packaging, the employee’s salary for the purposes of superannuation, severance and termination payments, and any other purposes, will be determined as if the salary packaging arrangement had not occurred. 57.3. any fringe benefits tax incurred by individual employees as a result of his or her salary packaging arrangement will be met by the individual employee on a salary sacrifice basis. 57.4. non-ongoing employees may access salary packaging of superannuation only. 58. salary on reduction 58.1. an employee’s classification may be reduced at the employee’s request or if the secretary directs. 58.2.
Climate change-enterprise-agreement-2011-14.txt2721salary packagingongoing employees may access salary packaging through the department’s service provider, and may package up to one hundred per cent of salary subject to any other payments that are required by legislation. 57.2. where employees take up the option of salary packaging, the employee’s salary for the purposes of superannuation, severance and termination payments, and any other purposes, will be determined as if the salary packaging arrangement had not occurred. 57.3. any fringe benefits tax incurred by individual employees as a result of his or her salary packaging arrangement will be met by the individual employee on a salary sacrifice basis. 57.4. non-ongoing employees may access salary packaging of superannuation only. 58. salary on reduction 58.1. an employee’s classification may be reduced at the employee’s request or if the secretary directs. 58.2. reduction by the secretary may occur in the following circumstances: o o
Climate change-enterprise-agreement-2011-14.txt2727salary packagingwhere employees take up the option of salary packaging, the employee’s salary for the purposes of superannuation, severance and termination payments, and any other purposes, will be determined as if the salary packaging arrangement had not occurred. 57.3. any fringe benefits tax incurred by individual employees as a result of his or her salary packaging arrangement will be met by the individual employee on a salary sacrifice basis. 57.4. non-ongoing employees may access salary packaging of superannuation only. 58. salary on reduction 58.1. an employee’s classification may be reduced at the employee’s request or if the secretary directs. 58.2. reduction by the secretary may occur in the following circumstances: o o o o o 58.3.
Climate change-enterprise-agreement-2011-14.txt2729salary packagingwill be determined as if the salary packaging arrangement had not occurred. 57.3. any fringe benefits tax incurred by individual employees as a result of his or her salary packaging arrangement will be met by the individual employee on a salary sacrifice basis. 57.4. non-ongoing employees may access salary packaging of superannuation only. 58. salary on reduction 58.1. an employee’s classification may be reduced at the employee’s request or if the secretary directs. 58.2. reduction by the secretary may occur in the following circumstances: o o o o o 58.3. as a sanction in the event of a breach of the aps code of conduct; where the employee is excess to requirements at the higher classification;
Climate change-enterprise-agreement-2011-14.txt2738salary packagingnon-ongoing employees may access salary packaging of superannuation only. 58. salary on reduction 58.1. an employee’s classification may be reduced at the employee’s request or if the secretary directs. 58.2. reduction by the secretary may occur in the following circumstances: o o o o o 58.3. as a sanction in the event of a breach of the aps code of conduct; where the employee is excess to requirements at the higher classification; where the employee lacks or has lost an essential qualification for performing duties at the higher classification; on the ground of non-performance or unsatisfactory performance of duties at the higher classification; or where the employee is unable to perform duties at the higher classification because of physical or mental incapacity. if an employee requests in writing or is directed to perform work at a lower classification level temporarily or permanently, the secretary will determine the salary rate at the lower
Climate change-enterprise-agreement-2011-14.txt2796parental leavefor employees who take paid or unpaid parental leave (which includes maternity, adoption, supporting partner, foster care and surrogacy leave),employer contributions (based on the employer contribution amount in the full pay period prior to commencing leave) will be made for a period equal to a maximum of 52 weeks, in accordance with the rules of the relevant superannuation fund. 59.5. employees may choose any complying superannuation fund that allow employee and/or employer contributions to be paid through fortnightly electronic funds transfer using a file generated by the department’s payroll system. 59.6. the secretary may choose to limit superannuation choice to complying superannuation funds that allow employee and/or employer contributions to be paid through fortnightly funds transfer (eft). 38 department of climate change and energy efficiency – enterprise agreement 2011-14 part g – allowances 60. temporary reassignment of duties 60.1. having regard to individual circumstances, the secretary may temporarily reassign an employee to other duties, including duties at a higher or lower classification, providing such duties are: o
Climate change-enterprise-agreement-2011-14.txt2886salary advancementthe pay point attained through salary advancement in previous periods of trod at that classification level will be at least maintained. 60.8. trod allowance will be payable where an employee has performed duties at a higher level after 10 working days (inclusive of public holidays). if the period extends beyond the 10 working days (inclusive of public holidays) trod allowance will be payable for the entire period. 60.9. an employee who is reassigned duties at a higher level in an ses or non ses position for a period of five consecutive working days or more and the role requires the management of other employees, will receive payment of trod allowance. 60.10. where the full duties of the position are not being undertaken by the employee, the secretary may agree to payment at a point in a classification below that of the higher position. 60.11. trod allowance does not form part of an employee’s base rate of pay and will only count for superannuation purposes in accordance with superannuation legislation. 60.12. dccee recognises the importance of filling vacant positions on a permanent basis. where an employee has performed the duties in an ongoing vacant position for a continuous period of 12 months or more, the relevant ses manager will endeavour to nominally fill the position as soon as practicable. 60.13. an employee on trod allowance who is granted paid leave or who observes a public holiday will continue to receive trod allowance, payable having regard to the provisions of this section, during his or her absence. trod allowance will not be paid beyond the date on which the employee would have ceased the period of temporary reassignment had he or she not been absent. where the period of leave is paid at less than full pay, payment of trod
Climate change-enterprise-agreement-2011-14.txt2927flextimelieu of flextime or toil. 61.3. this allowance may also be paid to other staff who are required to work in the minister’s office. 62. equipment allowance 62.1. an employee who travels overseas is entitled to claim equipment allowance in accordance with the department’s travel policy to cover the cost of equipment or clothing that is necessary for the trip. 40 department of climate change and energy efficiency – enterprise agreement 2011-14 63. motor vehicle allowance 63.1. the secretary may authorise an employee to use a private vehicle for official purposes if it results in greater efficiency or less expense for dccee. 63.2. the rate of allowance that will apply at the commencement of this agreement is $0.80 per kilometre. 64. reimbursement for loss or damage 64.1.
Climate change-enterprise-agreement-2011-14.txt2937travelan employee who travels overseas is entitled to claim equipment allowance in accordance with the department’s travel policy to cover the cost of equipment or clothing that is necessary for the trip. 40 department of climate change and energy efficiency – enterprise agreement 2011-14 63. motor vehicle allowance 63.1. the secretary may authorise an employee to use a private vehicle for official purposes if it results in greater efficiency or less expense for dccee. 63.2. the rate of allowance that will apply at the commencement of this agreement is $0.80 per kilometre. 64. reimbursement for loss or damage 64.1. the secretary may approve reimbursement to an employee for loss or damage to clothing and/or personal effects, which occurred in the course of the employee’s work. 65. first aid, fire warden, workplace contact and health and safety representative allowance 65.1. an employee who is appointed to one of the following roles will be eligible to receive payment of an allowance:
Climate change-enterprise-agreement-2011-14.txt2938travelwith the department’s travel policy to cover the cost of equipment or clothing that is necessary for the trip. 40 department of climate change and energy efficiency – enterprise agreement 2011-14 63. motor vehicle allowance 63.1. the secretary may authorise an employee to use a private vehicle for official purposes if it results in greater efficiency or less expense for dccee. 63.2. the rate of allowance that will apply at the commencement of this agreement is $0.80 per kilometre. 64. reimbursement for loss or damage 64.1. the secretary may approve reimbursement to an employee for loss or damage to clothing and/or personal effects, which occurred in the course of the employee’s work. 65. first aid, fire warden, workplace contact and health and safety representative allowance 65.1. an employee who is appointed to one of the following roles will be eligible to receive payment of an allowance: o
Climate change-enterprise-agreement-2011-14.txt2991bandwidthavailable to be called out to perform extra duties outside their agreed bandwidth (noting the default bandwidth is 7.00am – 7.00pm) each week the employee is directed to be restricted. 66.2. the weekly restriction allowance will be $350 gross per week. payment of restriction allowance will not be made to an employee who does not remain contactable or at the required degree of readiness to perform the overtime. 66.3. for any period of restriction less than one week in total, the employee will be paid 1/7 of the allowance for each 24 hour period. 66.4. a restricted employee who is required to perform overtime may be required to work at his or her usual workplace or at another designated place, including their home; duties may include provision of advice, the management of other employees, or work over the phone. 41 department of climate change and energy efficiency – enterprise agreement 2011-14 66.5. where an employee restricted is required to perform overtime, but is not required to be recalled to work, overtime payment will be made subject to a one hour minimum payment. 66.6.
Climate change-enterprise-agreement-2011-14.txt2992bandwidthdefault bandwidth is 7.00am – 7.00pm) each week the employee is directed to be restricted. 66.2. the weekly restriction allowance will be $350 gross per week. payment of restriction allowance will not be made to an employee who does not remain contactable or at the required degree of readiness to perform the overtime. 66.3. for any period of restriction less than one week in total, the employee will be paid 1/7 of the allowance for each 24 hour period. 66.4. a restricted employee who is required to perform overtime may be required to work at his or her usual workplace or at another designated place, including their home; duties may include provision of advice, the management of other employees, or work over the phone. 41 department of climate change and energy efficiency – enterprise agreement 2011-14 66.5. where an employee restricted is required to perform overtime, but is not required to be recalled to work, overtime payment will be made subject to a one hour minimum payment. 66.6. where an employee restricted is recalled to duty at a place of work, overtime payment will
Climate change-enterprise-agreement-2011-14.txt2998overtimerequired degree of readiness to perform the overtime. 66.3. for any period of restriction less than one week in total, the employee will be paid 1/7 of the allowance for each 24 hour period. 66.4. a restricted employee who is required to perform overtime may be required to work at his or her usual workplace or at another designated place, including their home; duties may include provision of advice, the management of other employees, or work over the phone. 41 department of climate change and energy efficiency – enterprise agreement 2011-14 66.5. where an employee restricted is required to perform overtime, but is not required to be recalled to work, overtime payment will be made subject to a one hour minimum payment. 66.6. where an employee restricted is recalled to duty at a place of work, overtime payment will be made, subject to a two-hour minimum payment including reasonable travelling time. 66.7. overtime will be paid in accordance with section 25 of this agreement.
Climate change-enterprise-agreement-2011-14.txt3007overtimea restricted employee who is required to perform overtime may be required to work at his or her usual workplace or at another designated place, including their home; duties may include provision of advice, the management of other employees, or work over the phone. 41 department of climate change and energy efficiency – enterprise agreement 2011-14 66.5. where an employee restricted is required to perform overtime, but is not required to be recalled to work, overtime payment will be made subject to a one hour minimum payment. 66.6. where an employee restricted is recalled to duty at a place of work, overtime payment will be made, subject to a two-hour minimum payment including reasonable travelling time. 66.7. overtime will be paid in accordance with section 25 of this agreement. 67. overtime meal allowance 67.1. if an employee, who is required to work overtime and: o o o o
Climate change-enterprise-agreement-2011-14.txt3016overtimewhere an employee restricted is required to perform overtime, but is not required to be recalled to work, overtime payment will be made subject to a one hour minimum payment. 66.6. where an employee restricted is recalled to duty at a place of work, overtime payment will be made, subject to a two-hour minimum payment including reasonable travelling time. 66.7. overtime will be paid in accordance with section 25 of this agreement. 67. overtime meal allowance 67.1. if an employee, who is required to work overtime and: o o o o a meal break is taken during overtime following completion of duty on a normal working day; or overtime is worked without a break up to the completion of, or after, a meal period; or a meal break is during overtime, before beginning duty on a normal working day; or a meal break is taken during overtime on a day that duty would not ordinarily be performed (e.g. weekends). they will be paid a meal allowance of $25.00. for the purposes of this clause the meal
Climate change-enterprise-agreement-2011-14.txt3017overtimerecalled to work, overtime payment will be made subject to a one hour minimum payment. 66.6. where an employee restricted is recalled to duty at a place of work, overtime payment will be made, subject to a two-hour minimum payment including reasonable travelling time. 66.7. overtime will be paid in accordance with section 25 of this agreement. 67. overtime meal allowance 67.1. if an employee, who is required to work overtime and: o o o o a meal break is taken during overtime following completion of duty on a normal working day; or overtime is worked without a break up to the completion of, or after, a meal period; or a meal break is during overtime, before beginning duty on a normal working day; or a meal break is taken during overtime on a day that duty would not ordinarily be performed (e.g. weekends). they will be paid a meal allowance of $25.00. for the purposes of this clause the meal periods are:
Climate change-enterprise-agreement-2011-14.txt3021overtimewhere an employee restricted is recalled to duty at a place of work, overtime payment will be made, subject to a two-hour minimum payment including reasonable travelling time. 66.7. overtime will be paid in accordance with section 25 of this agreement. 67. overtime meal allowance 67.1. if an employee, who is required to work overtime and: o o o o a meal break is taken during overtime following completion of duty on a normal working day; or overtime is worked without a break up to the completion of, or after, a meal period; or a meal break is during overtime, before beginning duty on a normal working day; or a meal break is taken during overtime on a day that duty would not ordinarily be performed (e.g. weekends). they will be paid a meal allowance of $25.00. for the purposes of this clause the meal periods are: 6 am 12:30pm 7 pm 12 midnight
Climate change-enterprise-agreement-2011-14.txt3022travelbe made, subject to a two-hour minimum payment including reasonable travelling time. 66.7. overtime will be paid in accordance with section 25 of this agreement. 67. overtime meal allowance 67.1. if an employee, who is required to work overtime and: o o o o a meal break is taken during overtime following completion of duty on a normal working day; or overtime is worked without a break up to the completion of, or after, a meal period; or a meal break is during overtime, before beginning duty on a normal working day; or a meal break is taken during overtime on a day that duty would not ordinarily be performed (e.g. weekends). they will be paid a meal allowance of $25.00. for the purposes of this clause the meal periods are: 6 am 12:30pm 7 pm 12 midnight
Climate change-enterprise-agreement-2011-14.txt3026overtimeovertime will be paid in accordance with section 25 of this agreement. 67. overtime meal allowance 67.1. if an employee, who is required to work overtime and: o o o o a meal break is taken during overtime following completion of duty on a normal working day; or overtime is worked without a break up to the completion of, or after, a meal period; or a meal break is during overtime, before beginning duty on a normal working day; or a meal break is taken during overtime on a day that duty would not ordinarily be performed (e.g. weekends). they will be paid a meal allowance of $25.00. for the purposes of this clause the meal periods are: 6 am 12:30pm 7 pm 12 midnight to to to to
Climate change-enterprise-agreement-2011-14.txt3028overtime67. overtime meal allowance 67.1. if an employee, who is required to work overtime and: o o o o a meal break is taken during overtime following completion of duty on a normal working day; or overtime is worked without a break up to the completion of, or after, a meal period; or a meal break is during overtime, before beginning duty on a normal working day; or a meal break is taken during overtime on a day that duty would not ordinarily be performed (e.g. weekends). they will be paid a meal allowance of $25.00. for the purposes of this clause the meal periods are: 6 am 12:30pm 7 pm 12 midnight to to to to 7 am
Climate change-enterprise-agreement-2011-14.txt3031overtimeif an employee, who is required to work overtime and: o o o o a meal break is taken during overtime following completion of duty on a normal working day; or overtime is worked without a break up to the completion of, or after, a meal period; or a meal break is during overtime, before beginning duty on a normal working day; or a meal break is taken during overtime on a day that duty would not ordinarily be performed (e.g. weekends). they will be paid a meal allowance of $25.00. for the purposes of this clause the meal periods are: 6 am 12:30pm 7 pm 12 midnight to to to to 7 am 1:30 pm 8 pm 1 am
Climate change-enterprise-agreement-2011-14.txt3037overtimea meal break is taken during overtime following completion of duty on a normal working day; or overtime is worked without a break up to the completion of, or after, a meal period; or a meal break is during overtime, before beginning duty on a normal working day; or a meal break is taken during overtime on a day that duty would not ordinarily be performed (e.g. weekends). they will be paid a meal allowance of $25.00. for the purposes of this clause the meal periods are: 6 am 12:30pm 7 pm 12 midnight to to to to 7 am 1:30 pm 8 pm 1 am 68. professional membership/accreditation allowance 68.1. the department recognises the need for some employees to be professionally accredited in order to perform their role. in such cases the department will reimburse fees for
Climate change-enterprise-agreement-2011-14.txt3039overtimeovertime is worked without a break up to the completion of, or after, a meal period; or a meal break is during overtime, before beginning duty on a normal working day; or a meal break is taken during overtime on a day that duty would not ordinarily be performed (e.g. weekends). they will be paid a meal allowance of $25.00. for the purposes of this clause the meal periods are: 6 am 12:30pm 7 pm 12 midnight to to to to 7 am 1:30 pm 8 pm 1 am 68. professional membership/accreditation allowance 68.1. the department recognises the need for some employees to be professionally accredited in order to perform their role. in such cases the department will reimburse fees for membership or accreditation of a professional association where it is deemed an essential requirement for an employee to undertake their responsibilities, or as agreed by the
Climate change-enterprise-agreement-2011-14.txt3041overtimea meal break is during overtime, before beginning duty on a normal working day; or a meal break is taken during overtime on a day that duty would not ordinarily be performed (e.g. weekends). they will be paid a meal allowance of $25.00. for the purposes of this clause the meal periods are: 6 am 12:30pm 7 pm 12 midnight to to to to 7 am 1:30 pm 8 pm 1 am 68. professional membership/accreditation allowance 68.1. the department recognises the need for some employees to be professionally accredited in order to perform their role. in such cases the department will reimburse fees for membership or accreditation of a professional association where it is deemed an essential requirement for an employee to undertake their responsibilities, or as agreed by the secretary.
Climate change-enterprise-agreement-2011-14.txt3042overtimea meal break is taken during overtime on a day that duty would not ordinarily be performed (e.g. weekends). they will be paid a meal allowance of $25.00. for the purposes of this clause the meal periods are: 6 am 12:30pm 7 pm 12 midnight to to to to 7 am 1:30 pm 8 pm 1 am 68. professional membership/accreditation allowance 68.1. the department recognises the need for some employees to be professionally accredited in order to perform their role. in such cases the department will reimburse fees for membership or accreditation of a professional association where it is deemed an essential requirement for an employee to undertake their responsibilities, or as agreed by the secretary. 69. language proficiency allowance
Climate change-enterprise-agreement-2011-14.txt3123travel71. travel 71.1. official travel is defined as short term travel (between 1 day and 3 months) to a locality away from an employee’s headquarters undertaken whilst performing duties on behalf of the department and which is approved by the secretary. 71.2. the following principles apply to the undertaking of travel on official business: o o o o o 71.3. travel expenditure should always be cost effective, efficient, ethical and defensible; in organising and approving travel for official business, delegates shall be flexible in accommodating the needs of employees, taking into account personal circumstances, including family responsibilities, safety, security and other relevant factors that may affect an employees' ability to travel; travel must be organised to ensure maximum value to the australian government; travel should only be undertaken when it is the most effective way to achieve departmental objectives, with video or teleconferencing to be investigated; and the decision to travel should be made with consideration of the impact on the environment and wherever possible alternative means of communication need to be considered.
Climate change-enterprise-agreement-2011-14.txt3126travelofficial travel is defined as short term travel (between 1 day and 3 months) to a locality away from an employee’s headquarters undertaken whilst performing duties on behalf of the department and which is approved by the secretary. 71.2. the following principles apply to the undertaking of travel on official business: o o o o o 71.3. travel expenditure should always be cost effective, efficient, ethical and defensible; in organising and approving travel for official business, delegates shall be flexible in accommodating the needs of employees, taking into account personal circumstances, including family responsibilities, safety, security and other relevant factors that may affect an employees' ability to travel; travel must be organised to ensure maximum value to the australian government; travel should only be undertaken when it is the most effective way to achieve departmental objectives, with video or teleconferencing to be investigated; and the decision to travel should be made with consideration of the impact on the environment and wherever possible alternative means of communication need to be considered. conditions, rates of allowances, payments and reimbursements for employees who are posted overseas will be in accordance with the department’s long term overseas policy.
Climate change-enterprise-agreement-2011-14.txt3132travelthe following principles apply to the undertaking of travel on official business: o o o o o 71.3. travel expenditure should always be cost effective, efficient, ethical and defensible; in organising and approving travel for official business, delegates shall be flexible in accommodating the needs of employees, taking into account personal circumstances, including family responsibilities, safety, security and other relevant factors that may affect an employees' ability to travel; travel must be organised to ensure maximum value to the australian government; travel should only be undertaken when it is the most effective way to achieve departmental objectives, with video or teleconferencing to be investigated; and the decision to travel should be made with consideration of the impact on the environment and wherever possible alternative means of communication need to be considered. conditions, rates of allowances, payments and reimbursements for employees who are posted overseas will be in accordance with the department’s long term overseas policy. conditions, rates of allowances, payments and reimbursements for employees who are required to travel between 1 day and 3 months to a locality away from an employee’s 43 department of climate change and energy efficiency – enterprise agreement 2011-14 headquarters will be in accordance with the department’s official travel policy and
Climate change-enterprise-agreement-2011-14.txt3142traveltravel expenditure should always be cost effective, efficient, ethical and defensible; in organising and approving travel for official business, delegates shall be flexible in accommodating the needs of employees, taking into account personal circumstances, including family responsibilities, safety, security and other relevant factors that may affect an employees' ability to travel; travel must be organised to ensure maximum value to the australian government; travel should only be undertaken when it is the most effective way to achieve departmental objectives, with video or teleconferencing to be investigated; and the decision to travel should be made with consideration of the impact on the environment and wherever possible alternative means of communication need to be considered. conditions, rates of allowances, payments and reimbursements for employees who are posted overseas will be in accordance with the department’s long term overseas policy. conditions, rates of allowances, payments and reimbursements for employees who are required to travel between 1 day and 3 months to a locality away from an employee’s 43 department of climate change and energy efficiency – enterprise agreement 2011-14 headquarters will be in accordance with the department’s official travel policy and guidelines. 71.4. an employee undertaking official travel lasting at least 10 hours but not extending overnight is entitled to a part-day travel allowance of $50.00. this allowance is paid through payroll after travel is completed and is subject to taxation. 44 department of climate change and energy efficiency – enterprise agreement 2011-14
Climate change-enterprise-agreement-2011-14.txt3143travelin organising and approving travel for official business, delegates shall be flexible in accommodating the needs of employees, taking into account personal circumstances, including family responsibilities, safety, security and other relevant factors that may affect an employees' ability to travel; travel must be organised to ensure maximum value to the australian government; travel should only be undertaken when it is the most effective way to achieve departmental objectives, with video or teleconferencing to be investigated; and the decision to travel should be made with consideration of the impact on the environment and wherever possible alternative means of communication need to be considered. conditions, rates of allowances, payments and reimbursements for employees who are posted overseas will be in accordance with the department’s long term overseas policy. conditions, rates of allowances, payments and reimbursements for employees who are required to travel between 1 day and 3 months to a locality away from an employee’s 43 department of climate change and energy efficiency – enterprise agreement 2011-14 headquarters will be in accordance with the department’s official travel policy and guidelines. 71.4. an employee undertaking official travel lasting at least 10 hours but not extending overnight is entitled to a part-day travel allowance of $50.00. this allowance is paid through payroll after travel is completed and is subject to taxation. 44 department of climate change and energy efficiency – enterprise agreement 2011-14
Climate change-enterprise-agreement-2011-14.txt3146travelfactors that may affect an employees' ability to travel; travel must be organised to ensure maximum value to the australian government; travel should only be undertaken when it is the most effective way to achieve departmental objectives, with video or teleconferencing to be investigated; and the decision to travel should be made with consideration of the impact on the environment and wherever possible alternative means of communication need to be considered. conditions, rates of allowances, payments and reimbursements for employees who are posted overseas will be in accordance with the department’s long term overseas policy. conditions, rates of allowances, payments and reimbursements for employees who are required to travel between 1 day and 3 months to a locality away from an employee’s 43 department of climate change and energy efficiency – enterprise agreement 2011-14 headquarters will be in accordance with the department’s official travel policy and guidelines. 71.4. an employee undertaking official travel lasting at least 10 hours but not extending overnight is entitled to a part-day travel allowance of $50.00. this allowance is paid through payroll after travel is completed and is subject to taxation. 44 department of climate change and energy efficiency – enterprise agreement 2011-14 part h - termination of employment 72. grounds for termination of aps employees 72.1.
Climate change-enterprise-agreement-2011-14.txt3147traveltravel must be organised to ensure maximum value to the australian government; travel should only be undertaken when it is the most effective way to achieve departmental objectives, with video or teleconferencing to be investigated; and the decision to travel should be made with consideration of the impact on the environment and wherever possible alternative means of communication need to be considered. conditions, rates of allowances, payments and reimbursements for employees who are posted overseas will be in accordance with the department’s long term overseas policy. conditions, rates of allowances, payments and reimbursements for employees who are required to travel between 1 day and 3 months to a locality away from an employee’s 43 department of climate change and energy efficiency – enterprise agreement 2011-14 headquarters will be in accordance with the department’s official travel policy and guidelines. 71.4. an employee undertaking official travel lasting at least 10 hours but not extending overnight is entitled to a part-day travel allowance of $50.00. this allowance is paid through payroll after travel is completed and is subject to taxation. 44 department of climate change and energy efficiency – enterprise agreement 2011-14 part h - termination of employment 72. grounds for termination of aps employees 72.1.
Climate change-enterprise-agreement-2011-14.txt3148traveltravel should only be undertaken when it is the most effective way to achieve departmental objectives, with video or teleconferencing to be investigated; and the decision to travel should be made with consideration of the impact on the environment and wherever possible alternative means of communication need to be considered. conditions, rates of allowances, payments and reimbursements for employees who are posted overseas will be in accordance with the department’s long term overseas policy. conditions, rates of allowances, payments and reimbursements for employees who are required to travel between 1 day and 3 months to a locality away from an employee’s 43 department of climate change and energy efficiency – enterprise agreement 2011-14 headquarters will be in accordance with the department’s official travel policy and guidelines. 71.4. an employee undertaking official travel lasting at least 10 hours but not extending overnight is entitled to a part-day travel allowance of $50.00. this allowance is paid through payroll after travel is completed and is subject to taxation. 44 department of climate change and energy efficiency – enterprise agreement 2011-14 part h - termination of employment 72. grounds for termination of aps employees 72.1. where an aps employee in the department is to have his or her employment terminated,
Climate change-enterprise-agreement-2011-14.txt3150travelthe decision to travel should be made with consideration of the impact on the environment and wherever possible alternative means of communication need to be considered. conditions, rates of allowances, payments and reimbursements for employees who are posted overseas will be in accordance with the department’s long term overseas policy. conditions, rates of allowances, payments and reimbursements for employees who are required to travel between 1 day and 3 months to a locality away from an employee’s 43 department of climate change and energy efficiency – enterprise agreement 2011-14 headquarters will be in accordance with the department’s official travel policy and guidelines. 71.4. an employee undertaking official travel lasting at least 10 hours but not extending overnight is entitled to a part-day travel allowance of $50.00. this allowance is paid through payroll after travel is completed and is subject to taxation. 44 department of climate change and energy efficiency – enterprise agreement 2011-14 part h - termination of employment 72. grounds for termination of aps employees 72.1. where an aps employee in the department is to have his or her employment terminated, the provisions of section 29 of the public service act 1999 shall be applicable.
Climate change-enterprise-agreement-2011-14.txt3157travelrequired to travel between 1 day and 3 months to a locality away from an employee’s 43 department of climate change and energy efficiency – enterprise agreement 2011-14 headquarters will be in accordance with the department’s official travel policy and guidelines. 71.4. an employee undertaking official travel lasting at least 10 hours but not extending overnight is entitled to a part-day travel allowance of $50.00. this allowance is paid through payroll after travel is completed and is subject to taxation. 44 department of climate change and energy efficiency – enterprise agreement 2011-14 part h - termination of employment 72. grounds for termination of aps employees 72.1. where an aps employee in the department is to have his or her employment terminated, the provisions of section 29 of the public service act 1999 shall be applicable. 73. procedures in this agreement 73.1. where procedures outlined in this agreement may lead to termination of employment on any of the allowable grounds under section 29 of the public service act 1999, those procedures must be followed before an ongoing employee’s employment may be terminated.
Climate change-enterprise-agreement-2011-14.txt3161travelheadquarters will be in accordance with the department’s official travel policy and guidelines. 71.4. an employee undertaking official travel lasting at least 10 hours but not extending overnight is entitled to a part-day travel allowance of $50.00. this allowance is paid through payroll after travel is completed and is subject to taxation. 44 department of climate change and energy efficiency – enterprise agreement 2011-14 part h - termination of employment 72. grounds for termination of aps employees 72.1. where an aps employee in the department is to have his or her employment terminated, the provisions of section 29 of the public service act 1999 shall be applicable. 73. procedures in this agreement 73.1. where procedures outlined in this agreement may lead to termination of employment on any of the allowable grounds under section 29 of the public service act 1999, those procedures must be followed before an ongoing employee’s employment may be terminated. 74. right of review 74.1.
Climate change-enterprise-agreement-2011-14.txt3165travelan employee undertaking official travel lasting at least 10 hours but not extending overnight is entitled to a part-day travel allowance of $50.00. this allowance is paid through payroll after travel is completed and is subject to taxation. 44 department of climate change and energy efficiency – enterprise agreement 2011-14 part h - termination of employment 72. grounds for termination of aps employees 72.1. where an aps employee in the department is to have his or her employment terminated, the provisions of section 29 of the public service act 1999 shall be applicable. 73. procedures in this agreement 73.1. where procedures outlined in this agreement may lead to termination of employment on any of the allowable grounds under section 29 of the public service act 1999, those procedures must be followed before an ongoing employee’s employment may be terminated. 74. right of review 74.1. the sole and exhaustive rights and remedies in relation to termination of employment are under: o o
Climate change-enterprise-agreement-2011-14.txt3166travelis entitled to a part-day travel allowance of $50.00. this allowance is paid through payroll after travel is completed and is subject to taxation. 44 department of climate change and energy efficiency – enterprise agreement 2011-14 part h - termination of employment 72. grounds for termination of aps employees 72.1. where an aps employee in the department is to have his or her employment terminated, the provisions of section 29 of the public service act 1999 shall be applicable. 73. procedures in this agreement 73.1. where procedures outlined in this agreement may lead to termination of employment on any of the allowable grounds under section 29 of the public service act 1999, those procedures must be followed before an ongoing employee’s employment may be terminated. 74. right of review 74.1. the sole and exhaustive rights and remedies in relation to termination of employment are under: o o o
Climate change-enterprise-agreement-2011-14.txt3166travel allowanceis entitled to a part-day travel allowance of $50.00. this allowance is paid through payroll after travel is completed and is subject to taxation. 44 department of climate change and energy efficiency – enterprise agreement 2011-14 part h - termination of employment 72. grounds for termination of aps employees 72.1. where an aps employee in the department is to have his or her employment terminated, the provisions of section 29 of the public service act 1999 shall be applicable. 73. procedures in this agreement 73.1. where procedures outlined in this agreement may lead to termination of employment on any of the allowable grounds under section 29 of the public service act 1999, those procedures must be followed before an ongoing employee’s employment may be terminated. 74. right of review 74.1. the sole and exhaustive rights and remedies in relation to termination of employment are under: o o o
Climate change-enterprise-agreement-2011-14.txt3167travelafter travel is completed and is subject to taxation. 44 department of climate change and energy efficiency – enterprise agreement 2011-14 part h - termination of employment 72. grounds for termination of aps employees 72.1. where an aps employee in the department is to have his or her employment terminated, the provisions of section 29 of the public service act 1999 shall be applicable. 73. procedures in this agreement 73.1. where procedures outlined in this agreement may lead to termination of employment on any of the allowable grounds under section 29 of the public service act 1999, those procedures must be followed before an ongoing employee’s employment may be terminated. 74. right of review 74.1. the sole and exhaustive rights and remedies in relation to termination of employment are under: o o o
Climate change-enterprise-agreement-2011-14.txt3476long service leavegovernment service as defined in section 10 of the long service leave (commonwealth employees) act 1976; service with the commonwealth (other than service with a joint commonwealthstate body corporate in which the commonwealth does not have a controlling interest) which is recognised for long service leave purposes; service with the australian defence forces; aps service immediately preceding deemed resignation (as defined), if the service has not previously been recognised for severance pay purposes; and service in another organisation where an employee was transferred from the aps to that organisation with a transfer of function or an employee engaged by that organisation on work within a function is appointed as a result of the transfer of that function to the aps and such service is recognised for long service leave purposes. the break in service is less than 4 weeks and occurs where an offer of employment with the new employer was made and accepted by the employee before ceasing employment with the preceding employer; or the earlier period of service was with the aps and ceased because the employee was deemed to have resigned from the aps on marriage under the repealed section 49 of the public service act 1922. any period of service which ceased by way of: o o o o any of the grounds for termination specified in s.29 of the public service act 1999 (including any additional grounds prescribed in the ps regulations); on a ground equivalent to any of these grounds; through voluntary retirement at or above the minimum retiring age applicable to the employee;
Climate change-enterprise-agreement-2011-14.txt3479long service leaveinterest) which is recognised for long service leave purposes; service with the australian defence forces; aps service immediately preceding deemed resignation (as defined), if the service has not previously been recognised for severance pay purposes; and service in another organisation where an employee was transferred from the aps to that organisation with a transfer of function or an employee engaged by that organisation on work within a function is appointed as a result of the transfer of that function to the aps and such service is recognised for long service leave purposes. the break in service is less than 4 weeks and occurs where an offer of employment with the new employer was made and accepted by the employee before ceasing employment with the preceding employer; or the earlier period of service was with the aps and ceased because the employee was deemed to have resigned from the aps on marriage under the repealed section 49 of the public service act 1922. any period of service which ceased by way of: o o o o any of the grounds for termination specified in s.29 of the public service act 1999 (including any additional grounds prescribed in the ps regulations); on a ground equivalent to any of these grounds; through voluntary retirement at or above the minimum retiring age applicable to the employee; with the payment of a redundancy benefit or similar payment or an employerfinanced retirement benefit; 49
Climate change-enterprise-agreement-2011-14.txt3486long service leavefunction to the aps and such service is recognised for long service leave purposes. the break in service is less than 4 weeks and occurs where an offer of employment with the new employer was made and accepted by the employee before ceasing employment with the preceding employer; or the earlier period of service was with the aps and ceased because the employee was deemed to have resigned from the aps on marriage under the repealed section 49 of the public service act 1922. any period of service which ceased by way of: o o o o any of the grounds for termination specified in s.29 of the public service act 1999 (including any additional grounds prescribed in the ps regulations); on a ground equivalent to any of these grounds; through voluntary retirement at or above the minimum retiring age applicable to the employee; with the payment of a redundancy benefit or similar payment or an employerfinanced retirement benefit; 49 department of climate change and energy efficiency – enterprise agreement 2011-14 will not count as service for redundancy pay purposes. 84.7. absences from work, which do not count as service for any purpose, will not count as service for redundancy pay purposes.
Climate change-enterprise-agreement-2011-14.txt3557travelmay, on request, provide assistance in meeting reasonable travel costs and incidental expenses incurred in seeking alternative employment where these are not met by the prospective employer; where an excess employee is required to move the employee’s household to a new locality the agency head may approve reasonable expenses where these expenses are not met by the prospective employer; may, after giving 4 weeks’ notice to the employee, reduce the employee’s classification as a means of securing alternative employment. if this occurs prior to the end of the retention period, the employee will continue to be paid at their previous level for the balance of the retention period. the retention period will not be extended by any periods of paid or unpaid leave. the secretary may consider extending a retention period where medical evidence indicates the employee is substantially incapacitated and are considered to be unfit for work by a medical practitioner nominated by the department. it would only be in exceptional circumstances that the retention period would be extended beyond an additional 2 months. 50 department of climate change and energy efficiency – enterprise agreement 2011-14 86. retention period – early termination 86.1. where the secretary is satisfied that there is insufficient productive work available for the employee within the department during the remainder of the retention period and that there is no reasonable redeployment prospects in the aps, the secretary, with the agreement of the employee terminate the employee’s employment under s.29 of the public service act 1999 ; and upon termination, the employee will be paid a lump sum comprising: o
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt258long service leavelong service leave; ii) maternity leave; 1 1.5 superannuation; iv) work health and safety; v) safety, rehabilitation and compensation; and vi) review of actions. delegation a) 1.6 iii)
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt262maternity leavematernity leave; 1 1.5 superannuation; iv) work health and safety; v) safety, rehabilitation and compensation; and vi) review of actions. delegation a) 1.6 iii) the inspector-general may delegate to or authorise a person to perform any of the inspector-general’s powers or functions under this agreement. individual flexibility arrangement
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt310overtimeovertime rates; 3) penalty rates; 4) allowances; 5) leave and leave loading; 6) remuneration; and ii) the ifa meets the genuine needs of the inspector-general of taxation and the employee in relation to one or more of the matters mentioned in clause 1.6(a)(i); and iii) the ifa is genuinely agreed to by the inspector-general and the employee. the inspector-general must ensure that the terms of the ifa: i)
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt539bandwidthan employee’s normal hours are those hours and times, within the bandwidth, that the employee works on a regular basis. 2.2.2 full-time employees a) the ordinary hours of work for a full-time employee are 38 hours per week, which translates to a standard day of 7 hours and 36 minutes from monday to friday, within a bandwidth from 7 am to 7 pm. note: a manager and employee may agree to vary the bandwidth under clause 2.2.4. b) using flexible working hours, employees are not expected to work more than 10 hours in any given day. overtime (or, where agreed, time off in lieu of overtime for those who are entitled to overtime) will be paid for hours required by the manager to be worked outside the bandwidth or for work in excess of 10 hours on any one day, in accordance with clause 2.4.1. c) for this agreement, a standard day for the purposes of leave, attendance (including flextime) and payment of salary shall constitute the hours 8.30 am to 12.30 pm and 1.30 pm to 5.06 pm. d) for the purposes of section 62 of the fair work act 2009 (maximum weekly hours), the parties agree that the averaging periods will be successive 26 week periods beginning on the day this agreement comes into operation.
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt547bandwidthbandwidth from 7 am to 7 pm. note: a manager and employee may agree to vary the bandwidth under clause 2.2.4. b) using flexible working hours, employees are not expected to work more than 10 hours in any given day. overtime (or, where agreed, time off in lieu of overtime for those who are entitled to overtime) will be paid for hours required by the manager to be worked outside the bandwidth or for work in excess of 10 hours on any one day, in accordance with clause 2.4.1. c) for this agreement, a standard day for the purposes of leave, attendance (including flextime) and payment of salary shall constitute the hours 8.30 am to 12.30 pm and 1.30 pm to 5.06 pm. d) for the purposes of section 62 of the fair work act 2009 (maximum weekly hours), the parties agree that the averaging periods will be successive 26 week periods beginning on the day this agreement comes into operation. 2.2.3 part-time employees a) any employee who has an agreement with their manager to work fewer hours than the standard week of 38 hours is a part-time employee. b)
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt548bandwidthnote: a manager and employee may agree to vary the bandwidth under clause 2.2.4. b) using flexible working hours, employees are not expected to work more than 10 hours in any given day. overtime (or, where agreed, time off in lieu of overtime for those who are entitled to overtime) will be paid for hours required by the manager to be worked outside the bandwidth or for work in excess of 10 hours on any one day, in accordance with clause 2.4.1. c) for this agreement, a standard day for the purposes of leave, attendance (including flextime) and payment of salary shall constitute the hours 8.30 am to 12.30 pm and 1.30 pm to 5.06 pm. d) for the purposes of section 62 of the fair work act 2009 (maximum weekly hours), the parties agree that the averaging periods will be successive 26 week periods beginning on the day this agreement comes into operation. 2.2.3 part-time employees a) any employee who has an agreement with their manager to work fewer hours than the standard week of 38 hours is a part-time employee. b)
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt553overtimein any given day. overtime (or, where agreed, time off in lieu of overtime for those who are entitled to overtime) will be paid for hours required by the manager to be worked outside the bandwidth or for work in excess of 10 hours on any one day, in accordance with clause 2.4.1. c) for this agreement, a standard day for the purposes of leave, attendance (including flextime) and payment of salary shall constitute the hours 8.30 am to 12.30 pm and 1.30 pm to 5.06 pm. d) for the purposes of section 62 of the fair work act 2009 (maximum weekly hours), the parties agree that the averaging periods will be successive 26 week periods beginning on the day this agreement comes into operation. 2.2.3 part-time employees a) any employee who has an agreement with their manager to work fewer hours than the standard week of 38 hours is a part-time employee. b) managers will facilitate requests from full-time employees for part-time work arrangements, subject to the inspector-general of taxation’s operational requirements. 5 all employees returning from parental, adoption or permanent foster care leave will
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt554overtimewho are entitled to overtime) will be paid for hours required by the manager to be worked outside the bandwidth or for work in excess of 10 hours on any one day, in accordance with clause 2.4.1. c) for this agreement, a standard day for the purposes of leave, attendance (including flextime) and payment of salary shall constitute the hours 8.30 am to 12.30 pm and 1.30 pm to 5.06 pm. d) for the purposes of section 62 of the fair work act 2009 (maximum weekly hours), the parties agree that the averaging periods will be successive 26 week periods beginning on the day this agreement comes into operation. 2.2.3 part-time employees a) any employee who has an agreement with their manager to work fewer hours than the standard week of 38 hours is a part-time employee. b) managers will facilitate requests from full-time employees for part-time work arrangements, subject to the inspector-general of taxation’s operational requirements. 5 all employees returning from parental, adoption or permanent foster care leave will have access to part-time work, where the inspector-general of taxation’s operational
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt555bandwidthworked outside the bandwidth or for work in excess of 10 hours on any one day, in accordance with clause 2.4.1. c) for this agreement, a standard day for the purposes of leave, attendance (including flextime) and payment of salary shall constitute the hours 8.30 am to 12.30 pm and 1.30 pm to 5.06 pm. d) for the purposes of section 62 of the fair work act 2009 (maximum weekly hours), the parties agree that the averaging periods will be successive 26 week periods beginning on the day this agreement comes into operation. 2.2.3 part-time employees a) any employee who has an agreement with their manager to work fewer hours than the standard week of 38 hours is a part-time employee. b) managers will facilitate requests from full-time employees for part-time work arrangements, subject to the inspector-general of taxation’s operational requirements. 5 all employees returning from parental, adoption or permanent foster care leave will have access to part-time work, where the inspector-general of taxation’s operational requirements permit, at least up until the child has reached school age. a manager must
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt561flextimeflextime) and payment of salary shall constitute the hours 8.30 am to 12.30 pm and 1.30 pm to 5.06 pm. d) for the purposes of section 62 of the fair work act 2009 (maximum weekly hours), the parties agree that the averaging periods will be successive 26 week periods beginning on the day this agreement comes into operation. 2.2.3 part-time employees a) any employee who has an agreement with their manager to work fewer hours than the standard week of 38 hours is a part-time employee. b) managers will facilitate requests from full-time employees for part-time work arrangements, subject to the inspector-general of taxation’s operational requirements. 5 all employees returning from parental, adoption or permanent foster care leave will have access to part-time work, where the inspector-general of taxation’s operational requirements permit, at least up until the child has reached school age. a manager must provide a written response to the request for part-time work arrangements stating whether the request has been granted or refused. c) the terms and conditions of employment of a part-time employee shall be, unless otherwise provided for in this agreement, those of full-time employees but reduced on
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt601bandwidthagreed part-time hours will be within the 7 am to 7 pm bandwidth. note: a manager and employee may agree to vary the bandwidth under clause 2.2.4. f) no full-time employee will be compelled to change to part-time arrangements. 2.2.4 variation of hours a) the 7 am to 7 pm bandwidth may be varied if the employee and manager agree, having regard to operational requirements, provided the length of the bandwidth period remains a minimum of 12 continuous hours. b) the bandwidth as varied will be taken to be the bandwidth for that employee for all purposes under this agreement (including for the purposes of determining an employee’s eligibility to receive overtime payments). 2.2.5 regular breaks a) 2.3 an employee should not work more than five hours without a break of at least 30 minutes. managers and employees have joint responsibility in this regard. flextime a)
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt602bandwidthnote: a manager and employee may agree to vary the bandwidth under clause 2.2.4. f) no full-time employee will be compelled to change to part-time arrangements. 2.2.4 variation of hours a) the 7 am to 7 pm bandwidth may be varied if the employee and manager agree, having regard to operational requirements, provided the length of the bandwidth period remains a minimum of 12 continuous hours. b) the bandwidth as varied will be taken to be the bandwidth for that employee for all purposes under this agreement (including for the purposes of determining an employee’s eligibility to receive overtime payments). 2.2.5 regular breaks a) 2.3 an employee should not work more than five hours without a break of at least 30 minutes. managers and employees have joint responsibility in this regard. flextime a)
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt611bandwidththe 7 am to 7 pm bandwidth may be varied if the employee and manager agree, having regard to operational requirements, provided the length of the bandwidth period remains a minimum of 12 continuous hours. b) the bandwidth as varied will be taken to be the bandwidth for that employee for all purposes under this agreement (including for the purposes of determining an employee’s eligibility to receive overtime payments). 2.2.5 regular breaks a) 2.3 an employee should not work more than five hours without a break of at least 30 minutes. managers and employees have joint responsibility in this regard. flextime a) employees at or below the aps 6 level are entitled to access flextime. further information can be found in the policy relating to flextime. b) flextime arrangements include the following features: i) an employee may carry over a maximum of 38 hours as a flex credit or up to 10
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt612bandwidthregard to operational requirements, provided the length of the bandwidth period remains a minimum of 12 continuous hours. b) the bandwidth as varied will be taken to be the bandwidth for that employee for all purposes under this agreement (including for the purposes of determining an employee’s eligibility to receive overtime payments). 2.2.5 regular breaks a) 2.3 an employee should not work more than five hours without a break of at least 30 minutes. managers and employees have joint responsibility in this regard. flextime a) employees at or below the aps 6 level are entitled to access flextime. further information can be found in the policy relating to flextime. b) flextime arrangements include the following features: i) an employee may carry over a maximum of 38 hours as a flex credit or up to 10 hours as a flex debit into the next settlement period.
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt617bandwidththe bandwidth as varied will be taken to be the bandwidth for that employee for all purposes under this agreement (including for the purposes of determining an employee’s eligibility to receive overtime payments). 2.2.5 regular breaks a) 2.3 an employee should not work more than five hours without a break of at least 30 minutes. managers and employees have joint responsibility in this regard. flextime a) employees at or below the aps 6 level are entitled to access flextime. further information can be found in the policy relating to flextime. b) flextime arrangements include the following features: i) an employee may carry over a maximum of 38 hours as a flex credit or up to 10 hours as a flex debit into the next settlement period. ii) a settlement period is a four week period.
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt619overtimeemployee’s eligibility to receive overtime payments). 2.2.5 regular breaks a) 2.3 an employee should not work more than five hours without a break of at least 30 minutes. managers and employees have joint responsibility in this regard. flextime a) employees at or below the aps 6 level are entitled to access flextime. further information can be found in the policy relating to flextime. b) flextime arrangements include the following features: i) an employee may carry over a maximum of 38 hours as a flex credit or up to 10 hours as a flex debit into the next settlement period. ii) a settlement period is a four week period. iii)
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt629flextimeflextime a) employees at or below the aps 6 level are entitled to access flextime. further information can be found in the policy relating to flextime. b) flextime arrangements include the following features: i) an employee may carry over a maximum of 38 hours as a flex credit or up to 10 hours as a flex debit into the next settlement period. ii) a settlement period is a four week period. iii) an employee may take up to five days as flextime in any one settlement period, subject to operational requirements. 6 2.4 overtime and time off in lieu 2.4.1 aps level employees: overtime and time off in lieu a)
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt632flextimeemployees at or below the aps 6 level are entitled to access flextime. further information can be found in the policy relating to flextime. b) flextime arrangements include the following features: i) an employee may carry over a maximum of 38 hours as a flex credit or up to 10 hours as a flex debit into the next settlement period. ii) a settlement period is a four week period. iii) an employee may take up to five days as flextime in any one settlement period, subject to operational requirements. 6 2.4 overtime and time off in lieu 2.4.1 aps level employees: overtime and time off in lieu a) overtime is payable to employees at or below aps 6 level.
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt633flextimeinformation can be found in the policy relating to flextime. b) flextime arrangements include the following features: i) an employee may carry over a maximum of 38 hours as a flex credit or up to 10 hours as a flex debit into the next settlement period. ii) a settlement period is a four week period. iii) an employee may take up to five days as flextime in any one settlement period, subject to operational requirements. 6 2.4 overtime and time off in lieu 2.4.1 aps level employees: overtime and time off in lieu a) overtime is payable to employees at or below aps 6 level. b)
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt637flextimeflextime arrangements include the following features: i) an employee may carry over a maximum of 38 hours as a flex credit or up to 10 hours as a flex debit into the next settlement period. ii) a settlement period is a four week period. iii) an employee may take up to five days as flextime in any one settlement period, subject to operational requirements. 6 2.4 overtime and time off in lieu 2.4.1 aps level employees: overtime and time off in lieu a) overtime is payable to employees at or below aps 6 level. b) overtime will be paid at the appropriate penalty rate as prescribed in clause 2.4.1 for hours worked outside the bandwidth or in excess of 10 hours on any one day, with the approval of an employee’s manager.
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt649flextimean employee may take up to five days as flextime in any one settlement period, subject to operational requirements. 6 2.4 overtime and time off in lieu 2.4.1 aps level employees: overtime and time off in lieu a) overtime is payable to employees at or below aps 6 level. b) overtime will be paid at the appropriate penalty rate as prescribed in clause 2.4.1 for hours worked outside the bandwidth or in excess of 10 hours on any one day, with the approval of an employee’s manager. note: a manager and employee may agree to vary the bandwidth under clause 2.2.4. c) for part-time employees at these levels, overtime is work performed at the direction of a manager which is not continuous with the employee’s agreed or specified hours or is beyond the total hours of work specified for the employee. d) for an employee eligible to receive overtime payments, overtime hours worked will be paid at the following penalty rates:
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt655overtimeovertime and time off in lieu 2.4.1 aps level employees: overtime and time off in lieu a) overtime is payable to employees at or below aps 6 level. b) overtime will be paid at the appropriate penalty rate as prescribed in clause 2.4.1 for hours worked outside the bandwidth or in excess of 10 hours on any one day, with the approval of an employee’s manager. note: a manager and employee may agree to vary the bandwidth under clause 2.2.4. c) for part-time employees at these levels, overtime is work performed at the direction of a manager which is not continuous with the employee’s agreed or specified hours or is beyond the total hours of work specified for the employee. d) for an employee eligible to receive overtime payments, overtime hours worked will be paid at the following penalty rates: i) overtime worked monday to saturday will be paid at the rate of time and a quarter for the first three hours each day and time and a half thereafter. ii)
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt657overtime2.4.1 aps level employees: overtime and time off in lieu a) overtime is payable to employees at or below aps 6 level. b) overtime will be paid at the appropriate penalty rate as prescribed in clause 2.4.1 for hours worked outside the bandwidth or in excess of 10 hours on any one day, with the approval of an employee’s manager. note: a manager and employee may agree to vary the bandwidth under clause 2.2.4. c) for part-time employees at these levels, overtime is work performed at the direction of a manager which is not continuous with the employee’s agreed or specified hours or is beyond the total hours of work specified for the employee. d) for an employee eligible to receive overtime payments, overtime hours worked will be paid at the following penalty rates: i) overtime worked monday to saturday will be paid at the rate of time and a quarter for the first three hours each day and time and a half thereafter. ii) overtime worked on sunday will be paid at the rate of time and a half. emergency
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt660overtimeovertime is payable to employees at or below aps 6 level. b) overtime will be paid at the appropriate penalty rate as prescribed in clause 2.4.1 for hours worked outside the bandwidth or in excess of 10 hours on any one day, with the approval of an employee’s manager. note: a manager and employee may agree to vary the bandwidth under clause 2.2.4. c) for part-time employees at these levels, overtime is work performed at the direction of a manager which is not continuous with the employee’s agreed or specified hours or is beyond the total hours of work specified for the employee. d) for an employee eligible to receive overtime payments, overtime hours worked will be paid at the following penalty rates: i) overtime worked monday to saturday will be paid at the rate of time and a quarter for the first three hours each day and time and a half thereafter. ii) overtime worked on sunday will be paid at the rate of time and a half. emergency duty, where no notice is given to the employee prior to ceasing ordinary duty, will also be paid at the rate of time and a half.
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt664overtimeovertime will be paid at the appropriate penalty rate as prescribed in clause 2.4.1 for hours worked outside the bandwidth or in excess of 10 hours on any one day, with the approval of an employee’s manager. note: a manager and employee may agree to vary the bandwidth under clause 2.2.4. c) for part-time employees at these levels, overtime is work performed at the direction of a manager which is not continuous with the employee’s agreed or specified hours or is beyond the total hours of work specified for the employee. d) for an employee eligible to receive overtime payments, overtime hours worked will be paid at the following penalty rates: i) overtime worked monday to saturday will be paid at the rate of time and a quarter for the first three hours each day and time and a half thereafter. ii) overtime worked on sunday will be paid at the rate of time and a half. emergency duty, where no notice is given to the employee prior to ceasing ordinary duty, will also be paid at the rate of time and a half. iii) overtime worked on a public holiday will be paid at the rate of double time. duty on a public holiday, not in excess of the prescribed weekly hours (that is duty
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt665bandwidthhours worked outside the bandwidth or in excess of 10 hours on any one day, with the approval of an employee’s manager. note: a manager and employee may agree to vary the bandwidth under clause 2.2.4. c) for part-time employees at these levels, overtime is work performed at the direction of a manager which is not continuous with the employee’s agreed or specified hours or is beyond the total hours of work specified for the employee. d) for an employee eligible to receive overtime payments, overtime hours worked will be paid at the following penalty rates: i) overtime worked monday to saturday will be paid at the rate of time and a quarter for the first three hours each day and time and a half thereafter. ii) overtime worked on sunday will be paid at the rate of time and a half. emergency duty, where no notice is given to the employee prior to ceasing ordinary duty, will also be paid at the rate of time and a half. iii) overtime worked on a public holiday will be paid at the rate of double time. duty on a public holiday, not in excess of the prescribed weekly hours (that is duty during prescribed standard hours) will be payable at ordinary time in addition to
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt667bandwidthnote: a manager and employee may agree to vary the bandwidth under clause 2.2.4. c) for part-time employees at these levels, overtime is work performed at the direction of a manager which is not continuous with the employee’s agreed or specified hours or is beyond the total hours of work specified for the employee. d) for an employee eligible to receive overtime payments, overtime hours worked will be paid at the following penalty rates: i) overtime worked monday to saturday will be paid at the rate of time and a quarter for the first three hours each day and time and a half thereafter. ii) overtime worked on sunday will be paid at the rate of time and a half. emergency duty, where no notice is given to the employee prior to ceasing ordinary duty, will also be paid at the rate of time and a half. iii) overtime worked on a public holiday will be paid at the rate of double time. duty on a public holiday, not in excess of the prescribed weekly hours (that is duty during prescribed standard hours) will be payable at ordinary time in addition to payment for the holiday.
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt671overtimefor part-time employees at these levels, overtime is work performed at the direction of a manager which is not continuous with the employee’s agreed or specified hours or is beyond the total hours of work specified for the employee. d) for an employee eligible to receive overtime payments, overtime hours worked will be paid at the following penalty rates: i) overtime worked monday to saturday will be paid at the rate of time and a quarter for the first three hours each day and time and a half thereafter. ii) overtime worked on sunday will be paid at the rate of time and a half. emergency duty, where no notice is given to the employee prior to ceasing ordinary duty, will also be paid at the rate of time and a half. iii) overtime worked on a public holiday will be paid at the rate of double time. duty on a public holiday, not in excess of the prescribed weekly hours (that is duty during prescribed standard hours) will be payable at ordinary time in addition to payment for the holiday. e) where overtime is continuous with ordinary duty, overtime payments will be made for hours actually worked (that is, there will be no minimum period for which overtime will
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt677overtimefor an employee eligible to receive overtime payments, overtime hours worked will be paid at the following penalty rates: i) overtime worked monday to saturday will be paid at the rate of time and a quarter for the first three hours each day and time and a half thereafter. ii) overtime worked on sunday will be paid at the rate of time and a half. emergency duty, where no notice is given to the employee prior to ceasing ordinary duty, will also be paid at the rate of time and a half. iii) overtime worked on a public holiday will be paid at the rate of double time. duty on a public holiday, not in excess of the prescribed weekly hours (that is duty during prescribed standard hours) will be payable at ordinary time in addition to payment for the holiday. e) where overtime is continuous with ordinary duty, overtime payments will be made for hours actually worked (that is, there will be no minimum period for which overtime will be paid). where overtime is not continuous, or where overtime constitutes emergency duty, payment for each separate overtime attendance will be for a minimum of two hours. f)
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt681overtimeovertime worked monday to saturday will be paid at the rate of time and a quarter for the first three hours each day and time and a half thereafter. ii) overtime worked on sunday will be paid at the rate of time and a half. emergency duty, where no notice is given to the employee prior to ceasing ordinary duty, will also be paid at the rate of time and a half. iii) overtime worked on a public holiday will be paid at the rate of double time. duty on a public holiday, not in excess of the prescribed weekly hours (that is duty during prescribed standard hours) will be payable at ordinary time in addition to payment for the holiday. e) where overtime is continuous with ordinary duty, overtime payments will be made for hours actually worked (that is, there will be no minimum period for which overtime will be paid). where overtime is not continuous, or where overtime constitutes emergency duty, payment for each separate overtime attendance will be for a minimum of two hours. f) where an employee is directed to work outside the bandwidth by their manager, the employee will be entitled to an eight hour break plus reasonable travelling time before commencing work again. if the break occurs during standard working hours, then the employee will receive their normal salary during that period.
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt686overtimeovertime worked on sunday will be paid at the rate of time and a half. emergency duty, where no notice is given to the employee prior to ceasing ordinary duty, will also be paid at the rate of time and a half. iii) overtime worked on a public holiday will be paid at the rate of double time. duty on a public holiday, not in excess of the prescribed weekly hours (that is duty during prescribed standard hours) will be payable at ordinary time in addition to payment for the holiday. e) where overtime is continuous with ordinary duty, overtime payments will be made for hours actually worked (that is, there will be no minimum period for which overtime will be paid). where overtime is not continuous, or where overtime constitutes emergency duty, payment for each separate overtime attendance will be for a minimum of two hours. f) where an employee is directed to work outside the bandwidth by their manager, the employee will be entitled to an eight hour break plus reasonable travelling time before commencing work again. if the break occurs during standard working hours, then the employee will receive their normal salary during that period. g) clause 2.4.1(f) does not apply to an employee who is directed to work outside the bandwidth for a period of two hours or less and the period of work commences no
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt692overtimeovertime worked on a public holiday will be paid at the rate of double time. duty on a public holiday, not in excess of the prescribed weekly hours (that is duty during prescribed standard hours) will be payable at ordinary time in addition to payment for the holiday. e) where overtime is continuous with ordinary duty, overtime payments will be made for hours actually worked (that is, there will be no minimum period for which overtime will be paid). where overtime is not continuous, or where overtime constitutes emergency duty, payment for each separate overtime attendance will be for a minimum of two hours. f) where an employee is directed to work outside the bandwidth by their manager, the employee will be entitled to an eight hour break plus reasonable travelling time before commencing work again. if the break occurs during standard working hours, then the employee will receive their normal salary during that period. g) clause 2.4.1(f) does not apply to an employee who is directed to work outside the bandwidth for a period of two hours or less and the period of work commences no earlier than two hours before the beginning of the bandwidth. h) where a break as described in clause 2.4.1(f) is not possible due to operational requirements as approved by the employee’s manager, the employee will be paid for
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt699overtimewhere overtime is continuous with ordinary duty, overtime payments will be made for hours actually worked (that is, there will be no minimum period for which overtime will be paid). where overtime is not continuous, or where overtime constitutes emergency duty, payment for each separate overtime attendance will be for a minimum of two hours. f) where an employee is directed to work outside the bandwidth by their manager, the employee will be entitled to an eight hour break plus reasonable travelling time before commencing work again. if the break occurs during standard working hours, then the employee will receive their normal salary during that period. g) clause 2.4.1(f) does not apply to an employee who is directed to work outside the bandwidth for a period of two hours or less and the period of work commences no earlier than two hours before the beginning of the bandwidth. h) where a break as described in clause 2.4.1(f) is not possible due to operational requirements as approved by the employee’s manager, the employee will be paid for subsequent periods of work at the rate of time and a half of the employee’s salary until the employee has taken an eight hour break. 7 i)
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt700overtimehours actually worked (that is, there will be no minimum period for which overtime will be paid). where overtime is not continuous, or where overtime constitutes emergency duty, payment for each separate overtime attendance will be for a minimum of two hours. f) where an employee is directed to work outside the bandwidth by their manager, the employee will be entitled to an eight hour break plus reasonable travelling time before commencing work again. if the break occurs during standard working hours, then the employee will receive their normal salary during that period. g) clause 2.4.1(f) does not apply to an employee who is directed to work outside the bandwidth for a period of two hours or less and the period of work commences no earlier than two hours before the beginning of the bandwidth. h) where a break as described in clause 2.4.1(f) is not possible due to operational requirements as approved by the employee’s manager, the employee will be paid for subsequent periods of work at the rate of time and a half of the employee’s salary until the employee has taken an eight hour break. 7 i) where agreed with managers, employees may take time off in lieu of overtime at the
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt701overtimebe paid). where overtime is not continuous, or where overtime constitutes emergency duty, payment for each separate overtime attendance will be for a minimum of two hours. f) where an employee is directed to work outside the bandwidth by their manager, the employee will be entitled to an eight hour break plus reasonable travelling time before commencing work again. if the break occurs during standard working hours, then the employee will receive their normal salary during that period. g) clause 2.4.1(f) does not apply to an employee who is directed to work outside the bandwidth for a period of two hours or less and the period of work commences no earlier than two hours before the beginning of the bandwidth. h) where a break as described in clause 2.4.1(f) is not possible due to operational requirements as approved by the employee’s manager, the employee will be paid for subsequent periods of work at the rate of time and a half of the employee’s salary until the employee has taken an eight hour break. 7 i) where agreed with managers, employees may take time off in lieu of overtime at the appropriate penalty rate specified in clause 2.4.1.
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt702overtimeduty, payment for each separate overtime attendance will be for a minimum of two hours. f) where an employee is directed to work outside the bandwidth by their manager, the employee will be entitled to an eight hour break plus reasonable travelling time before commencing work again. if the break occurs during standard working hours, then the employee will receive their normal salary during that period. g) clause 2.4.1(f) does not apply to an employee who is directed to work outside the bandwidth for a period of two hours or less and the period of work commences no earlier than two hours before the beginning of the bandwidth. h) where a break as described in clause 2.4.1(f) is not possible due to operational requirements as approved by the employee’s manager, the employee will be paid for subsequent periods of work at the rate of time and a half of the employee’s salary until the employee has taken an eight hour break. 7 i) where agreed with managers, employees may take time off in lieu of overtime at the appropriate penalty rate specified in clause 2.4.1.
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt707bandwidthwhere an employee is directed to work outside the bandwidth by their manager, the employee will be entitled to an eight hour break plus reasonable travelling time before commencing work again. if the break occurs during standard working hours, then the employee will receive their normal salary during that period. g) clause 2.4.1(f) does not apply to an employee who is directed to work outside the bandwidth for a period of two hours or less and the period of work commences no earlier than two hours before the beginning of the bandwidth. h) where a break as described in clause 2.4.1(f) is not possible due to operational requirements as approved by the employee’s manager, the employee will be paid for subsequent periods of work at the rate of time and a half of the employee’s salary until the employee has taken an eight hour break. 7 i) where agreed with managers, employees may take time off in lieu of overtime at the appropriate penalty rate specified in clause 2.4.1. j) where time off in lieu of payment of overtime has been agreed, but the employee has not been granted that time off within four weeks or another agreed period due to operational requirements, the employee may elect to receive payment of the original
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt708travelemployee will be entitled to an eight hour break plus reasonable travelling time before commencing work again. if the break occurs during standard working hours, then the employee will receive their normal salary during that period. g) clause 2.4.1(f) does not apply to an employee who is directed to work outside the bandwidth for a period of two hours or less and the period of work commences no earlier than two hours before the beginning of the bandwidth. h) where a break as described in clause 2.4.1(f) is not possible due to operational requirements as approved by the employee’s manager, the employee will be paid for subsequent periods of work at the rate of time and a half of the employee’s salary until the employee has taken an eight hour break. 7 i) where agreed with managers, employees may take time off in lieu of overtime at the appropriate penalty rate specified in clause 2.4.1. j) where time off in lieu of payment of overtime has been agreed, but the employee has not been granted that time off within four weeks or another agreed period due to operational requirements, the employee may elect to receive payment of the original entitlement.
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt715bandwidthbandwidth for a period of two hours or less and the period of work commences no earlier than two hours before the beginning of the bandwidth. h) where a break as described in clause 2.4.1(f) is not possible due to operational requirements as approved by the employee’s manager, the employee will be paid for subsequent periods of work at the rate of time and a half of the employee’s salary until the employee has taken an eight hour break. 7 i) where agreed with managers, employees may take time off in lieu of overtime at the appropriate penalty rate specified in clause 2.4.1. j) where time off in lieu of payment of overtime has been agreed, but the employee has not been granted that time off within four weeks or another agreed period due to operational requirements, the employee may elect to receive payment of the original entitlement. 2.4.2 executive level employees: flexible hours and time off in lieu a) 2.5 employees above the overtime barrier (executive level 1 and 2) are able to work
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt716bandwidthearlier than two hours before the beginning of the bandwidth. h) where a break as described in clause 2.4.1(f) is not possible due to operational requirements as approved by the employee’s manager, the employee will be paid for subsequent periods of work at the rate of time and a half of the employee’s salary until the employee has taken an eight hour break. 7 i) where agreed with managers, employees may take time off in lieu of overtime at the appropriate penalty rate specified in clause 2.4.1. j) where time off in lieu of payment of overtime has been agreed, but the employee has not been granted that time off within four weeks or another agreed period due to operational requirements, the employee may elect to receive payment of the original entitlement. 2.4.2 executive level employees: flexible hours and time off in lieu a) 2.5 employees above the overtime barrier (executive level 1 and 2) are able to work flexible hours, under the inspector-general of taxation’s time off in lieu (toil)
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt729overtimewhere agreed with managers, employees may take time off in lieu of overtime at the appropriate penalty rate specified in clause 2.4.1. j) where time off in lieu of payment of overtime has been agreed, but the employee has not been granted that time off within four weeks or another agreed period due to operational requirements, the employee may elect to receive payment of the original entitlement. 2.4.2 executive level employees: flexible hours and time off in lieu a) 2.5 employees above the overtime barrier (executive level 1 and 2) are able to work flexible hours, under the inspector-general of taxation’s time off in lieu (toil) system. this means that variations in attendance times and absences, including for partday or full-day absences may be agreed with managers without the need for a leave application. further information on toil can be found in the toil guidelines. public holidays a) employees will be entitled to the following public holidays: i) new year's day (1 january); ii)
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt734overtimewhere time off in lieu of payment of overtime has been agreed, but the employee has not been granted that time off within four weeks or another agreed period due to operational requirements, the employee may elect to receive payment of the original entitlement. 2.4.2 executive level employees: flexible hours and time off in lieu a) 2.5 employees above the overtime barrier (executive level 1 and 2) are able to work flexible hours, under the inspector-general of taxation’s time off in lieu (toil) system. this means that variations in attendance times and absences, including for partday or full-day absences may be agreed with managers without the need for a leave application. further information on toil can be found in the toil guidelines. public holidays a) employees will be entitled to the following public holidays: i) new year's day (1 january); ii) australia day (26 january); iii) good friday;
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt744overtimeemployees above the overtime barrier (executive level 1 and 2) are able to work flexible hours, under the inspector-general of taxation’s time off in lieu (toil) system. this means that variations in attendance times and absences, including for partday or full-day absences may be agreed with managers without the need for a leave application. further information on toil can be found in the toil guidelines. public holidays a) employees will be entitled to the following public holidays: i) new year's day (1 january); ii) australia day (26 january); iii) good friday; iv) easter monday v) anzac day (25 april); vi)
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt815maternity leaveleave, maternity leave and primary carer leave or adoption and permanent foster care leave there is no entitlement to receive payment as a public holiday. payment for that day would be in accordance with the entitlement for that form of leave (for example if on long service leave half pay, payment is on half pay). christmas closedown a) the inspector-general of taxation will close its normal operations from the close of business on the last working day before christmas day, with business resuming on the first working day after new year’s day (christmas closedown). b) employees will be provided with time off between christmas day and new year’s day and will be paid in accordance with their ordinary hours of work. where an employee is absent on long service leave, maternity leave and primary carer leave, or adoption and permanent foster care leave, payment for christmas closedown will be in accordance with the entitlement for that form of leave (for example if on long service leave at half pay, payment is at half pay). c) with the exception of long service leave, maternity leave and primary carer leave, or adoption and permanent foster care leave, there will be no deduction from paid leave credits for the christmas closedown. d) if an employee is directed to work on any of the working days during christmas
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt818long service leaveon long service leave half pay, payment is on half pay). christmas closedown a) the inspector-general of taxation will close its normal operations from the close of business on the last working day before christmas day, with business resuming on the first working day after new year’s day (christmas closedown). b) employees will be provided with time off between christmas day and new year’s day and will be paid in accordance with their ordinary hours of work. where an employee is absent on long service leave, maternity leave and primary carer leave, or adoption and permanent foster care leave, payment for christmas closedown will be in accordance with the entitlement for that form of leave (for example if on long service leave at half pay, payment is at half pay). c) with the exception of long service leave, maternity leave and primary carer leave, or adoption and permanent foster care leave, there will be no deduction from paid leave credits for the christmas closedown. d) if an employee is directed to work on any of the working days during christmas closedown, then the employee may elect to have their credit of annual leave increased by the equivalent period, or to receive the equivalent period as time off in lieu. in addition, employees who are directed to work on the first work day after the boxing
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt831maternity leaveabsent on long service leave, maternity leave and primary carer leave, or adoption and permanent foster care leave, payment for christmas closedown will be in accordance with the entitlement for that form of leave (for example if on long service leave at half pay, payment is at half pay). c) with the exception of long service leave, maternity leave and primary carer leave, or adoption and permanent foster care leave, there will be no deduction from paid leave credits for the christmas closedown. d) if an employee is directed to work on any of the working days during christmas closedown, then the employee may elect to have their credit of annual leave increased by the equivalent period, or to receive the equivalent period as time off in lieu. in addition, employees who are directed to work on the first work day after the boxing day public holiday will be paid as if it were a public holiday. e) a part-time employee as defined in clause 2.2.3 who would not usually work one or more of the working days between christmas day and new year’s day will be granted a period of absence equal to 20 per cent of their weekly part-time hours for each of the days on which they would not usually work. f) an absence under this clause 2.6 will count as service for all purposes.
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt831long service leaveabsent on long service leave, maternity leave and primary carer leave, or adoption and permanent foster care leave, payment for christmas closedown will be in accordance with the entitlement for that form of leave (for example if on long service leave at half pay, payment is at half pay). c) with the exception of long service leave, maternity leave and primary carer leave, or adoption and permanent foster care leave, there will be no deduction from paid leave credits for the christmas closedown. d) if an employee is directed to work on any of the working days during christmas closedown, then the employee may elect to have their credit of annual leave increased by the equivalent period, or to receive the equivalent period as time off in lieu. in addition, employees who are directed to work on the first work day after the boxing day public holiday will be paid as if it were a public holiday. e) a part-time employee as defined in clause 2.2.3 who would not usually work one or more of the working days between christmas day and new year’s day will be granted a period of absence equal to 20 per cent of their weekly part-time hours for each of the days on which they would not usually work. f) an absence under this clause 2.6 will count as service for all purposes.
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt833long service leavewith the entitlement for that form of leave (for example if on long service leave at half pay, payment is at half pay). c) with the exception of long service leave, maternity leave and primary carer leave, or adoption and permanent foster care leave, there will be no deduction from paid leave credits for the christmas closedown. d) if an employee is directed to work on any of the working days during christmas closedown, then the employee may elect to have their credit of annual leave increased by the equivalent period, or to receive the equivalent period as time off in lieu. in addition, employees who are directed to work on the first work day after the boxing day public holiday will be paid as if it were a public holiday. e) a part-time employee as defined in clause 2.2.3 who would not usually work one or more of the working days between christmas day and new year’s day will be granted a period of absence equal to 20 per cent of their weekly part-time hours for each of the days on which they would not usually work. f) an absence under this clause 2.6 will count as service for all purposes. 9
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt838maternity leavewith the exception of long service leave, maternity leave and primary carer leave, or adoption and permanent foster care leave, there will be no deduction from paid leave credits for the christmas closedown. d) if an employee is directed to work on any of the working days during christmas closedown, then the employee may elect to have their credit of annual leave increased by the equivalent period, or to receive the equivalent period as time off in lieu. in addition, employees who are directed to work on the first work day after the boxing day public holiday will be paid as if it were a public holiday. e) a part-time employee as defined in clause 2.2.3 who would not usually work one or more of the working days between christmas day and new year’s day will be granted a period of absence equal to 20 per cent of their weekly part-time hours for each of the days on which they would not usually work. f) an absence under this clause 2.6 will count as service for all purposes. 9 part 3 — leave entitlements 3.1 3.2
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt838long service leavewith the exception of long service leave, maternity leave and primary carer leave, or adoption and permanent foster care leave, there will be no deduction from paid leave credits for the christmas closedown. d) if an employee is directed to work on any of the working days during christmas closedown, then the employee may elect to have their credit of annual leave increased by the equivalent period, or to receive the equivalent period as time off in lieu. in addition, employees who are directed to work on the first work day after the boxing day public holiday will be paid as if it were a public holiday. e) a part-time employee as defined in clause 2.2.3 who would not usually work one or more of the working days between christmas day and new year’s day will be granted a period of absence equal to 20 per cent of their weekly part-time hours for each of the days on which they would not usually work. f) an absence under this clause 2.6 will count as service for all purposes. 9 part 3 — leave entitlements 3.1 3.2
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt1062parental leaveparental leave a) an employee is entitled to maternity leave in accordance with the maternity leave (commonwealth employees) act 1973. b) an employee may elect to spread the payment for leave granted under clause 3.8(a) over a maximum period of 24 weeks at a rate no less than half pay. any such period of leave in excess of 12 weeks will not count as service for any purpose. c) an employee, other than a casual, who has at least 12 continuous months of aps service and who is the primary carer of a child may take four weeks’ paid leave within 12 months of the birth of that child, which: i) must be taken as a continuous block; 12 3.9 ii) is only available to employees who are the primary carer of their own child or their partner’s child;
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt1065maternity leavean employee is entitled to maternity leave in accordance with the maternity leave (commonwealth employees) act 1973. b) an employee may elect to spread the payment for leave granted under clause 3.8(a) over a maximum period of 24 weeks at a rate no less than half pay. any such period of leave in excess of 12 weeks will not count as service for any purpose. c) an employee, other than a casual, who has at least 12 continuous months of aps service and who is the primary carer of a child may take four weeks’ paid leave within 12 months of the birth of that child, which: i) must be taken as a continuous block; 12 3.9 ii) is only available to employees who are the primary carer of their own child or their partner’s child; iii) for primary carers who are the birth mother, is in addition to the entitlement
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt1208long service leavelong service leave a) an employee is eligible for long service leave in accordance with the long service leave (commonwealth employees) act 1976. b) the minimum period during which long service leave can be taken is seven calendar days at full pay (or 14 calendar days at half pay). long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. defence reservists leave a) an employee may be granted leave by their manager (with or without pay) to enable the employee to fulfil australian defence force (adf) reserve and continuous full time service (cfts) or cadet force obligations. note: the entitlement to leave for reserve service is prescribed under the defence reserve service (protection act 2001). b) an employee is entitled to adf reserve leave with pay, for up to four weeks during each financial year for the purpose of fulfilling service in the adf reserve. these purposes include training and operational duty as required. i) a further two weeks’ paid leave may be granted to facilitate participation in additional adf reserve training, including induction requirements. this two
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt1211long service leavean employee is eligible for long service leave in accordance with the long service leave (commonwealth employees) act 1976. b) the minimum period during which long service leave can be taken is seven calendar days at full pay (or 14 calendar days at half pay). long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. defence reservists leave a) an employee may be granted leave by their manager (with or without pay) to enable the employee to fulfil australian defence force (adf) reserve and continuous full time service (cfts) or cadet force obligations. note: the entitlement to leave for reserve service is prescribed under the defence reserve service (protection act 2001). b) an employee is entitled to adf reserve leave with pay, for up to four weeks during each financial year for the purpose of fulfilling service in the adf reserve. these purposes include training and operational duty as required. i) a further two weeks’ paid leave may be granted to facilitate participation in additional adf reserve training, including induction requirements. this two week period of paid leave may be accessed during an employee’s first two years of 14
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt1216long service leavethe minimum period during which long service leave can be taken is seven calendar days at full pay (or 14 calendar days at half pay). long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. defence reservists leave a) an employee may be granted leave by their manager (with or without pay) to enable the employee to fulfil australian defence force (adf) reserve and continuous full time service (cfts) or cadet force obligations. note: the entitlement to leave for reserve service is prescribed under the defence reserve service (protection act 2001). b) an employee is entitled to adf reserve leave with pay, for up to four weeks during each financial year for the purpose of fulfilling service in the adf reserve. these purposes include training and operational duty as required. i) a further two weeks’ paid leave may be granted to facilitate participation in additional adf reserve training, including induction requirements. this two week period of paid leave may be accessed during an employee’s first two years of 14 adf reserve service. no employee can access more then two weeks’ paid leave under this clause. 3.13
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt1217long service leavedays at full pay (or 14 calendar days at half pay). long service leave cannot be broken with other periods of leave, except as otherwise provided by legislation. defence reservists leave a) an employee may be granted leave by their manager (with or without pay) to enable the employee to fulfil australian defence force (adf) reserve and continuous full time service (cfts) or cadet force obligations. note: the entitlement to leave for reserve service is prescribed under the defence reserve service (protection act 2001). b) an employee is entitled to adf reserve leave with pay, for up to four weeks during each financial year for the purpose of fulfilling service in the adf reserve. these purposes include training and operational duty as required. i) a further two weeks’ paid leave may be granted to facilitate participation in additional adf reserve training, including induction requirements. this two week period of paid leave may be accessed during an employee’s first two years of 14 adf reserve service. no employee can access more then two weeks’ paid leave under this clause. 3.13
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt1269long service leaveeligible employees may also apply for annual leave, long service leave, leave without pay, or they may use flextime for the purpose of fulfilling adf reserve, cfts or cadet force obligations. e) employees are to notify their manager at the earliest opportunity once the dates for adf reserve, cfts or cadet force activities are known and/or changed. miscellaneous leave a) the inspector-general may grant leave not provided for elsewhere to an employee for a purpose that the inspector-general considers to be in the interests of the inspectorgeneral of taxation and the commonwealth, having regard to operational requirements. further information on miscellaneous leave can be found in the leave guidelines. b) miscellaneous leave may be granted for the period requested or another period, with or without pay and may be subject to conditions as determined by the inspector-general. c) when an employee is granted leave without pay (lwop), the inspector-general will determine whether the period of lwop counts as service for purposes of annual and personal leave entitlements. unauthorised absence a)
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt1270flextimepay, or they may use flextime for the purpose of fulfilling adf reserve, cfts or cadet force obligations. e) employees are to notify their manager at the earliest opportunity once the dates for adf reserve, cfts or cadet force activities are known and/or changed. miscellaneous leave a) the inspector-general may grant leave not provided for elsewhere to an employee for a purpose that the inspector-general considers to be in the interests of the inspectorgeneral of taxation and the commonwealth, having regard to operational requirements. further information on miscellaneous leave can be found in the leave guidelines. b) miscellaneous leave may be granted for the period requested or another period, with or without pay and may be subject to conditions as determined by the inspector-general. c) when an employee is granted leave without pay (lwop), the inspector-general will determine whether the period of lwop counts as service for purposes of annual and personal leave entitlements. unauthorised absence a)
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt1301flextimeall pay and other benefits provided under this agreement (such as flextime) will cease to be available until the employee resumes duty or is granted leave. b) any period of unauthorised absence does not count as service for any purpose, and no entitlements accrue during this period. 15 3.15 payment in lieu of leave entitlements on death of employee a) where an employee dies, or is presumed to have died on a particular date, the general manager human resources may authorise payment to be made to dependants, the partner of the former employee or the former employee’s legal representative of all leave entitlements otherwise payable on resignation or retirement. 16 part 4 — conditions of engagement 4.1 portability of leave a) where an employee moves (including on promotion or for an agreed period) from
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt1383parental leaveannual leave, paid personal leave, paid parental leave, paid adoption and permanent foster care leave, paid short-term foster care leave, paid compassionate leave and payment for public holidays not worked. 17 c) 4.4 a casual employee is entitled to unpaid carer’s and unpaid compassionate leave in accordance with the national employment standards. resignation 4.4.1 notice of resignation or retirement from the aps a) an employee will give a minimum of two weeks’ notice of an intended resignation or retirement from the aps, unless otherwise agreed with their manager or the general manager human resources. 4.4.2 date of effect of resignation or retirement 4.5 a) the date of effect of an employee’s resignation or retirement will not be a day on which the employee would normally not have been on duty or on an approved period of leave.
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt1779traveltravel allowance a) an employee who undertakes travel on official business and is required to be away from home overnight will be paid an allowance for meals and incidental expenses. an allowance for accommodation will be paid where there are reasonable and actual costs involved. wherever possible the inspector-general of taxation will prepay accommodation costs. b) in some circumstances, an allowance will be payable for travel that does not involve an overnight absence. overtime meal allowance a) 6.4 6.6 an employee who is required by their manager to work overtime and takes a meal break during the overtime (within meal break periods) will be paid a meal allowance, in addition to any entitled overtime. an employee is not eligible for the overtime meal allowance where the inspector-general of taxation provides the employee with a meal. first aid officer allowance a) 6.5
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt1779travel allowancetravel allowance a) an employee who undertakes travel on official business and is required to be away from home overnight will be paid an allowance for meals and incidental expenses. an allowance for accommodation will be paid where there are reasonable and actual costs involved. wherever possible the inspector-general of taxation will prepay accommodation costs. b) in some circumstances, an allowance will be payable for travel that does not involve an overnight absence. overtime meal allowance a) 6.4 6.6 an employee who is required by their manager to work overtime and takes a meal break during the overtime (within meal break periods) will be paid a meal allowance, in addition to any entitled overtime. an employee is not eligible for the overtime meal allowance where the inspector-general of taxation provides the employee with a meal. first aid officer allowance a) 6.5
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt1782travelan employee who undertakes travel on official business and is required to be away from home overnight will be paid an allowance for meals and incidental expenses. an allowance for accommodation will be paid where there are reasonable and actual costs involved. wherever possible the inspector-general of taxation will prepay accommodation costs. b) in some circumstances, an allowance will be payable for travel that does not involve an overnight absence. overtime meal allowance a) 6.4 6.6 an employee who is required by their manager to work overtime and takes a meal break during the overtime (within meal break periods) will be paid a meal allowance, in addition to any entitled overtime. an employee is not eligible for the overtime meal allowance where the inspector-general of taxation provides the employee with a meal. first aid officer allowance a) 6.5 the rates that apply at the commencement of this agreement will be the minimum that will apply. further information can be found in the allowance and reimbursement
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt1790travelin some circumstances, an allowance will be payable for travel that does not involve an overnight absence. overtime meal allowance a) 6.4 6.6 an employee who is required by their manager to work overtime and takes a meal break during the overtime (within meal break periods) will be paid a meal allowance, in addition to any entitled overtime. an employee is not eligible for the overtime meal allowance where the inspector-general of taxation provides the employee with a meal. first aid officer allowance a) 6.5 the rates that apply at the commencement of this agreement will be the minimum that will apply. further information can be found in the allowance and reimbursement guidelines. an employee who possesses a first aid certificate or equivalent qualification and has been appointed as a first aid officer will receive payment of a first aid officer allowance. departmental liaison officer allowance a)
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt1793overtimeovertime meal allowance a) 6.4 6.6 an employee who is required by their manager to work overtime and takes a meal break during the overtime (within meal break periods) will be paid a meal allowance, in addition to any entitled overtime. an employee is not eligible for the overtime meal allowance where the inspector-general of taxation provides the employee with a meal. first aid officer allowance a) 6.5 the rates that apply at the commencement of this agreement will be the minimum that will apply. further information can be found in the allowance and reimbursement guidelines. an employee who possesses a first aid certificate or equivalent qualification and has been appointed as a first aid officer will receive payment of a first aid officer allowance. departmental liaison officer allowance a) an employee who performs duties of departmental liaison officer (dlo) is entitled to an annual allowance as determined by the inspector-general.
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt1800overtimean employee who is required by their manager to work overtime and takes a meal break during the overtime (within meal break periods) will be paid a meal allowance, in addition to any entitled overtime. an employee is not eligible for the overtime meal allowance where the inspector-general of taxation provides the employee with a meal. first aid officer allowance a) 6.5 the rates that apply at the commencement of this agreement will be the minimum that will apply. further information can be found in the allowance and reimbursement guidelines. an employee who possesses a first aid certificate or equivalent qualification and has been appointed as a first aid officer will receive payment of a first aid officer allowance. departmental liaison officer allowance a) an employee who performs duties of departmental liaison officer (dlo) is entitled to an annual allowance as determined by the inspector-general. b) an employee who receives the dlo allowance is not eligible for overtime worked while performing the duties of dlo. restriction allowance a)
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt1801overtimeduring the overtime (within meal break periods) will be paid a meal allowance, in addition to any entitled overtime. an employee is not eligible for the overtime meal allowance where the inspector-general of taxation provides the employee with a meal. first aid officer allowance a) 6.5 the rates that apply at the commencement of this agreement will be the minimum that will apply. further information can be found in the allowance and reimbursement guidelines. an employee who possesses a first aid certificate or equivalent qualification and has been appointed as a first aid officer will receive payment of a first aid officer allowance. departmental liaison officer allowance a) an employee who performs duties of departmental liaison officer (dlo) is entitled to an annual allowance as determined by the inspector-general. b) an employee who receives the dlo allowance is not eligible for overtime worked while performing the duties of dlo. restriction allowance a)
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt1802overtimeaddition to any entitled overtime. an employee is not eligible for the overtime meal allowance where the inspector-general of taxation provides the employee with a meal. first aid officer allowance a) 6.5 the rates that apply at the commencement of this agreement will be the minimum that will apply. further information can be found in the allowance and reimbursement guidelines. an employee who possesses a first aid certificate or equivalent qualification and has been appointed as a first aid officer will receive payment of a first aid officer allowance. departmental liaison officer allowance a) an employee who performs duties of departmental liaison officer (dlo) is entitled to an annual allowance as determined by the inspector-general. b) an employee who receives the dlo allowance is not eligible for overtime worked while performing the duties of dlo. restriction allowance a) a manager may direct an employee to be contactable and to be available to perform
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt1825overtimean employee who receives the dlo allowance is not eligible for overtime worked while performing the duties of dlo. restriction allowance a) a manager may direct an employee to be contactable and to be available to perform extra duty outside of the bandwidth, subject to payment of an allowance. the rate of payment will be 7.5 per cent of the employee’s hourly rate of salary for each restricted 24 hour on monday to friday, 10 per cent of the employee’s hourly rate of salary for each restricted hour on saturday and sunday, and 15 per cent of the employee’s hourly rate of salary for each restricted hour on public holidays. note: a manager and employee may agree to vary the bandwidth under clause 2.2.4. 6.7 6.8 establishment allowance — graduate recruitment a) employees who are recruited to the inspector-general of taxation as a result of a graduate recruitment campaign may be entitled to an establishment allowance in the form of a single lump sum payment to cover relocation costs incurred in the graduate’s commencement at the inspector-general of taxation. b)
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt1832bandwidthextra duty outside of the bandwidth, subject to payment of an allowance. the rate of payment will be 7.5 per cent of the employee’s hourly rate of salary for each restricted 24 hour on monday to friday, 10 per cent of the employee’s hourly rate of salary for each restricted hour on saturday and sunday, and 15 per cent of the employee’s hourly rate of salary for each restricted hour on public holidays. note: a manager and employee may agree to vary the bandwidth under clause 2.2.4. 6.7 6.8 establishment allowance — graduate recruitment a) employees who are recruited to the inspector-general of taxation as a result of a graduate recruitment campaign may be entitled to an establishment allowance in the form of a single lump sum payment to cover relocation costs incurred in the graduate’s commencement at the inspector-general of taxation. b) unless otherwise determined by the general manager human resources, clause 6.11 (removal expenses) will not apply to employees recruited under graduate recruitment campaigns. lifestyle contribution a)
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt1840bandwidthnote: a manager and employee may agree to vary the bandwidth under clause 2.2.4. 6.7 6.8 establishment allowance — graduate recruitment a) employees who are recruited to the inspector-general of taxation as a result of a graduate recruitment campaign may be entitled to an establishment allowance in the form of a single lump sum payment to cover relocation costs incurred in the graduate’s commencement at the inspector-general of taxation. b) unless otherwise determined by the general manager human resources, clause 6.11 (removal expenses) will not apply to employees recruited under graduate recruitment campaigns. lifestyle contribution a) 6.9 family responsibilities a) 6.10
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt1872travelfamily care arrangements made necessary where an employee is required to travel away from their normal work location for business purposes or is directed to work outside their normal patterns of work. wherever possible, employees should alert their manager when that situation might arise. loss, damage and indemnity a) 6.11 in recognition of the benefit to the inspector-general of taxation of its employees undertaking initiatives of their own, each eligible ongoing employee may apply for a single payment of $600 each calendar year to contribute towards maintaining a healthy lifestyle. further information on payment of the lifestyle contribution can be found in the allowance and reimbursement guidelines. a manager may approve reimbursement to an employee for loss or damage to clothing or personal effects, which occurred in the course of the employee’s work. further information is available in the guidelines. relocation expenses on engagement or reassignment of duties a) the inspector-general may approve financial assistance to existing or prospective employees to assist with relocation and removal expenses where an employee is relocating for work purposes. the employee will be notified of any assistance before 25 they move locality. further information on removal or relocation expenses can be found
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt2083long service leavegovernment service as defined in section 10 of the long service leave (commonwealth employees) act 1976; iii) service with the commonwealth (other than service with a joint commonwealth state body or a body corporate in which the commonwealth does not have a controlling interest) which is recognised for long service leave purposes; iv) service with the australian defence forces; and v) service in another organisation where: 1) an employee was transferred from that organisation with a transfer of function; or 2) an employee engaged by that organisation on work connected with the function is engaged as a result of the transfer of that function to the aps and such service is recognised for long service leave purposes. 29 7.6
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt2090long service leavecontrolling interest) which is recognised for long service leave purposes; iv) service with the australian defence forces; and v) service in another organisation where: 1) an employee was transferred from that organisation with a transfer of function; or 2) an employee engaged by that organisation on work connected with the function is engaged as a result of the transfer of that function to the aps and such service is recognised for long service leave purposes. 29 7.6 service not to count as service for redundancy pay purposes a) b) 7.7
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt2108long service leaveand such service is recognised for long service leave purposes. 29 7.6 service not to count as service for redundancy pay purposes a) b) 7.7 i) retrenchment; ii) retirement on grounds of invalidity; iii) termination of probation; iv) ‘voluntary’ retirement at or above the minimum retiring age applicable to the employee or with the payment of an employer financed retirement benefit; or
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt2165long service leaveabsences from duty that do not count as service for long service leave purposes will not count as service for redundancy pay purposes. earlier periods of service a) 7.8 any period of service which ceased in any of the following ways will not count as service for redundancy pay purposes: for earlier periods of service to count, there must be no breaks between the periods except where the break in service is less than one month and occurs where an offer of employment with the new employer was made and accepted by the employee before ceasing employment with the preceding employer. rate of payment — redundancy pay a) for the purposes of calculating any payment under clause 7.4 or 7.10, ‘salary’ will include: i) the employee’s full-time base salary, adjusted on a pro-rata basis for periods of part-time service; ii) other allowances in the nature of salary which have been paid during periods of annual leave and on a regular basis and which are not reimbursement for expenses
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt2232travelemployee will be entitled to reasonable travel and incidental expenses incurred. reduction in classification a) where the inspector-general proposes to reduce an excess employee’s classification, pursuant to clause 7.3, either: i) the employee will be given the same period of notice as the employee would have been entitled to receive pursuant to clause 7.9; or ii) the inspector-general of taxation may pay an amount to maintain the level of salary received by the employee at the date of notice of reduction in classification for the number of weeks of notice still owing. such payments will be calculated in accordance with clause 7.4. 31 part 8 — dispute resolution 8.1 dispute resolution procedures a) if a dispute relates to a matter under this agreement, or the national employment standards, the parties to the dispute must first attempt to resolve the matter at the workplace level by discussions between the employee or employees concerned and the
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt2354bandwidthbandwidth’ means the hours between 7 am to 7 pm, monday to friday excluding public holidays, or the bandwidth otherwise agreed between the employee and the manager under clause 2.2.4, provided the varied bandwidth remains a minimum continuous 12 hour period. ‘employee’, unless otherwise stated, refers to someone employed in the inspector-general of taxation, ongoing or non-ongoing, full-time or part-time, who is employed under or within the meaning of the public service act 1999. ‘family’ is defined as a person who: • is related to the employee by blood or marriage (including former spouses); or • has a strong affinity with the employee by way of traditional or ceremonial affiliation, as determined by the inspector-general; or • stands in a genuine domestic or household relationship with the employee without discrimination as to sexual preference (including a former de facto partner); or • is a child or an adopted child of the employee; or • is a child or an adopted child of the person who stands in a genuine domestic or household relationship with the employee.
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt2355bandwidththe bandwidth otherwise agreed between the employee and the manager under clause 2.2.4, provided the varied bandwidth remains a minimum continuous 12 hour period. ‘employee’, unless otherwise stated, refers to someone employed in the inspector-general of taxation, ongoing or non-ongoing, full-time or part-time, who is employed under or within the meaning of the public service act 1999. ‘family’ is defined as a person who: • is related to the employee by blood or marriage (including former spouses); or • has a strong affinity with the employee by way of traditional or ceremonial affiliation, as determined by the inspector-general; or • stands in a genuine domestic or household relationship with the employee without discrimination as to sexual preference (including a former de facto partner); or • is a child or an adopted child of the employee; or • is a child or an adopted child of the person who stands in a genuine domestic or household relationship with the employee. ‘flextime’ means the scheme of flexible working hours in the inspector-general of taxation.
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt2356bandwidththe varied bandwidth remains a minimum continuous 12 hour period. ‘employee’, unless otherwise stated, refers to someone employed in the inspector-general of taxation, ongoing or non-ongoing, full-time or part-time, who is employed under or within the meaning of the public service act 1999. ‘family’ is defined as a person who: • is related to the employee by blood or marriage (including former spouses); or • has a strong affinity with the employee by way of traditional or ceremonial affiliation, as determined by the inspector-general; or • stands in a genuine domestic or household relationship with the employee without discrimination as to sexual preference (including a former de facto partner); or • is a child or an adopted child of the employee; or • is a child or an adopted child of the person who stands in a genuine domestic or household relationship with the employee. ‘flextime’ means the scheme of flexible working hours in the inspector-general of taxation. ‘full-time employee’ means an employee whose ordinary hours of work are 38 hours each week.
Office of the Inspector General of Taxation (OIGOT) -Enterprise-Agreement-2018-21.txt2384flextimeflextime’ means the scheme of flexible working hours in the inspector-general of taxation. ‘full-time employee’ means an employee whose ordinary hours of work are 38 hours each week. ‘inspector-general’ means the inspector-general of taxation or the inspector-general of taxation’s delegate. ‘lwop’ means leave without pay. ‘manager’ is taken to mean all or any of the following ‘manager’, ‘immediate manager’, ‘team leader’, ‘division head’ and ‘general manager’. ‘part-time employee’ means an employee whose normal hours of work are less than 38 hours each week. ‘pds’ means performance development system. ‘salary’ means the amount determined under part 5 and schedule a to this agreement. 34 ‘ses pay model’ means the model that the inspector-general of taxation apply to the salary of senior executive employees in the inspector-general of taxation. ‘standard day’ means 7 hours and 36 minutes per day worked between the hours of 8:30am to 12:30pm and 1:30pm to 5:06pm, monday to friday. ‘toil’ means the time off in lieu system in the inspector-general of taxation. 35 schedule a — rates of pay current rates effective on commencement effective 12
Department of Finance Enterprise Agreement 2019_1_0.txt458zone of discretionadvancement within the zone of discretion where an employee is on the highest pay point or has a salary within the zone of discretion for their classification level, and has demonstrated sustained strong performance, the delegate may determine an increase within the zone of discretion or to the maximum guidepoint within the substantive classification salary range. 2.11 ineligibility for annual salary and pay point advancement an employee who receives a requires development performance rating at the end of the performance cycle will be placed on a performance improvement plan (pip) and will be ineligible for an annual salary increase and pay point advancement until such time as the employee’s performance is rated as effective. in this case, increases and pay point advancement will not be backdated and will come into effect from the date the pip is signed off as successfully completed, unless considered appropriate by the delegate. 2.12 salary payable on engagement, promotion and movement a) unless otherwise determined by the delegate, salary will be payable in accordance with the following table: type of movement and circumstance promoted to or within finance or newly engaged in the aps pay point
Department of Finance Enterprise Agreement 2019_1_0.txt460zone of discretionwhere an employee is on the highest pay point or has a salary within the zone of discretion for their classification level, and has demonstrated sustained strong performance, the delegate may determine an increase within the zone of discretion or to the maximum guidepoint within the substantive classification salary range. 2.11 ineligibility for annual salary and pay point advancement an employee who receives a requires development performance rating at the end of the performance cycle will be placed on a performance improvement plan (pip) and will be ineligible for an annual salary increase and pay point advancement until such time as the employee’s performance is rated as effective. in this case, increases and pay point advancement will not be backdated and will come into effect from the date the pip is signed off as successfully completed, unless considered appropriate by the delegate. 2.12 salary payable on engagement, promotion and movement a) unless otherwise determined by the delegate, salary will be payable in accordance with the following table: type of movement and circumstance promoted to or within finance or newly engaged in the aps pay point minimum guidepoint of the relevant salary classification
Department of Finance Enterprise Agreement 2019_1_0.txt462zone of discretiondelegate may determine an increase within the zone of discretion or to the maximum guidepoint within the substantive classification salary range. 2.11 ineligibility for annual salary and pay point advancement an employee who receives a requires development performance rating at the end of the performance cycle will be placed on a performance improvement plan (pip) and will be ineligible for an annual salary increase and pay point advancement until such time as the employee’s performance is rated as effective. in this case, increases and pay point advancement will not be backdated and will come into effect from the date the pip is signed off as successfully completed, unless considered appropriate by the delegate. 2.12 salary payable on engagement, promotion and movement a) unless otherwise determined by the delegate, salary will be payable in accordance with the following table: type of movement and circumstance promoted to or within finance or newly engaged in the aps pay point minimum guidepoint of the relevant salary classification promoted – where the employee’s former
Department of Finance Enterprise Agreement 2019_1_0.txt568travelfuture payments of travel allowance or motor vehicle allowance in relation to debts incurred in the course of travel; or iv. the employee’s pay or salary, leave entitlements or other monies (except superannuation funds) payable upon termination of the employee’s employment under the ps act and finance is authorised to implement any such set-off it considers appropriate. b) finance will make reasonable attempts to contact the employee prior to commencing recovery and will consider any claims of hardship raised by the employee in any decision on the rate of recovery. 3 superannuation 3.1 superannuation accumulation funds a) finance will make compulsory employer contributions as required by the applicable legislation and fund requirements. the employer contribution will apply to the employee’s ordinary time earnings (ote) as defined in the superannuation guarantee (administration) act 1992.
Department of Finance Enterprise Agreement 2019_1_0.txt568travel allowancefuture payments of travel allowance or motor vehicle allowance in relation to debts incurred in the course of travel; or iv. the employee’s pay or salary, leave entitlements or other monies (except superannuation funds) payable upon termination of the employee’s employment under the ps act and finance is authorised to implement any such set-off it considers appropriate. b) finance will make reasonable attempts to contact the employee prior to commencing recovery and will consider any claims of hardship raised by the employee in any decision on the rate of recovery. 3 superannuation 3.1 superannuation accumulation funds a) finance will make compulsory employer contributions as required by the applicable legislation and fund requirements. the employer contribution will apply to the employee’s ordinary time earnings (ote) as defined in the superannuation guarantee (administration) act 1992.
Department of Finance Enterprise Agreement 2019_1_0.txt569traveldebts incurred in the course of travel; or iv. the employee’s pay or salary, leave entitlements or other monies (except superannuation funds) payable upon termination of the employee’s employment under the ps act and finance is authorised to implement any such set-off it considers appropriate. b) finance will make reasonable attempts to contact the employee prior to commencing recovery and will consider any claims of hardship raised by the employee in any decision on the rate of recovery. 3 superannuation 3.1 superannuation accumulation funds a) finance will make compulsory employer contributions as required by the applicable legislation and fund requirements. the employer contribution will apply to the employee’s ordinary time earnings (ote) as defined in the superannuation guarantee (administration) act 1992.
Department of Finance Enterprise Agreement 2019_1_0.txt608parental leavefunds during periods of paid and unpaid parental leave (including maternity, parental, adoption and foster care leave) for periods of leave to a maximum of 52 weeks. d) finance will make employer superannuation payments to any eligible superannuation fund nominated by an employee, provided that it accepts payment by fortnightly electronic funds transfer (eft) using a file generated by the department’s payroll system. 3.2 superannuation salary payment – employees with arrangements in place prior to commencement of the agreement a) this clause applies only to employees who had an existing superannuation salary payment arrangement in place prior to the commencement of the department of finance and deregulation 2011–14 agreement. b) where an employee has an existing arrangement to reduce the percentage of superannuation contributions made to the superannuation fund of choice, to no less than the minimum percentage of superannuation contributions provided for by the superannuation guarantee (administration) act 1992 and to be paid as salary the difference between the superannuation contribution paid and an amount equivalent to rate as for employees who are pssap members, they are entitled to continue this arrangement under this agreement.
Department of Finance Enterprise Agreement 2019_1_0.txt719overtimeand in lieu of overtime payments, flex-time, toil and meal provisions: date of effect amount year 1 # $17,699 year 2 $18,053 year 3 $18,414 # first full pay following commencement of the agreement 7 5.5 meal provisions if an employee, other than a comcar driver, is required to work more than 10 hours on any one day, the employee may provide their own meal at finance’s expense. the maximum amount that may be reimbursed to the employee will be as set out in the relevant australian taxation office determination for meals and incidentals. 5.6
Department of Finance Enterprise Agreement 2019_1_0.txt914overtimeand overtime for work performed in addition to the normal and regular rostered hours. d) comcar employees receiving a roster allowance who are required to work on a public holiday or on an annual closedown day will be granted a day in lieu. employees rostered off on a public holiday or annual closedown day will also be granted a day in lieu. e) at the completion of a continuous five night shift an employee will not be required to work until they have had a 36 hour break. f) employees will generally be given 14 days notice of a roster change, where possible. 9 5.15 comcar operational allowance a) comcar state managers are required to regularly perform work outside the bandwidth of hours and on weekends in the standard course of their duties. the employee will receive the following annual comcar operational allowance paid fortnightly:
Department of Finance Enterprise Agreement 2019_1_0.txt941bandwidthbandwidth of hours and on weekends in the standard course of their duties. the employee will receive the following annual comcar operational allowance paid fortnightly: date of effect amount year 1 # $14,204 year 2 $14,488 year 3 $14,778 # first full pay following commencement of the agreement b) comcar assistant managers and comcar depot supervisors are expected to regularly perform work outside the bandwidth of hours and on weekends in the standard course of their duties. the employee will receive the following annual comcar operational allowance paid fortnightly: date of effect amount
Department of Finance Enterprise Agreement 2019_1_0.txt964bandwidthregularly perform work outside the bandwidth of hours and on weekends in the standard course of their duties. the employee will receive the following annual comcar operational allowance paid fortnightly: date of effect amount year 1 # $6,084 year 2 $6,206 year 3 $6,330 # first full pay following commencement of the agreement c) 5.16 employees in receipt of a comcar operational allowance will be eligible to accrue flex-time but will not attract overtime for any work in excess of 10 hours on any one normal working day or for work on weekends, public holidays or christmas closedown, other than where: i.
Department of Finance Enterprise Agreement 2019_1_0.txt989overtimeflex-time but will not attract overtime for any work in excess of 10 hours on any one normal working day or for work on weekends, public holidays or christmas closedown, other than where: i. a state manager performs more than 50 actual hours of work which would normally attract overtime, within a three month period being january – march, april – june, july – september and october – december. ii. an assistant manager/supervisor performs more than 25 actual hours of work which would normally attract overtime, within a three month period being january – march, april – june, july – september and october – december. comcar supervisor driving allowance where the delegate requires a comcar administrative supervisor to regularly perform driving duties, the employee will receive the following annual allowance paid fortnightly: date of effect amount year 1 # $8,921 year 2 $9,099
Department of Finance Enterprise Agreement 2019_1_0.txt995overtimenormally attract overtime, within a three month period being january – march, april – june, july – september and october – december. ii. an assistant manager/supervisor performs more than 25 actual hours of work which would normally attract overtime, within a three month period being january – march, april – june, july – september and october – december. comcar supervisor driving allowance where the delegate requires a comcar administrative supervisor to regularly perform driving duties, the employee will receive the following annual allowance paid fortnightly: date of effect amount year 1 # $8,921 year 2 $9,099 year 3 $9,281 # first full pay following commencement of the agreement
Department of Finance Enterprise Agreement 2019_1_0.txt1001overtimewhich would normally attract overtime, within a three month period being january – march, april – june, july – september and october – december. comcar supervisor driving allowance where the delegate requires a comcar administrative supervisor to regularly perform driving duties, the employee will receive the following annual allowance paid fortnightly: date of effect amount year 1 # $8,921 year 2 $9,099 year 3 $9,281 # first full pay following commencement of the agreement 10 6 travel for official purposes
Department of Finance Enterprise Agreement 2019_1_0.txt1030traveltravel for official purposes 6.1 travel rates a) for all finance official business, an employee will be eligible to receive a travel allowance in accordance with the applicable australian taxation office determination. b) components of a daily travel allowance will not be payable where the relevant expense is met by finance or another organisation. c) further information is found in finance’s accountable authority instructions. 6.2 illness while travelling where an employee falls ill or is injured while travelling on official business and subsequently takes leave, the delegate may determine that all reasonable return journey costs will be provided to the employee on their return home, where necessary. 6.3
Department of Finance Enterprise Agreement 2019_1_0.txt1034traveltravel rates a) for all finance official business, an employee will be eligible to receive a travel allowance in accordance with the applicable australian taxation office determination. b) components of a daily travel allowance will not be payable where the relevant expense is met by finance or another organisation. c) further information is found in finance’s accountable authority instructions. 6.2 illness while travelling where an employee falls ill or is injured while travelling on official business and subsequently takes leave, the delegate may determine that all reasonable return journey costs will be provided to the employee on their return home, where necessary. 6.3 recognition of travel time a)
Department of Finance Enterprise Agreement 2019_1_0.txt1038travelfor all finance official business, an employee will be eligible to receive a travel allowance in accordance with the applicable australian taxation office determination. b) components of a daily travel allowance will not be payable where the relevant expense is met by finance or another organisation. c) further information is found in finance’s accountable authority instructions. 6.2 illness while travelling where an employee falls ill or is injured while travelling on official business and subsequently takes leave, the delegate may determine that all reasonable return journey costs will be provided to the employee on their return home, where necessary. 6.3 recognition of travel time a) all time spent in transit en route between origin and destination, or between destinations if there is more than one, will be recorded as work hours and will attract: i.
Department of Finance Enterprise Agreement 2019_1_0.txt1044travelcomponents of a daily travel allowance will not be payable where the relevant expense is met by finance or another organisation. c) further information is found in finance’s accountable authority instructions. 6.2 illness while travelling where an employee falls ill or is injured while travelling on official business and subsequently takes leave, the delegate may determine that all reasonable return journey costs will be provided to the employee on their return home, where necessary. 6.3 recognition of travel time a) all time spent in transit en route between origin and destination, or between destinations if there is more than one, will be recorded as work hours and will attract: i. flex-time for aps 1 – 6 employees in accordance with clause 12.1 and overtime in accordance with clause 12.7; ii. toil for el employees in accordance with clause 13.1; and
Department of Finance Enterprise Agreement 2019_1_0.txt1044travel allowancecomponents of a daily travel allowance will not be payable where the relevant expense is met by finance or another organisation. c) further information is found in finance’s accountable authority instructions. 6.2 illness while travelling where an employee falls ill or is injured while travelling on official business and subsequently takes leave, the delegate may determine that all reasonable return journey costs will be provided to the employee on their return home, where necessary. 6.3 recognition of travel time a) all time spent in transit en route between origin and destination, or between destinations if there is more than one, will be recorded as work hours and will attract: i. flex-time for aps 1 – 6 employees in accordance with clause 12.1 and overtime in accordance with clause 12.7; ii. toil for el employees in accordance with clause 13.1; and
Department of Finance Enterprise Agreement 2019_1_0.txt1053travelillness while travelling where an employee falls ill or is injured while travelling on official business and subsequently takes leave, the delegate may determine that all reasonable return journey costs will be provided to the employee on their return home, where necessary. 6.3 recognition of travel time a) all time spent in transit en route between origin and destination, or between destinations if there is more than one, will be recorded as work hours and will attract: i. flex-time for aps 1 – 6 employees in accordance with clause 12.1 and overtime in accordance with clause 12.7; ii. toil for el employees in accordance with clause 13.1; and iii. paid working hours for comcar drivers. b) the amount of time ordinarily spent travelling to and from work will be excluded from the travel time recorded unless otherwise agreed by the delegate.
Department of Finance Enterprise Agreement 2019_1_0.txt1055travelwhere an employee falls ill or is injured while travelling on official business and subsequently takes leave, the delegate may determine that all reasonable return journey costs will be provided to the employee on their return home, where necessary. 6.3 recognition of travel time a) all time spent in transit en route between origin and destination, or between destinations if there is more than one, will be recorded as work hours and will attract: i. flex-time for aps 1 – 6 employees in accordance with clause 12.1 and overtime in accordance with clause 12.7; ii. toil for el employees in accordance with clause 13.1; and iii. paid working hours for comcar drivers. b) the amount of time ordinarily spent travelling to and from work will be excluded from the travel time recorded unless otherwise agreed by the delegate. 6.4
Department of Finance Enterprise Agreement 2019_1_0.txt1060travelrecognition of travel time a) all time spent in transit en route between origin and destination, or between destinations if there is more than one, will be recorded as work hours and will attract: i. flex-time for aps 1 – 6 employees in accordance with clause 12.1 and overtime in accordance with clause 12.7; ii. toil for el employees in accordance with clause 13.1; and iii. paid working hours for comcar drivers. b) the amount of time ordinarily spent travelling to and from work will be excluded from the travel time recorded unless otherwise agreed by the delegate. 6.4 motor vehicle allowance a)
Department of Finance Enterprise Agreement 2019_1_0.txt1060recognition of travel timerecognition of travel time a) all time spent in transit en route between origin and destination, or between destinations if there is more than one, will be recorded as work hours and will attract: i. flex-time for aps 1 – 6 employees in accordance with clause 12.1 and overtime in accordance with clause 12.7; ii. toil for el employees in accordance with clause 13.1; and iii. paid working hours for comcar drivers. b) the amount of time ordinarily spent travelling to and from work will be excluded from the travel time recorded unless otherwise agreed by the delegate. 6.4 motor vehicle allowance a)
Department of Finance Enterprise Agreement 2019_1_0.txt1068overtimeflex-time for aps 1 – 6 employees in accordance with clause 12.1 and overtime in accordance with clause 12.7; ii. toil for el employees in accordance with clause 13.1; and iii. paid working hours for comcar drivers. b) the amount of time ordinarily spent travelling to and from work will be excluded from the travel time recorded unless otherwise agreed by the delegate. 6.4 motor vehicle allowance a) motor vehicle allowance (mva) is payable where an employee is approved to use a private car for official purposes. b) where an employee seeks, and is approved to use, a private vehicle the mva rate will be equivalent to the rate per kilometre in accordance with the applicable australian taxation office determination.
Department of Finance Enterprise Agreement 2019_1_0.txt1081travelthe amount of time ordinarily spent travelling to and from work will be excluded from the travel time recorded unless otherwise agreed by the delegate. 6.4 motor vehicle allowance a) motor vehicle allowance (mva) is payable where an employee is approved to use a private car for official purposes. b) where an employee seeks, and is approved to use, a private vehicle the mva rate will be equivalent to the rate per kilometre in accordance with the applicable australian taxation office determination. 7 international postings 7.1 employment entitlements the employment entitlements for employees posted overseas will be consistent with whole-of-government overseas entitlements. the delegate may determine supplementary terms and conditions for employees on posting, where required. 7.2
Department of Finance Enterprise Agreement 2019_1_0.txt1082travelthe travel time recorded unless otherwise agreed by the delegate. 6.4 motor vehicle allowance a) motor vehicle allowance (mva) is payable where an employee is approved to use a private car for official purposes. b) where an employee seeks, and is approved to use, a private vehicle the mva rate will be equivalent to the rate per kilometre in accordance with the applicable australian taxation office determination. 7 international postings 7.1 employment entitlements the employment entitlements for employees posted overseas will be consistent with whole-of-government overseas entitlements. the delegate may determine supplementary terms and conditions for employees on posting, where required. 7.2
Department of Finance Enterprise Agreement 2019_1_0.txt1147travelrelation to travel, temporary accommodation and other associated expenses will be limited to: i. $3,270 for an employee without a spouse, partner or dependant; ii. $5,450 for an employee with a spouse, partner or one dependant; and iii. $8,720 for an employee with two or more people, provided they are a spouse, partner and/or a dependant (documentary evidence may be requested by finance). c) reasonable storage and removal costs will also be reimbursed, as determined by the delegate. d) the delegate retains the discretion to approve the reimbursement of relocation expenses that exceed these limits. e) the delegate may also determine that an employee will be paid relocation assistance for long-term temporary relocations in lieu of travel allowance.
Department of Finance Enterprise Agreement 2019_1_0.txt1176travelfor long-term temporary relocations in lieu of travel allowance. 8.2 repayment of relocation assistance where an employee who receives relocation assistance and does not proceed with the relocation, or leaves finance employment voluntarily or is terminated due to misconduct within 12 months of the date of relocation, the delegate may determine that the employee reimburse all, or a proportion of, any relocation assistance already paid by finance. 9 restriction payment 9.1 restriction eligibility the delegate may approve the provision of a restriction payment to an employee where there is a requirement to be contactable and available to work for a specified period outside the bandwidth of hours. a) restriction payment is payable whether or not the restricted employee is required to work. an employee who is receiving a restriction payment and is required to perform duty whilst rostered on (restricted) will not receive flex-time, toil, or overtime where they are recalled to duty or respond to a call as a result of a restriction arrangement. b)
Department of Finance Enterprise Agreement 2019_1_0.txt1176travel allowancefor long-term temporary relocations in lieu of travel allowance. 8.2 repayment of relocation assistance where an employee who receives relocation assistance and does not proceed with the relocation, or leaves finance employment voluntarily or is terminated due to misconduct within 12 months of the date of relocation, the delegate may determine that the employee reimburse all, or a proportion of, any relocation assistance already paid by finance. 9 restriction payment 9.1 restriction eligibility the delegate may approve the provision of a restriction payment to an employee where there is a requirement to be contactable and available to work for a specified period outside the bandwidth of hours. a) restriction payment is payable whether or not the restricted employee is required to work. an employee who is receiving a restriction payment and is required to perform duty whilst rostered on (restricted) will not receive flex-time, toil, or overtime where they are recalled to duty or respond to a call as a result of a restriction arrangement. b)
Department of Finance Enterprise Agreement 2019_1_0.txt1197bandwidththe bandwidth of hours. a) restriction payment is payable whether or not the restricted employee is required to work. an employee who is receiving a restriction payment and is required to perform duty whilst rostered on (restricted) will not receive flex-time, toil, or overtime where they are recalled to duty or respond to a call as a result of a restriction arrangement. b) where an employee is rostered off and is required to work due to an emergency, overtime, flex-time and/or toil will accrue as appropriate. 12 9.2 restriction rates a) an eligible employee will be paid fortnightly, based on a pro-rata calculation of the annual rates listed below, and the number of days (or part thereof) the employee has been, or will be, restricted in a financial year: days (or part thereof) year 1 # year 2
Department of Finance Enterprise Agreement 2019_1_0.txt1202overtimeduty whilst rostered on (restricted) will not receive flex-time, toil, or overtime where they are recalled to duty or respond to a call as a result of a restriction arrangement. b) where an employee is rostered off and is required to work due to an emergency, overtime, flex-time and/or toil will accrue as appropriate. 12 9.2 restriction rates a) an eligible employee will be paid fortnightly, based on a pro-rata calculation of the annual rates listed below, and the number of days (or part thereof) the employee has been, or will be, restricted in a financial year: days (or part thereof) year 1 # year 2 year 3 38 – 53 $12,276
Department of Finance Enterprise Agreement 2019_1_0.txt1208overtimeovertime, flex-time and/or toil will accrue as appropriate. 12 9.2 restriction rates a) an eligible employee will be paid fortnightly, based on a pro-rata calculation of the annual rates listed below, and the number of days (or part thereof) the employee has been, or will be, restricted in a financial year: days (or part thereof) year 1 # year 2 year 3 38 – 53 $12,276 $12,522 $12,772 54 – 68
Department of Finance Enterprise Agreement 2019_1_0.txt1430flexible work arrangementstheir ordinary hours of duty. to support flexible work arrangements, employees may request to average working hours over the relevant 75 hour pay period fortnight. b) managers and employees have a mutual responsibility to integrate the management of working hours and the wellbeing of the employee, including leave planning and flexible work arrangements, into operational requirements. c) it is expected that employees may work reasonable additional hours consistent with the fw act. 11.2 part-time hours a) a part-time employee is one who regularly works less than full-time ordinary hours according to an agreed work pattern. the minimum hours to be worked on any one day are three hours. b) a part-time employee, including comcar employees, may not vary their hours for a period of one pay period or less. changes in hours (for example to attend training) for these periods should be accommodated using flex time (aps 1 – 6), toil (el), or alternative informal arrangements as agreed with their manager.
Department of Finance Enterprise Agreement 2019_1_0.txt1437flexible work arrangementsflexible work arrangements, into operational requirements. c) it is expected that employees may work reasonable additional hours consistent with the fw act. 11.2 part-time hours a) a part-time employee is one who regularly works less than full-time ordinary hours according to an agreed work pattern. the minimum hours to be worked on any one day are three hours. b) a part-time employee, including comcar employees, may not vary their hours for a period of one pay period or less. changes in hours (for example to attend training) for these periods should be accommodated using flex time (aps 1 – 6), toil (el), or alternative informal arrangements as agreed with their manager. 11.3 part-time work a)
Department of Finance Enterprise Agreement 2019_1_0.txt1493flexible work arrangementswhere an employee has had a formal request for flexible work arrangements rejected, the reason will be given in writing within 21 days of the written request. requests can only be rejected based on reasonable business grounds with consideration given to operational requirements. d) further information is available in the flexible work policy. 11.5 pattern of hours a) the pattern of hours by which employees complete their ordinary hours is by agreement between the manager and the employee. however, an employee will not normally be expected to work more than: b) i. ten hours ordinary time on any day; and ii. five consecutive hours without a meal break of at least 30 minutes. the agreed pattern of hours should provide the flexibility, where agreed by the
Department of Finance Enterprise Agreement 2019_1_0.txt1537bandwidthbandwidth of hours the bandwidth of hours in which employees, other than rostered employees, will work their ordinary hours are 7.00am to 7.00pm monday to friday. 11.7 nine hour break (aps 1 – 6) excluding exceptional circumstances, where an aps 1 – 6 level employee works overtime, or in accordance with a roster arrangement, the employee will be entitled to a nine hour break (including travelling time) before recommencing work, without incurring any loss of pay. 11.8 nine-hour break (el 1 – 2) excluding exceptional circumstances, where an el 1 – 2 level employee works a continuous period of greater than 10 hours the employee will be entitled to a nine hour break (including travelling time) before recommencing work, without incurring any loss of pay. 11.9 job sharing the delegate may approve job sharing arrangements between two or more employees subject to operational requirements, on the basis of the employees’ applications. 11.10 recording attendance a) an aps 1 – 6 employee must accurately record their attendance, including commencement, break and finish times, and records of their leave or absences in the
Department of Finance Enterprise Agreement 2019_1_0.txt1539bandwidththe bandwidth of hours in which employees, other than rostered employees, will work their ordinary hours are 7.00am to 7.00pm monday to friday. 11.7 nine hour break (aps 1 – 6) excluding exceptional circumstances, where an aps 1 – 6 level employee works overtime, or in accordance with a roster arrangement, the employee will be entitled to a nine hour break (including travelling time) before recommencing work, without incurring any loss of pay. 11.8 nine-hour break (el 1 – 2) excluding exceptional circumstances, where an el 1 – 2 level employee works a continuous period of greater than 10 hours the employee will be entitled to a nine hour break (including travelling time) before recommencing work, without incurring any loss of pay. 11.9 job sharing the delegate may approve job sharing arrangements between two or more employees subject to operational requirements, on the basis of the employees’ applications. 11.10 recording attendance a) an aps 1 – 6 employee must accurately record their attendance, including commencement, break and finish times, and records of their leave or absences in the department’s human resource management information system.
Department of Finance Enterprise Agreement 2019_1_0.txt1545overtimeexcluding exceptional circumstances, where an aps 1 – 6 level employee works overtime, or in accordance with a roster arrangement, the employee will be entitled to a nine hour break (including travelling time) before recommencing work, without incurring any loss of pay. 11.8 nine-hour break (el 1 – 2) excluding exceptional circumstances, where an el 1 – 2 level employee works a continuous period of greater than 10 hours the employee will be entitled to a nine hour break (including travelling time) before recommencing work, without incurring any loss of pay. 11.9 job sharing the delegate may approve job sharing arrangements between two or more employees subject to operational requirements, on the basis of the employees’ applications. 11.10 recording attendance a) an aps 1 – 6 employee must accurately record their attendance, including commencement, break and finish times, and records of their leave or absences in the department’s human resource management information system. b) on days which an employee is not actually at work (including public holidays and periods of approved leave), employees will record their ordinary working hours (excluding any leave taken with flex credits).
Department of Finance Enterprise Agreement 2019_1_0.txt1547travelbreak (including travelling time) before recommencing work, without incurring any loss of pay. 11.8 nine-hour break (el 1 – 2) excluding exceptional circumstances, where an el 1 – 2 level employee works a continuous period of greater than 10 hours the employee will be entitled to a nine hour break (including travelling time) before recommencing work, without incurring any loss of pay. 11.9 job sharing the delegate may approve job sharing arrangements between two or more employees subject to operational requirements, on the basis of the employees’ applications. 11.10 recording attendance a) an aps 1 – 6 employee must accurately record their attendance, including commencement, break and finish times, and records of their leave or absences in the department’s human resource management information system. b) on days which an employee is not actually at work (including public holidays and periods of approved leave), employees will record their ordinary working hours (excluding any leave taken with flex credits). c)
Department of Finance Enterprise Agreement 2019_1_0.txt1555traveltravelling time) before recommencing work, without incurring any loss of pay. 11.9 job sharing the delegate may approve job sharing arrangements between two or more employees subject to operational requirements, on the basis of the employees’ applications. 11.10 recording attendance a) an aps 1 – 6 employee must accurately record their attendance, including commencement, break and finish times, and records of their leave or absences in the department’s human resource management information system. b) on days which an employee is not actually at work (including public holidays and periods of approved leave), employees will record their ordinary working hours (excluding any leave taken with flex credits). c) timesheets must be completed and entered into the department’s human resource management information system preferably on a daily basis and submitted to their manager for approval at the end of the pay period. d) unscheduled leave must be entered into the department’s human resource management information system within 48 hours of the employees return to work.
Department of Finance Enterprise Agreement 2019_1_0.txt1602overtimework performed in excess of ordinary hours, which does not attract overtime, will accrue as flex-time on an hour-for-hour basis. b) where there is agreement between a manager and employee on how flex-time will work within the team, an employee may: c) i. vary their hours of work; and/or ii. work additional hours. where there is insufficient work, a manager will not agree that an employee can work hours in addition to their ordinary hours. 16 d) employees must seek prior approval from their manager for absence from the workplace to utilise flex-time credits. 12.2
Department of Finance Enterprise Agreement 2019_1_0.txt1723overtimeovertime a) aps 1 – 6 level employees will be provided with payment of overtime where they are required by the delegate to perform additional work: i. on a public holiday or weekend; ii. where the employee is required to return to work, or address workplace issues, outside the bandwidth (clause 11.6), and is not rostered on the restriction roster at that point in time; iii. in excess of 10 hours on any one normal working day; or iv. during annual closedown. b) employees in receipt of a comcar operational allowance will only attract overtime in accordance with clause 5.15(c). 12.8
Department of Finance Enterprise Agreement 2019_1_0.txt1727overtimeaps 1 – 6 level employees will be provided with payment of overtime where they are required by the delegate to perform additional work: i. on a public holiday or weekend; ii. where the employee is required to return to work, or address workplace issues, outside the bandwidth (clause 11.6), and is not rostered on the restriction roster at that point in time; iii. in excess of 10 hours on any one normal working day; or iv. during annual closedown. b) employees in receipt of a comcar operational allowance will only attract overtime in accordance with clause 5.15(c). 12.8 payment for overtime a)
Department of Finance Enterprise Agreement 2019_1_0.txt1736bandwidthoutside the bandwidth (clause 11.6), and is not rostered on the restriction roster at that point in time; iii. in excess of 10 hours on any one normal working day; or iv. during annual closedown. b) employees in receipt of a comcar operational allowance will only attract overtime in accordance with clause 5.15(c). 12.8 payment for overtime a) payment for overtime will be made for the actual additional period worked and is calculated at a rate of time-and-one-half. b) in calculating the overtime entitlement, a weekly divisor of 37.5 hours is to be used. 12.9
Department of Finance Enterprise Agreement 2019_1_0.txt1749overtimeemployees in receipt of a comcar operational allowance will only attract overtime in accordance with clause 5.15(c). 12.8 payment for overtime a) payment for overtime will be made for the actual additional period worked and is calculated at a rate of time-and-one-half. b) in calculating the overtime entitlement, a weekly divisor of 37.5 hours is to be used. 12.9 option to take flex-time off in lieu where an employee would prefer to take time in lieu rather than receive payment for overtime, and their manager agrees to that arrangement, they are entitled to take that time at the same rate they would have received as an overtime payment, and may add it to their flex credit. 13 toil 13.1
Department of Finance Enterprise Agreement 2019_1_0.txt1754overtimepayment for overtime a) payment for overtime will be made for the actual additional period worked and is calculated at a rate of time-and-one-half. b) in calculating the overtime entitlement, a weekly divisor of 37.5 hours is to be used. 12.9 option to take flex-time off in lieu where an employee would prefer to take time in lieu rather than receive payment for overtime, and their manager agrees to that arrangement, they are entitled to take that time at the same rate they would have received as an overtime payment, and may add it to their flex credit. 13 toil 13.1 eligibility for toil a)
Department of Finance Enterprise Agreement 2019_1_0.txt1758overtimepayment for overtime will be made for the actual additional period worked and is calculated at a rate of time-and-one-half. b) in calculating the overtime entitlement, a weekly divisor of 37.5 hours is to be used. 12.9 option to take flex-time off in lieu where an employee would prefer to take time in lieu rather than receive payment for overtime, and their manager agrees to that arrangement, they are entitled to take that time at the same rate they would have received as an overtime payment, and may add it to their flex credit. 13 toil 13.1 eligibility for toil a) managers will approve the accrual of toil for el employees (and their equivalents) for work performed at the manager’s request or by agreement with the manager: i.
Department of Finance Enterprise Agreement 2019_1_0.txt1763overtimein calculating the overtime entitlement, a weekly divisor of 37.5 hours is to be used. 12.9 option to take flex-time off in lieu where an employee would prefer to take time in lieu rather than receive payment for overtime, and their manager agrees to that arrangement, they are entitled to take that time at the same rate they would have received as an overtime payment, and may add it to their flex credit. 13 toil 13.1 eligibility for toil a) managers will approve the accrual of toil for el employees (and their equivalents) for work performed at the manager’s request or by agreement with the manager: i. in excess of 8 hours 30 minutes on any one day; ii. on a weekend or public holiday; or
Department of Finance Enterprise Agreement 2019_1_0.txt1770overtimeovertime, and their manager agrees to that arrangement, they are entitled to take that time at the same rate they would have received as an overtime payment, and may add it to their flex credit. 13 toil 13.1 eligibility for toil a) managers will approve the accrual of toil for el employees (and their equivalents) for work performed at the manager’s request or by agreement with the manager: i. in excess of 8 hours 30 minutes on any one day; ii. on a weekend or public holiday; or iii. during annual closedown. b)
Department of Finance Enterprise Agreement 2019_1_0.txt1771overtimethe same rate they would have received as an overtime payment, and may add it to their flex credit. 13 toil 13.1 eligibility for toil a) managers will approve the accrual of toil for el employees (and their equivalents) for work performed at the manager’s request or by agreement with the manager: i. in excess of 8 hours 30 minutes on any one day; ii. on a weekend or public holiday; or iii. during annual closedown. b) toil will accrue and may be taken on an hour-for-hour basis monday to friday, and
Department of Finance Enterprise Agreement 2019_1_0.txt1939overtimemanager, without entitlement to flex-time, toil or payment for overtime. 19 14.3 public holidays during paid leave where a public holiday falls during a period when an employee is on annual or paid personal leave, payment for the public holiday will be made at the employee’s ordinary hours of work. payment for a public holiday during other forms of leave will be in accordance with the entitlement to that form of leave (e.g. if on long service leave on half pay, payment is at half pay). 14.4 annual close down a) finance will be closed for normal business and employees will not be required to perform normal duty on the working days between christmas day and new years day. employees will be paid in accordance with their ordinary hours of work on these days. b) employees on parental leave, leave without pay, or long service leave during the annual closedown will not be entitled to re-crediting of leave. 14.5
Department of Finance Enterprise Agreement 2019_1_0.txt1950long service leaveentitlement to that form of leave (e.g. if on long service leave on half pay, payment is at half pay). 14.4 annual close down a) finance will be closed for normal business and employees will not be required to perform normal duty on the working days between christmas day and new years day. employees will be paid in accordance with their ordinary hours of work on these days. b) employees on parental leave, leave without pay, or long service leave during the annual closedown will not be entitled to re-crediting of leave. 14.5 part-time employees part-time employees normally not working on the days of the week on which annual closedown or a public holiday occurs will not be entitled to alternative time off duty or additional payment. 14.6 employees required to work on public holidays and/or annual closedown employees required to work on public holidays and/or annual closedown will be entitled to
Department of Finance Enterprise Agreement 2019_1_0.txt1965parental leaveemployees on parental leave, leave without pay, or long service leave during the annual closedown will not be entitled to re-crediting of leave. 14.5 part-time employees part-time employees normally not working on the days of the week on which annual closedown or a public holiday occurs will not be entitled to alternative time off duty or additional payment. 14.6 employees required to work on public holidays and/or annual closedown employees required to work on public holidays and/or annual closedown will be entitled to the following: i. aps 1 – 6 employees will accrue overtime consistent with clause 12.7; and ii. el 1 – 2 employees will accrue toil consistent with clause 13.1. leave 15 general conditions 15.1
Department of Finance Enterprise Agreement 2019_1_0.txt1965long service leaveemployees on parental leave, leave without pay, or long service leave during the annual closedown will not be entitled to re-crediting of leave. 14.5 part-time employees part-time employees normally not working on the days of the week on which annual closedown or a public holiday occurs will not be entitled to alternative time off duty or additional payment. 14.6 employees required to work on public holidays and/or annual closedown employees required to work on public holidays and/or annual closedown will be entitled to the following: i. aps 1 – 6 employees will accrue overtime consistent with clause 12.7; and ii. el 1 – 2 employees will accrue toil consistent with clause 13.1. leave 15 general conditions 15.1
Department of Finance Enterprise Agreement 2019_1_0.txt1983overtimeaps 1 – 6 employees will accrue overtime consistent with clause 12.7; and ii. el 1 – 2 employees will accrue toil consistent with clause 13.1. leave 15 general conditions 15.1 non-approval of leave where an employee has had a formal application for leave rejected, the delegate will advise the employee of the reason(s) for the decision in writing, where requested by the employee. 15.2 balances and record keeping all accrued leave entitlements will be expressed and deducted in hours and minutes, with the exception of long service leave which is expressed in calendar days. 15.3 recall to duty finance will not unreasonably cancel approved leave or recall employees to duty while on approved leave, or on weekends or public holidays. in such circumstances the delegate will approve reimbursement of reasonable costs towards travel expenses, incidental expenses
Department of Finance Enterprise Agreement 2019_1_0.txt2005long service leavethe exception of long service leave which is expressed in calendar days. 15.3 recall to duty finance will not unreasonably cancel approved leave or recall employees to duty while on approved leave, or on weekends or public holidays. in such circumstances the delegate will approve reimbursement of reasonable costs towards travel expenses, incidental expenses or family care costs not otherwise recoverable under insurance or from another source. 16 recognition of prior service 16.1 portability of leave a) where an employee moves (including on promotion or for an agreed period) from another agency where they were an ongoing aps employee, the employee’s unused accrued annual leave and personal/carer’s leave (however described) will be transferred, provided there is no break in continuity of service. 20 b) where an employee is engaged as either an ongoing or non-ongoing aps employee
Department of Finance Enterprise Agreement 2019_1_0.txt2012travelapprove reimbursement of reasonable costs towards travel expenses, incidental expenses or family care costs not otherwise recoverable under insurance or from another source. 16 recognition of prior service 16.1 portability of leave a) where an employee moves (including on promotion or for an agreed period) from another agency where they were an ongoing aps employee, the employee’s unused accrued annual leave and personal/carer’s leave (however described) will be transferred, provided there is no break in continuity of service. 20 b) where an employee is engaged as either an ongoing or non-ongoing aps employee immediately following a period of ongoing employment in the parliamentary service or the act government service, the employee’s unused accrued annual leave and personal/carer’s leave (however described) will be recognised. c) for the purposes of this clause:
Department of Finance Enterprise Agreement 2019_1_0.txt2487parental leavematernity, parenting and parental leave 21.1 maternity leave a) eligible employees are entitled to maternity leave in accordance with the maternity leave (commonwealth employees) act 1973 (the ml act). b) employees who are eligible for paid maternity leave under the ml act are entitled to an additional four weeks (inclusive of public holidays) of paid leave, to be taken immediately following the period of paid maternity leave provided by the ml act. 25 21.2 maternity leave at half pay a) the delegate will approve spreading the payment for the paid period of maternity leave over a maximum period of 24 continuous weeks at half normal pay. where payment is spread over a greater period, any period beyond the first 12 weeks will not count as service for any purpose.
Department of Finance Enterprise Agreement 2019_1_0.txt2491maternity leavematernity leave a) eligible employees are entitled to maternity leave in accordance with the maternity leave (commonwealth employees) act 1973 (the ml act). b) employees who are eligible for paid maternity leave under the ml act are entitled to an additional four weeks (inclusive of public holidays) of paid leave, to be taken immediately following the period of paid maternity leave provided by the ml act. 25 21.2 maternity leave at half pay a) the delegate will approve spreading the payment for the paid period of maternity leave over a maximum period of 24 continuous weeks at half normal pay. where payment is spread over a greater period, any period beyond the first 12 weeks will not count as service for any purpose. b) the delegate will approve spreading the additional period over a maximum period of eight continuous weeks at half normal pay. where additional maternity leave is taken
Department of Finance Enterprise Agreement 2019_1_0.txt2495maternity leaveeligible employees are entitled to maternity leave in accordance with the maternity leave (commonwealth employees) act 1973 (the ml act). b) employees who are eligible for paid maternity leave under the ml act are entitled to an additional four weeks (inclusive of public holidays) of paid leave, to be taken immediately following the period of paid maternity leave provided by the ml act. 25 21.2 maternity leave at half pay a) the delegate will approve spreading the payment for the paid period of maternity leave over a maximum period of 24 continuous weeks at half normal pay. where payment is spread over a greater period, any period beyond the first 12 weeks will not count as service for any purpose. b) the delegate will approve spreading the additional period over a maximum period of eight continuous weeks at half normal pay. where additional maternity leave is taken at half pay only the first four weeks will count as service. 21.3
Department of Finance Enterprise Agreement 2019_1_0.txt2500maternity leaveemployees who are eligible for paid maternity leave under the ml act are entitled to an additional four weeks (inclusive of public holidays) of paid leave, to be taken immediately following the period of paid maternity leave provided by the ml act. 25 21.2 maternity leave at half pay a) the delegate will approve spreading the payment for the paid period of maternity leave over a maximum period of 24 continuous weeks at half normal pay. where payment is spread over a greater period, any period beyond the first 12 weeks will not count as service for any purpose. b) the delegate will approve spreading the additional period over a maximum period of eight continuous weeks at half normal pay. where additional maternity leave is taken at half pay only the first four weeks will count as service. 21.3 special maternity leave a) where the expecting mother experiences a pregnancy related illness, or if their
Department of Finance Enterprise Agreement 2019_1_0.txt2502maternity leaveimmediately following the period of paid maternity leave provided by the ml act. 25 21.2 maternity leave at half pay a) the delegate will approve spreading the payment for the paid period of maternity leave over a maximum period of 24 continuous weeks at half normal pay. where payment is spread over a greater period, any period beyond the first 12 weeks will not count as service for any purpose. b) the delegate will approve spreading the additional period over a maximum period of eight continuous weeks at half normal pay. where additional maternity leave is taken at half pay only the first four weeks will count as service. 21.3 special maternity leave a) where the expecting mother experiences a pregnancy related illness, or if their pregnancy ends within 28 weeks of expected birth, they will be granted paid personal leave for the period of leave as set out in the medical certificate. if personal leave
Department of Finance Enterprise Agreement 2019_1_0.txt2508maternity leavematernity leave at half pay a) the delegate will approve spreading the payment for the paid period of maternity leave over a maximum period of 24 continuous weeks at half normal pay. where payment is spread over a greater period, any period beyond the first 12 weeks will not count as service for any purpose. b) the delegate will approve spreading the additional period over a maximum period of eight continuous weeks at half normal pay. where additional maternity leave is taken at half pay only the first four weeks will count as service. 21.3 special maternity leave a) where the expecting mother experiences a pregnancy related illness, or if their pregnancy ends within 28 weeks of expected birth, they will be granted paid personal leave for the period of leave as set out in the medical certificate. if personal leave credits are exhausted, the remainder of leave will be unpaid. b) special maternity leave will operate in conjunction with entitlements under the ml act.
Department of Finance Enterprise Agreement 2019_1_0.txt2520maternity leaveeight continuous weeks at half normal pay. where additional maternity leave is taken at half pay only the first four weeks will count as service. 21.3 special maternity leave a) where the expecting mother experiences a pregnancy related illness, or if their pregnancy ends within 28 weeks of expected birth, they will be granted paid personal leave for the period of leave as set out in the medical certificate. if personal leave credits are exhausted, the remainder of leave will be unpaid. b) special maternity leave will operate in conjunction with entitlements under the ml act. c) further information is available in the parental leave policy. 21.4 parenting leave a) within 12 months of the birth, adoption or long-term fostering of a child, an employee
Department of Finance Enterprise Agreement 2019_1_0.txt2525maternity leavespecial maternity leave a) where the expecting mother experiences a pregnancy related illness, or if their pregnancy ends within 28 weeks of expected birth, they will be granted paid personal leave for the period of leave as set out in the medical certificate. if personal leave credits are exhausted, the remainder of leave will be unpaid. b) special maternity leave will operate in conjunction with entitlements under the ml act. c) further information is available in the parental leave policy. 21.4 parenting leave a) within 12 months of the birth, adoption or long-term fostering of a child, an employee who has or will have responsibility for the care of a child and who is otherwise ineligible for leave under the ml act, adoption leave or fostering leave is entitled to 20 days leave with pay (inclusive of public holidays) to care for the child. b)
Department of Finance Enterprise Agreement 2019_1_0.txt2536maternity leavespecial maternity leave will operate in conjunction with entitlements under the ml act. c) further information is available in the parental leave policy. 21.4 parenting leave a) within 12 months of the birth, adoption or long-term fostering of a child, an employee who has or will have responsibility for the care of a child and who is otherwise ineligible for leave under the ml act, adoption leave or fostering leave is entitled to 20 days leave with pay (inclusive of public holidays) to care for the child. b) this leave can be taken at half pay and counts as service for all purposes. 21.5 ability to transfer the four weeks of leave employees who are eligible for four weeks of paid leave (maternity leave, parenting leave, adoption, long-term fostering of a child) may transfer one to four weeks of this entitlement to a partner who is a finance employee. 21.6
Department of Finance Enterprise Agreement 2019_1_0.txt2541parental leavefurther information is available in the parental leave policy. 21.4 parenting leave a) within 12 months of the birth, adoption or long-term fostering of a child, an employee who has or will have responsibility for the care of a child and who is otherwise ineligible for leave under the ml act, adoption leave or fostering leave is entitled to 20 days leave with pay (inclusive of public holidays) to care for the child. b) this leave can be taken at half pay and counts as service for all purposes. 21.5 ability to transfer the four weeks of leave employees who are eligible for four weeks of paid leave (maternity leave, parenting leave, adoption, long-term fostering of a child) may transfer one to four weeks of this entitlement to a partner who is a finance employee. 21.6 parental leave without pay a)
Department of Finance Enterprise Agreement 2019_1_0.txt2561maternity leaveemployees who are eligible for four weeks of paid leave (maternity leave, parenting leave, adoption, long-term fostering of a child) may transfer one to four weeks of this entitlement to a partner who is a finance employee. 21.6 parental leave without pay a) to enable an employee to care for a newborn child, or newly adopted or fostered child under 16 years, the employee will be entitled to authorised leave without pay (except for employees covered by the ml act to the extent that that act is more beneficial) where the employee has, or will have, a responsibility for the care of the child. b) parental leave without pay does not count as service for any other purpose except as provided in the ml act. 21.7 maximum period of parental leave the total period of parental leave (paid and unpaid) taken in respect of the birth or adoption or fostering of a child will not exceed two years (excluding other periods of paid leave such as annual leave). 21.8
Department of Finance Enterprise Agreement 2019_1_0.txt2567parental leaveparental leave without pay a) to enable an employee to care for a newborn child, or newly adopted or fostered child under 16 years, the employee will be entitled to authorised leave without pay (except for employees covered by the ml act to the extent that that act is more beneficial) where the employee has, or will have, a responsibility for the care of the child. b) parental leave without pay does not count as service for any other purpose except as provided in the ml act. 21.7 maximum period of parental leave the total period of parental leave (paid and unpaid) taken in respect of the birth or adoption or fostering of a child will not exceed two years (excluding other periods of paid leave such as annual leave). 21.8 return from parental leave a) prior to an employee returning from parental leave the manager will discuss with the employee their return to work, including any request for part-time work.
Department of Finance Enterprise Agreement 2019_1_0.txt2579parental leaveparental leave without pay does not count as service for any other purpose except as provided in the ml act. 21.7 maximum period of parental leave the total period of parental leave (paid and unpaid) taken in respect of the birth or adoption or fostering of a child will not exceed two years (excluding other periods of paid leave such as annual leave). 21.8 return from parental leave a) prior to an employee returning from parental leave the manager will discuss with the employee their return to work, including any request for part-time work. 26 b) following consultation and dependent on operational requirements, the employee may be given suitable duties at their substantive classification either in the role they performed prior to leave, or in another role. 21.9 adoption leave
Department of Finance Enterprise Agreement 2019_1_0.txt2584parental leavemaximum period of parental leave the total period of parental leave (paid and unpaid) taken in respect of the birth or adoption or fostering of a child will not exceed two years (excluding other periods of paid leave such as annual leave). 21.8 return from parental leave a) prior to an employee returning from parental leave the manager will discuss with the employee their return to work, including any request for part-time work. 26 b) following consultation and dependent on operational requirements, the employee may be given suitable duties at their substantive classification either in the role they performed prior to leave, or in another role. 21.9 adoption leave a) an eligible employee is entitled to a continuous period of up to 16 weeks (inclusive of public holidays) paid leave on full pay or half pay for the purposes of adopting a child.
Department of Finance Enterprise Agreement 2019_1_0.txt2586parental leavethe total period of parental leave (paid and unpaid) taken in respect of the birth or adoption or fostering of a child will not exceed two years (excluding other periods of paid leave such as annual leave). 21.8 return from parental leave a) prior to an employee returning from parental leave the manager will discuss with the employee their return to work, including any request for part-time work. 26 b) following consultation and dependent on operational requirements, the employee may be given suitable duties at their substantive classification either in the role they performed prior to leave, or in another role. 21.9 adoption leave a) an eligible employee is entitled to a continuous period of up to 16 weeks (inclusive of public holidays) paid leave on full pay or half pay for the purposes of adopting a child. b)
Department of Finance Enterprise Agreement 2019_1_0.txt2591parental leavereturn from parental leave a) prior to an employee returning from parental leave the manager will discuss with the employee their return to work, including any request for part-time work. 26 b) following consultation and dependent on operational requirements, the employee may be given suitable duties at their substantive classification either in the role they performed prior to leave, or in another role. 21.9 adoption leave a) an eligible employee is entitled to a continuous period of up to 16 weeks (inclusive of public holidays) paid leave on full pay or half pay for the purposes of adopting a child. b) to be eligible for adoption leave: c)
Department of Finance Enterprise Agreement 2019_1_0.txt2595parental leaveprior to an employee returning from parental leave the manager will discuss with the employee their return to work, including any request for part-time work. 26 b) following consultation and dependent on operational requirements, the employee may be given suitable duties at their substantive classification either in the role they performed prior to leave, or in another role. 21.9 adoption leave a) an eligible employee is entitled to a continuous period of up to 16 weeks (inclusive of public holidays) paid leave on full pay or half pay for the purposes of adopting a child. b) to be eligible for adoption leave: c) i. the employee must have completed at least 12 months continuous service in the aps;
Department of Finance Enterprise Agreement 2019_1_0.txt2752long service leavelong service leave 23.1 entitlement a) an employee will be eligible for long service leave (lsl) in accordance with the long service leave (commonwealth employees) act 1976. b) the minimum period for which lsl will be granted is seven consecutive calendar days at full pay or 14 calendar days for leave at half pay. a period of lsl cannot be broken by other periods of leave, including flex-time or toil, a weekend or a public holiday, except as otherwise provided by legislation. c) long service leave credits may be taken at any time, on full pay or half pay, subject to operational requirements and the approval of the employee’s manager. 23.2 substitution of leave during periods of long service leave employees who become eligible for leave that is required to be granted in accordance with the nes, such as personal leave, compassionate leave or community service leave, while they are absent on a period of long service leave, may apply for the substitution of that
Department of Finance Enterprise Agreement 2019_1_0.txt2760long service leavean employee will be eligible for long service leave (lsl) in accordance with the long service leave (commonwealth employees) act 1976. b) the minimum period for which lsl will be granted is seven consecutive calendar days at full pay or 14 calendar days for leave at half pay. a period of lsl cannot be broken by other periods of leave, including flex-time or toil, a weekend or a public holiday, except as otherwise provided by legislation. c) long service leave credits may be taken at any time, on full pay or half pay, subject to operational requirements and the approval of the employee’s manager. 23.2 substitution of leave during periods of long service leave employees who become eligible for leave that is required to be granted in accordance with the nes, such as personal leave, compassionate leave or community service leave, while they are absent on a period of long service leave, may apply for the substitution of that 28 leave. substitution of leave is subject to the production of satisfactory evidence of the eligibility for the leave. long service leave will be recredited to the extent of the other leave granted. 24
Department of Finance Enterprise Agreement 2019_1_0.txt2772long service leavelong service leave credits may be taken at any time, on full pay or half pay, subject to operational requirements and the approval of the employee’s manager. 23.2 substitution of leave during periods of long service leave employees who become eligible for leave that is required to be granted in accordance with the nes, such as personal leave, compassionate leave or community service leave, while they are absent on a period of long service leave, may apply for the substitution of that 28 leave. substitution of leave is subject to the production of satisfactory evidence of the eligibility for the leave. long service leave will be recredited to the extent of the other leave granted. 24 miscellaneous leave a) the delegate may grant leave to an employee, either with or without pay, where the delegate considers it is appropriate. b) miscellaneous leave may be approved, as appropriate, where an employee is required to be absent as a result of domestic and family violence situations.
Department of Finance Enterprise Agreement 2019_1_0.txt2777long service leavesubstitution of leave during periods of long service leave employees who become eligible for leave that is required to be granted in accordance with the nes, such as personal leave, compassionate leave or community service leave, while they are absent on a period of long service leave, may apply for the substitution of that 28 leave. substitution of leave is subject to the production of satisfactory evidence of the eligibility for the leave. long service leave will be recredited to the extent of the other leave granted. 24 miscellaneous leave a) the delegate may grant leave to an employee, either with or without pay, where the delegate considers it is appropriate. b) miscellaneous leave may be approved, as appropriate, where an employee is required to be absent as a result of domestic and family violence situations. c) unless the delegate determines otherwise, any period or cumulative periods of miscellaneous leave without pay greater than 30 calendar days within a 12 month
Department of Finance Enterprise Agreement 2019_1_0.txt2781long service leavethey are absent on a period of long service leave, may apply for the substitution of that 28 leave. substitution of leave is subject to the production of satisfactory evidence of the eligibility for the leave. long service leave will be recredited to the extent of the other leave granted. 24 miscellaneous leave a) the delegate may grant leave to an employee, either with or without pay, where the delegate considers it is appropriate. b) miscellaneous leave may be approved, as appropriate, where an employee is required to be absent as a result of domestic and family violence situations. c) unless the delegate determines otherwise, any period or cumulative periods of miscellaneous leave without pay greater than 30 calendar days within a 12 month period will not count as service for annual leave and personal/carer’s leave purposes. d)
Department of Finance Enterprise Agreement 2019_1_0.txt2786long service leaveeligibility for the leave. long service leave will be recredited to the extent of the other leave granted. 24 miscellaneous leave a) the delegate may grant leave to an employee, either with or without pay, where the delegate considers it is appropriate. b) miscellaneous leave may be approved, as appropriate, where an employee is required to be absent as a result of domestic and family violence situations. c) unless the delegate determines otherwise, any period or cumulative periods of miscellaneous leave without pay greater than 30 calendar days within a 12 month period will not count as service for annual leave and personal/carer’s leave purposes. d) further information is available in the leave and domestic and family violence policies. 25
Department of Finance Enterprise Agreement 2019_1_0.txt2823travelreasonable travel and recovery time, and ceremonial duties, will be approved. the delegate may determine whether any or all of leave taken for participation in voluntary emergency management activities will be with pay. b) an employee required to attend jury service will have leave approved and will continue to be paid by finance for any period of jury service, but will be required to pay to finance any amount of jury service pay received by the employee. 26 unauthorised leave absences a) where an employee is absent from work without approval, all pay and other benefits provided under this agreement cease to be available until the employee resumes duty, is granted leave or ceases employment. such absences will not count as service for any purpose. b) unauthorised absences will be referred to the delegate to determine the appropriate action under the ps act, including termination of employment. c) finance will take all reasonable steps to make contact with the employee.
Department of Finance Enterprise Agreement 2019_1_0.txt2941study assistancestudy assistance a) the delegate may approve access, for ongoing employees, to financial assistance and/or study leave, to support the successful completion of tertiary studies which are relevant to the operational needs of finance. b) further information is available in the study assistance policy. 28.5 professional memberships and/or subscriptions a) the delegate may approve financial reimbursement for professional memberships and/or subscriptions deemed relevant to the needs of finance. b) further information is available in the professional memberships and subscription policy. 30 separation from the aps 29
Department of Finance Enterprise Agreement 2019_1_0.txt2946study leaveand/or study leave, to support the successful completion of tertiary studies which are relevant to the operational needs of finance. b) further information is available in the study assistance policy. 28.5 professional memberships and/or subscriptions a) the delegate may approve financial reimbursement for professional memberships and/or subscriptions deemed relevant to the needs of finance. b) further information is available in the professional memberships and subscription policy. 30 separation from the aps 29 resignation 29.1
Department of Finance Enterprise Agreement 2019_1_0.txt2951study assistancefurther information is available in the study assistance policy. 28.5 professional memberships and/or subscriptions a) the delegate may approve financial reimbursement for professional memberships and/or subscriptions deemed relevant to the needs of finance. b) further information is available in the professional memberships and subscription policy. 30 separation from the aps 29 resignation 29.1 notice of resignation where an employee resigns, they must provide their manager with two weeks notice (aps 1 – 6), or four weeks notice (el 1 – 2), unless otherwise agreed with their manager. 29.2
Department of Finance Enterprise Agreement 2019_1_0.txt3155long service leavegovernment service as defined in section 10 of the long service leave (commonwealth employees) act 1976; iii. service with a commonwealth body (other than service with a joint commonwealth-state body corporate) in which the commonwealth has a controlling interest which is recognised for long service leave purposes; iv. service with the australian defence forces; v. aps service immediately preceding deemed resignation under repealed section 49 of the public service act 1922, if the service has not previously been recognised for severance pay purposes; service in another organisation (excluding the act public service) where: • an employee moved from the aps to that organisation with a transfer of function; • an employee engaged by that organisation on work within a function is engaged in the aps as a result of the transfer of that function to the aps such service is recognised for long service leave purposes;
Department of Finance Enterprise Agreement 2019_1_0.txt3162long service leavecontrolling interest which is recognised for long service leave purposes; iv. service with the australian defence forces; v. aps service immediately preceding deemed resignation under repealed section 49 of the public service act 1922, if the service has not previously been recognised for severance pay purposes; service in another organisation (excluding the act public service) where: • an employee moved from the aps to that organisation with a transfer of function; • an employee engaged by that organisation on work within a function is engaged in the aps as a result of the transfer of that function to the aps such service is recognised for long service leave purposes; • act public service for persons who were compulsorily transferred to the act public service on its establishment as a separate service on 1 july 1994 and who subsequently rejoined the aps. for earlier periods of service to count there must be no breaks between the periods
Department of Finance Enterprise Agreement 2019_1_0.txt3183long service leavesuch service is recognised for long service leave purposes; • act public service for persons who were compulsorily transferred to the act public service on its establishment as a separate service on 1 july 1994 and who subsequently rejoined the aps. for earlier periods of service to count there must be no breaks between the periods of service, except where: i. the break in service is less than one month and occurs where an offer of employment with the new employer was made and accepted by the employee before ceasing employment with the preceding employer; or ii. the earlier period of service was with the aps and ceased because the employee was deemed to have resigned from the aps on marriage under repealed section 49 of the public service act 1922. 30.10 service not to count a) b) having regard to clause 30.9, any period of service that ceased will not count as service for severance pay purposes: i.
Department of Finance Enterprise Agreement 2019_1_0.txt3231long service leaveabsences from work which do not count as service for long service leave purposes will not count as service for severance pay purposes. workplace consultation and dispute resolution 31 workplace consultation 31.1 staff consultative group for the life of this agreement, finance will establish and maintain a staff consultative group. 33 31.2 consultation and communication the terms for consultation are provided in attachment b of this agreement. 31.3 support person / employee representative an employee may choose to have a support person accompany them in one-on-one discussions with their manager(s) where there are issues about the employee’s performance. where there are issues about the employee’s employment, the employee may choose to have a support person or an employee representative accompany them. finance
Department of Finance Enterprise Agreement 2019_1_0.txt3475long service leave(excluding long service leave) and public holidays in addition to the base hourly rate. c) for all work performed on a monday to friday, a 15 per cent loading will be paid on the hourly rate (base plus casual loading) in recognition of the flexibility requirements. d) for all work performed on a weekend and a public holiday, an additional loading will be paid on the hourly rate (base plus casual loading) as set out in attachment a. e) in addition, a special duties loading of 20 per cent will be paid to casual drivers when driving the following vip clients: i. the prime minister of australia; ii. the governor-general of australia; iii. persons entitled to a dedicated driver in the particular capital city; iv.
Department of Finance Enterprise Agreement 2019_1_0.txt3585overtimehours overtime component of two hours per week (or pro rata for part-time drivers). the period of the biannual cycles will be: 1st cycle 2nd cycle 1 january – 30 june 1 july – 31 december 37 34.3 biannual cycle hours a) each full-time driver, with the exception of dedicated drivers, will be required to work 1040 hours in each cycle (pro rata for part-time drivers). b) part-time drivers may be required to perform reasonable administrative or other non-driving tasks from time to time in order to fulfil the biannual cycle hours. 34.4 no financial adjustment if insufficient work available where a driver has worked all hours nominated but not worked the required hours applicable as described in clause 34.3, no financial adjustment will apply.
Department of Finance Enterprise Agreement 2019_1_0.txt3718overtimeovertime and penalties, a national flexibility allowance as set out in attachment a will be paid to full-time ongoing drivers. a part-time driver may be required to maintain either a 24 hours per day availability (except entitled rest days) or a 12 hours per day availability (except entitled rest days). b) the full national flexibility allowance will be paid to drivers required to maintain 24 hour availability, while 50 per cent of the national flexibility allowance will be paid to drivers required to maintain 12 hours per day availability. the period of availability will be agreed at the time of employment and may be varied by mutual agreement between the driver and the delegate. c) the annual salary for a full-time ongoing driver will be as per attachment a (pro-rata for part-time drivers). the employee’s rate of salary will be salary for all purposes. specifically, where salary sacrifice arrangements (or other relevant arrangements) are in place, the employee’s salary for purposes of superannuation, severance and termination payments (or other purposes) will be determined as if the salary sacrifice (or other) arrangement had not been entered into. 34.11 special conditions applying to dedicated drivers a) from time to time the delegate may designate an ongoing driver to be a dedicated driver, being dedicated to drive for a particular office holder until otherwise notified by the delegate. the provisions outlined below apply to an ongoing driver for any period whilst they are designated a dedicated driver.
Department of Finance Enterprise Agreement 2019_1_0.txt3760overtimededicated drivers will operate under the biannual cycle except that the overtime component will be seven hours per week, therefore the biannual cycle hours required, subject to clause 34.12 will be 1118 (pro-rata for part-time drivers). 34.12 excess hours within a cycle worked by dedicated drivers a) at the request of the delegate, a dedicated driver may exceed the maximum number of hours worked within the cycle. 39 b) where a dedicated driver exceeds, or it appears they will exceed the applicable hours as defined in clause 34.11 within any biannual reconciliation period as defined in clause 34.2, the driver will have the option of either payment at the normal hourly rate (base salary, inclusive of allowances received) or time off in lieu or a combination thereof as soon as possible after the end of each biannual period. c) a dedicated driver will receive at least two weeks notice (or four weeks if they have been performing the role for two or more years) in the event they cease to become a dedicated driver. the dedicated driver allowance will cease at the expiration of the notice period. d) a dedicated driver will be required to undertake pool work when not required by their
Department of Finance Enterprise Agreement 2019_1_0.txt3986long service leavegovernment service as defined in section 10 of the long service leave (commonwealth employees) act 1976; iii. service with a commonwealth body (other than service with a joint commonwealth-state body corporate) in which the commonwealth has a controlling interest which is recognised for long service leave purposes; iv. service with the australian defence forces; v. aps service immediately preceding deemed resignation under repealed section 49 of the public service act 1922, if the service has not previously been recognised for severance pay purposes; vi. service in another organisation (excluding the act public service) where: • • an employee moved from the aps to that organisation with a transfer of function; an employee engaged by that organisation on work within a function is engaged in the aps as a result of the transfer of that function to the aps;
Department of Finance Enterprise Agreement 2019_1_0.txt3993long service leavecontrolling interest which is recognised for long service leave purposes; iv. service with the australian defence forces; v. aps service immediately preceding deemed resignation under repealed section 49 of the public service act 1922, if the service has not previously been recognised for severance pay purposes; vi. service in another organisation (excluding the act public service) where: • • an employee moved from the aps to that organisation with a transfer of function; an employee engaged by that organisation on work within a function is engaged in the aps as a result of the transfer of that function to the aps; such service is recognised for long service leave purposes. vii. act public service for persons who were compulsorily transferred to the act public service on its establishment as a separate service on 1 july 1994 and who subsequently rejoined the aps.
Department of Finance Enterprise Agreement 2019_1_0.txt4016long service leavesuch service is recognised for long service leave purposes. vii. act public service for persons who were compulsorily transferred to the act public service on its establishment as a separate service on 1 july 1994 and who subsequently rejoined the aps. viii. for earlier periods of service to count there must be no breaks between the periods of service, except where: • • e) the break in service is less than one month and occurs where an offer of employment with the new employer was made and accepted by the employee before ceasing employment with the preceding employer; or the earlier period of service was with the aps and ceased because the employee was deemed to have resigned from the aps on marriage under repealed section 49 of the public service act 1922. any period of service, which ceased: i. through termination on the following grounds, or on a ground equivalent to any of the following grounds: • •
Department of Finance Enterprise Agreement 2019_1_0.txt4079long service leaveabsences from work which do not count as service for long service leave purposes will not count as service for severance pay purposes. g) comcar is bound by the rules governing re-engagement by an australian government agency of an ex-aps or ex-parliamentary service act employee who has received a redundancy benefit. 34.18 rate of payment – severance benefit for the purpose of calculating any payment under clause 34.17, salary will include: i. the driver’s full time salary, adjusted on a pro-rata basis for periods of part-time service; and ii. ongoing allowances paid under this agreement including national flexibility allowance and dedicated driver allowance. 34.19 retention periods a) b) c) an excess ongoing driver who does not accept an offer of voluntary retrenchment will not be involuntarily terminated without their agreement until the following retention
Department of Finance Enterprise Agreement 2019_1_0.txt4143travelthe excess ongoing driver may request assistance in meeting reasonable travel and incidental expenses, where these are not met by the prospective employer, incurred seeking alternative employment and/or in moving residence to take up alternative employment. e) where: i. an excess ongoing driver has been receiving redeployment assistance for two months; and ii. the redeployment agency certifies that there is no reasonable prospect of redeployment in the aps; and 43 iii. the delegate is satisfied that there is insufficient productive work available for them in comcar during the remainder of their retention period; iv. the delegate may, with the agreement of the ongoing driver, terminate their employment under section 29 of the ps act and pay the balance of the retention period as a lump sum, and this payment will be taken to include the
Department of Finance Enterprise Agreement 2019_1_0.txt4539zone of discretionfor maximum guidepoint refer to clause 2.10 – zone of discretion table 3: year 2 increase (two per cent) aps 1 aps 2 aps 3 aps 4 aps 5 aps6 el 1 el 2 min guidepoint 48,019 55,138 61,291 69,133 77,095
Department of Finance Enterprise Agreement 2019_1_0.txt4700zone of discretionfor maximum guidepoint refer to clause 2.10 – zone of discretion 45 table 4: year 3 increase (two per cent) aps 1 aps 2 aps 3 aps 4 aps 5 aps 6 el 1 el 2 min guidepoint 48,979 56,241 62,517 70,516
Department of Finance Enterprise Agreement 2019_1_0.txt4863zone of discretionfor maximum guidepoint refer to clause 2.10 – zone of discretion 46 table 5: casual comcar driver increases per hour (incorporating casual loading) current rates year 1 # year 2 year 3 monday to friday rate $38.94 $39.72 $40.51 $41.32 saturday rate $50.81
Department of Finance Enterprise Agreement 2019_1_0.txt5275travelreasonable expense amounts for domestic and overseas travel including accommodation, meals and incidentals when travelling away from home overnight for work. casual employee an employee who is engaged under section 22(2)(c) of the ps act. comcar a discrete business unit within finance that has responsibility for the provision of car-with-driver services to clients. comcar driver an employee engaged to perform driving duties within comcar. continuity of service means no break in employment from the final working day from the transferring agency to the next consecutive working day which must be the commencement date with finance. a weekend or a public holiday is not considered a break in the continuity of service. this does not apply to long service leave which will be in accordance with the long service leave (commonwealth employees) act 1976. with the exception of continuous service for redundancy pay, which will be as set out at clause 30.9, 30.10 and 34.17.
Department of Finance Enterprise Agreement 2019_1_0.txt5276travelincluding accommodation, meals and incidentals when travelling away from home overnight for work. casual employee an employee who is engaged under section 22(2)(c) of the ps act. comcar a discrete business unit within finance that has responsibility for the provision of car-with-driver services to clients. comcar driver an employee engaged to perform driving duties within comcar. continuity of service means no break in employment from the final working day from the transferring agency to the next consecutive working day which must be the commencement date with finance. a weekend or a public holiday is not considered a break in the continuity of service. this does not apply to long service leave which will be in accordance with the long service leave (commonwealth employees) act 1976. with the exception of continuous service for redundancy pay, which will be as set out at clause 30.9, 30.10 and 34.17. continuous service, for the purpose of the long service leave
Department of Finance Enterprise Agreement 2019_1_0.txt5300long service leaveservice. this does not apply to long service leave which will be in accordance with the long service leave (commonwealth employees) act 1976. with the exception of continuous service for redundancy pay, which will be as set out at clause 30.9, 30.10 and 34.17. continuous service, for the purpose of the long service leave (commonwealth employees) act 1976 is a break of no greater than 12 months. continuous service for eligibility for paid maternity leave, paid adoption/foster leave and portability of leave is strictly continuous (no break at all). continuous service dedicated driver an ongoing driver who is designated to drive for a particular office holder. delegate the person delegated by the secretary to perform functions as provided in the finance hr delegations and this agreement. executive level employee. el employee a non ses employee of finance eligible to be covered by this agreement, and engaged under section 22(2)(a) and (b) of the ps act.
Department of Finance Enterprise Agreement 2019_1_0.txt5301long service leavein accordance with the long service leave (commonwealth employees) act 1976. with the exception of continuous service for redundancy pay, which will be as set out at clause 30.9, 30.10 and 34.17. continuous service, for the purpose of the long service leave (commonwealth employees) act 1976 is a break of no greater than 12 months. continuous service for eligibility for paid maternity leave, paid adoption/foster leave and portability of leave is strictly continuous (no break at all). continuous service dedicated driver an ongoing driver who is designated to drive for a particular office holder. delegate the person delegated by the secretary to perform functions as provided in the finance hr delegations and this agreement. executive level employee. el employee a non ses employee of finance eligible to be covered by this agreement, and engaged under section 22(2)(a) and (b) of the ps act.
Department of Finance Enterprise Agreement 2019_1_0.txt5305long service leavecontinuous service, for the purpose of the long service leave (commonwealth employees) act 1976 is a break of no greater than 12 months. continuous service for eligibility for paid maternity leave, paid adoption/foster leave and portability of leave is strictly continuous (no break at all). continuous service dedicated driver an ongoing driver who is designated to drive for a particular office holder. delegate the person delegated by the secretary to perform functions as provided in the finance hr delegations and this agreement. executive level employee. el employee a non ses employee of finance eligible to be covered by this agreement, and engaged under section 22(2)(a) and (b) of the ps act. 52 employer
Department of Finance Enterprise Agreement 2019_1_0.txt5308maternity leavematernity leave, paid adoption/foster leave and portability of leave is strictly continuous (no break at all). continuous service dedicated driver an ongoing driver who is designated to drive for a particular office holder. delegate the person delegated by the secretary to perform functions as provided in the finance hr delegations and this agreement. executive level employee. el employee a non ses employee of finance eligible to be covered by this agreement, and engaged under section 22(2)(a) and (b) of the ps act. 52 employer means the secretary of finance, on behalf of the commonwealth of australia.
Department of Finance Enterprise Agreement 2019_1_0.txt5383zone of discretionbefore the zone of discretion. immediate family immediate family member means: • a spouse, de facto partner(including same sex partner), child, parent, grandparent, grandchild or sibling of the employee; • a child, parent, grandparent, grandchild or sibling of a spouse or de facto partner of the employee; • fostering or traditional kinship; immediate family member also includes a former de facto partner and a former spouse. manager a manager is an aps 6 employee or above who has another employee reporting directly to them. maximum guidepoint the highest salary available within the salary structure of the aps 6 – el 2 classifications.
Department of Finance Enterprise Agreement 2019_1_0.txt5482zone of discretionzone of discretion the salary zone between the highest pay point and the maximum guidepoint in the relevant aps 6 – el 2 classification salary range. 54 55
AIHW-Enterprise-Agreement.txt491overtimeovertime rates. recording attendance 53. 54. aps 1-6 employees will record their actual times of arrival and departure and any breaks each day. executive level employees are not required to record their actual hours of attendance, unless requested by their manager. executive level employees may be required to provide evidence of their attendance to substantiate any request for time off in lieu (toil). flexible working hours 55. 56. the flextime system is provided for all aps level 1–6 employees. part-time employees may access flextime arrangements, subject to agreement with his or her manager. further information is available in the aihw’s guidelines on ‘working hours, recording attendance and flextime’. the following flextime arrangements will apply: (i) an employee may carry over a maximum flextime credit of 30 hours at the end of a four-week settlement period, unless approved by a senior manager. (ii) an employee may carry over a maximum of 10 hours flex debit accumulated in any one settlement period into the next settlement period. _____________________________________________________________________________________
AIHW-Enterprise-Agreement.txt509flextimethe flextime system is provided for all aps level 1–6 employees. part-time employees may access flextime arrangements, subject to agreement with his or her manager. further information is available in the aihw’s guidelines on ‘working hours, recording attendance and flextime’. the following flextime arrangements will apply: (i) an employee may carry over a maximum flextime credit of 30 hours at the end of a four-week settlement period, unless approved by a senior manager. (ii) an employee may carry over a maximum of 10 hours flex debit accumulated in any one settlement period into the next settlement period. _____________________________________________________________________________________ australian institute of health and welfare enterprise agreement 2016 page 7 (iii) 57. 58. 59. 60. an employee may take up to five days of flex leave in one settlement period. the use of flex leave during core hours must have the prior approval of the manager. employees in jobs that require attendance at pre-determined times to meet client service needs must have their manager’s prior approval to use flex leave during standard hours.
AIHW-Enterprise-Agreement.txt510flextimeemployees may access flextime arrangements, subject to agreement with his or her manager. further information is available in the aihw’s guidelines on ‘working hours, recording attendance and flextime’. the following flextime arrangements will apply: (i) an employee may carry over a maximum flextime credit of 30 hours at the end of a four-week settlement period, unless approved by a senior manager. (ii) an employee may carry over a maximum of 10 hours flex debit accumulated in any one settlement period into the next settlement period. _____________________________________________________________________________________ australian institute of health and welfare enterprise agreement 2016 page 7 (iii) 57. 58. 59. 60. an employee may take up to five days of flex leave in one settlement period. the use of flex leave during core hours must have the prior approval of the manager. employees in jobs that require attendance at pre-determined times to meet client service needs must have their manager’s prior approval to use flex leave during standard hours. aps employees acting at the el1 level will not access formal flextime
AIHW-Enterprise-Agreement.txt512flextime‘working hours, recording attendance and flextime’. the following flextime arrangements will apply: (i) an employee may carry over a maximum flextime credit of 30 hours at the end of a four-week settlement period, unless approved by a senior manager. (ii) an employee may carry over a maximum of 10 hours flex debit accumulated in any one settlement period into the next settlement period. _____________________________________________________________________________________ australian institute of health and welfare enterprise agreement 2016 page 7 (iii) 57. 58. 59. 60. an employee may take up to five days of flex leave in one settlement period. the use of flex leave during core hours must have the prior approval of the manager. employees in jobs that require attendance at pre-determined times to meet client service needs must have their manager’s prior approval to use flex leave during standard hours. aps employees acting at the el1 level will not access formal flextime arrangements unless approved to do so by the director. executive level employees may access flexible working hours, consistent with
AIHW-Enterprise-Agreement.txt513flextimethe following flextime arrangements will apply: (i) an employee may carry over a maximum flextime credit of 30 hours at the end of a four-week settlement period, unless approved by a senior manager. (ii) an employee may carry over a maximum of 10 hours flex debit accumulated in any one settlement period into the next settlement period. _____________________________________________________________________________________ australian institute of health and welfare enterprise agreement 2016 page 7 (iii) 57. 58. 59. 60. an employee may take up to five days of flex leave in one settlement period. the use of flex leave during core hours must have the prior approval of the manager. employees in jobs that require attendance at pre-determined times to meet client service needs must have their manager’s prior approval to use flex leave during standard hours. aps employees acting at the el1 level will not access formal flextime arrangements unless approved to do so by the director. executive level employees may access flexible working hours, consistent with clause 61 and with operational requirements.
AIHW-Enterprise-Agreement.txt515flextimean employee may carry over a maximum flextime credit of 30 hours at the end of a four-week settlement period, unless approved by a senior manager. (ii) an employee may carry over a maximum of 10 hours flex debit accumulated in any one settlement period into the next settlement period. _____________________________________________________________________________________ australian institute of health and welfare enterprise agreement 2016 page 7 (iii) 57. 58. 59. 60. an employee may take up to five days of flex leave in one settlement period. the use of flex leave during core hours must have the prior approval of the manager. employees in jobs that require attendance at pre-determined times to meet client service needs must have their manager’s prior approval to use flex leave during standard hours. aps employees acting at the el1 level will not access formal flextime arrangements unless approved to do so by the director. executive level employees may access flexible working hours, consistent with clause 61 and with operational requirements. recognition of extended hours for executive level staff
AIHW-Enterprise-Agreement.txt539flextimeaps employees acting at the el1 level will not access formal flextime arrangements unless approved to do so by the director. executive level employees may access flexible working hours, consistent with clause 61 and with operational requirements. recognition of extended hours for executive level staff 61. 62. 63. 64. executive level employees may at times be required to work extended hours. the manager may approve paid time off (time off in lieu, or toil) to recognise the extended hours. for the purposes of the preceding clause, toil may not be taken on a one-for-one basis except for: (i) time necessarily worked by an executive level 1 employee in excess of one additional hour on any normal business day, or (ii) any time necessarily worked by an executive level 1 employee on weekends and public holidays. toil taken on a one-for-one basis does not reduce the employee’s right to access fair and reasonable time off for other additional hours worked. in exceptional circumstances the director may approve payment for additional hours worked by executive level employees. reversion to standard hours 65. 66.
AIHW-Enterprise-Agreement.txt621traveltravelling time and working extended hours (aps level 1-6 only) 72. when employees accessing flextime are required to work in a different city, in addition to any extended hours worked, they may record the additional time of duration of the journeys as working time on their flexsheets. that is, any travelling time between their homes to the other workplace that is additional to the time normally spent getting between home and their normal place of work. time recorded on this basis will be considered ordinary hours and not attract overtime rates. the method of travel is subject to the prior approval of the manager. overtime and recompense for overtime (aps level 1-6 only) 73. 74. 75. 76. 77. overtime means work performed at the prior direction of management by employees at or below aps level 6 that: (i) is in excess of 8 hours 25 minutes on any one day (ii) is outside the span of hours specified in clause 45 (iii) is performed on weekends or public holidays. flexible working hours (see flexible working hours) will generally be used to
AIHW-Enterprise-Agreement.txt624flextimewhen employees accessing flextime are required to work in a different city, in addition to any extended hours worked, they may record the additional time of duration of the journeys as working time on their flexsheets. that is, any travelling time between their homes to the other workplace that is additional to the time normally spent getting between home and their normal place of work. time recorded on this basis will be considered ordinary hours and not attract overtime rates. the method of travel is subject to the prior approval of the manager. overtime and recompense for overtime (aps level 1-6 only) 73. 74. 75. 76. 77. overtime means work performed at the prior direction of management by employees at or below aps level 6 that: (i) is in excess of 8 hours 25 minutes on any one day (ii) is outside the span of hours specified in clause 45 (iii) is performed on weekends or public holidays. flexible working hours (see flexible working hours) will generally be used to meet operational requirements within the span of hours. however, it is recognised that operational requirements will on occasions require an employee(s) to be directed to work outside the span of hours or in excess of
AIHW-Enterprise-Agreement.txt627traveltravelling time between their homes to the other workplace that is additional to the time normally spent getting between home and their normal place of work. time recorded on this basis will be considered ordinary hours and not attract overtime rates. the method of travel is subject to the prior approval of the manager. overtime and recompense for overtime (aps level 1-6 only) 73. 74. 75. 76. 77. overtime means work performed at the prior direction of management by employees at or below aps level 6 that: (i) is in excess of 8 hours 25 minutes on any one day (ii) is outside the span of hours specified in clause 45 (iii) is performed on weekends or public holidays. flexible working hours (see flexible working hours) will generally be used to meet operational requirements within the span of hours. however, it is recognised that operational requirements will on occasions require an employee(s) to be directed to work outside the span of hours or in excess of 8 hours 25 minutes on any one day. in accordance with section 62 of the fair work act 2009, an employee may refuse to work additional hours if they are unreasonable.
AIHW-Enterprise-Agreement.txt630travelovertime rates. the method of travel is subject to the prior approval of the manager. overtime and recompense for overtime (aps level 1-6 only) 73. 74. 75. 76. 77. overtime means work performed at the prior direction of management by employees at or below aps level 6 that: (i) is in excess of 8 hours 25 minutes on any one day (ii) is outside the span of hours specified in clause 45 (iii) is performed on weekends or public holidays. flexible working hours (see flexible working hours) will generally be used to meet operational requirements within the span of hours. however, it is recognised that operational requirements will on occasions require an employee(s) to be directed to work outside the span of hours or in excess of 8 hours 25 minutes on any one day. in accordance with section 62 of the fair work act 2009, an employee may refuse to work additional hours if they are unreasonable. overtime is considered to be continuous with ordinary duty when an employee does not have a break, other than a meal break, between the periods of ordinary duty and overtime.
AIHW-Enterprise-Agreement.txt630overtimeovertime rates. the method of travel is subject to the prior approval of the manager. overtime and recompense for overtime (aps level 1-6 only) 73. 74. 75. 76. 77. overtime means work performed at the prior direction of management by employees at or below aps level 6 that: (i) is in excess of 8 hours 25 minutes on any one day (ii) is outside the span of hours specified in clause 45 (iii) is performed on weekends or public holidays. flexible working hours (see flexible working hours) will generally be used to meet operational requirements within the span of hours. however, it is recognised that operational requirements will on occasions require an employee(s) to be directed to work outside the span of hours or in excess of 8 hours 25 minutes on any one day. in accordance with section 62 of the fair work act 2009, an employee may refuse to work additional hours if they are unreasonable. overtime is considered to be continuous with ordinary duty when an employee does not have a break, other than a meal break, between the periods of ordinary duty and overtime.
AIHW-Enterprise-Agreement.txt633overtimeovertime and recompense for overtime (aps level 1-6 only) 73. 74. 75. 76. 77. overtime means work performed at the prior direction of management by employees at or below aps level 6 that: (i) is in excess of 8 hours 25 minutes on any one day (ii) is outside the span of hours specified in clause 45 (iii) is performed on weekends or public holidays. flexible working hours (see flexible working hours) will generally be used to meet operational requirements within the span of hours. however, it is recognised that operational requirements will on occasions require an employee(s) to be directed to work outside the span of hours or in excess of 8 hours 25 minutes on any one day. in accordance with section 62 of the fair work act 2009, an employee may refuse to work additional hours if they are unreasonable. overtime is considered to be continuous with ordinary duty when an employee does not have a break, other than a meal break, between the periods of ordinary duty and overtime. time off in lieu is the standard form of recompense for overtime performed in continuous periods on normal business days. payment is the standard form of recompense for overtime performed on all other occasions.
AIHW-Enterprise-Agreement.txt644overtimeovertime means work performed at the prior direction of management by employees at or below aps level 6 that: (i) is in excess of 8 hours 25 minutes on any one day (ii) is outside the span of hours specified in clause 45 (iii) is performed on weekends or public holidays. flexible working hours (see flexible working hours) will generally be used to meet operational requirements within the span of hours. however, it is recognised that operational requirements will on occasions require an employee(s) to be directed to work outside the span of hours or in excess of 8 hours 25 minutes on any one day. in accordance with section 62 of the fair work act 2009, an employee may refuse to work additional hours if they are unreasonable. overtime is considered to be continuous with ordinary duty when an employee does not have a break, other than a meal break, between the periods of ordinary duty and overtime. time off in lieu is the standard form of recompense for overtime performed in continuous periods on normal business days. payment is the standard form of recompense for overtime performed on all other occasions. where overtime is worked, recompense (whether payment or time off in lieu) is calculated at the following rates (see attachment a.2 – salary rates for overtime formulae): (i) monday to saturday: time and a half for the first three hours of overtime worked each day and double time thereafter. (ii) sunday: double time. _____________________________________________________________________________________ australian institute of health and welfare enterprise agreement 2016 page 9
AIHW-Enterprise-Agreement.txt657overtimeovertime is considered to be continuous with ordinary duty when an employee does not have a break, other than a meal break, between the periods of ordinary duty and overtime. time off in lieu is the standard form of recompense for overtime performed in continuous periods on normal business days. payment is the standard form of recompense for overtime performed on all other occasions. where overtime is worked, recompense (whether payment or time off in lieu) is calculated at the following rates (see attachment a.2 – salary rates for overtime formulae): (i) monday to saturday: time and a half for the first three hours of overtime worked each day and double time thereafter. (ii) sunday: double time. _____________________________________________________________________________________ australian institute of health and welfare enterprise agreement 2016 page 9 public holiday: double time and a half for duty outside the standard hours specified in clause 43. for duty within the standard hours, toil will be calculated at double time and a half, but payment will be calculated at time and a half additional to the single time as employees are already being paid for the public holiday. part-time aps 1-6 level employees are eligible for overtime for work performed at the prior direction of management, which: (i) is not continuous with the employee’s agreed standard hours (ii) exceeds the employee’s agreed total standard hours over the four-week settlement period. where aps level 1-6 employees other than employees receiving an emergency
AIHW-Enterprise-Agreement.txt659overtimeduty and overtime. time off in lieu is the standard form of recompense for overtime performed in continuous periods on normal business days. payment is the standard form of recompense for overtime performed on all other occasions. where overtime is worked, recompense (whether payment or time off in lieu) is calculated at the following rates (see attachment a.2 – salary rates for overtime formulae): (i) monday to saturday: time and a half for the first three hours of overtime worked each day and double time thereafter. (ii) sunday: double time. _____________________________________________________________________________________ australian institute of health and welfare enterprise agreement 2016 page 9 public holiday: double time and a half for duty outside the standard hours specified in clause 43. for duty within the standard hours, toil will be calculated at double time and a half, but payment will be calculated at time and a half additional to the single time as employees are already being paid for the public holiday. part-time aps 1-6 level employees are eligible for overtime for work performed at the prior direction of management, which: (i) is not continuous with the employee’s agreed standard hours (ii) exceeds the employee’s agreed total standard hours over the four-week settlement period. where aps level 1-6 employees other than employees receiving an emergency out-of-hours contact officer allowance (see clause 223) are called into work to meet an emergency outside the span of hours specified in clause 45 or are
AIHW-Enterprise-Agreement.txt660overtimetime off in lieu is the standard form of recompense for overtime performed in continuous periods on normal business days. payment is the standard form of recompense for overtime performed on all other occasions. where overtime is worked, recompense (whether payment or time off in lieu) is calculated at the following rates (see attachment a.2 – salary rates for overtime formulae): (i) monday to saturday: time and a half for the first three hours of overtime worked each day and double time thereafter. (ii) sunday: double time. _____________________________________________________________________________________ australian institute of health and welfare enterprise agreement 2016 page 9 public holiday: double time and a half for duty outside the standard hours specified in clause 43. for duty within the standard hours, toil will be calculated at double time and a half, but payment will be calculated at time and a half additional to the single time as employees are already being paid for the public holiday. part-time aps 1-6 level employees are eligible for overtime for work performed at the prior direction of management, which: (i) is not continuous with the employee’s agreed standard hours (ii) exceeds the employee’s agreed total standard hours over the four-week settlement period. where aps level 1-6 employees other than employees receiving an emergency out-of-hours contact officer allowance (see clause 223) are called into work to meet an emergency outside the span of hours specified in clause 45 or are required to work overtime for a period that is not continuous with their ordinary
AIHW-Enterprise-Agreement.txt662overtimerecompense for overtime performed on all other occasions. where overtime is worked, recompense (whether payment or time off in lieu) is calculated at the following rates (see attachment a.2 – salary rates for overtime formulae): (i) monday to saturday: time and a half for the first three hours of overtime worked each day and double time thereafter. (ii) sunday: double time. _____________________________________________________________________________________ australian institute of health and welfare enterprise agreement 2016 page 9 public holiday: double time and a half for duty outside the standard hours specified in clause 43. for duty within the standard hours, toil will be calculated at double time and a half, but payment will be calculated at time and a half additional to the single time as employees are already being paid for the public holiday. part-time aps 1-6 level employees are eligible for overtime for work performed at the prior direction of management, which: (i) is not continuous with the employee’s agreed standard hours (ii) exceeds the employee’s agreed total standard hours over the four-week settlement period. where aps level 1-6 employees other than employees receiving an emergency out-of-hours contact officer allowance (see clause 223) are called into work to meet an emergency outside the span of hours specified in clause 45 or are required to work overtime for a period that is not continuous with their ordinary duty, they will be paid for the period of work and any time necessarily spent in travelling to and from work at the relevant overtime rate.
AIHW-Enterprise-Agreement.txt663overtimewhere overtime is worked, recompense (whether payment or time off in lieu) is calculated at the following rates (see attachment a.2 – salary rates for overtime formulae): (i) monday to saturday: time and a half for the first three hours of overtime worked each day and double time thereafter. (ii) sunday: double time. _____________________________________________________________________________________ australian institute of health and welfare enterprise agreement 2016 page 9 public holiday: double time and a half for duty outside the standard hours specified in clause 43. for duty within the standard hours, toil will be calculated at double time and a half, but payment will be calculated at time and a half additional to the single time as employees are already being paid for the public holiday. part-time aps 1-6 level employees are eligible for overtime for work performed at the prior direction of management, which: (i) is not continuous with the employee’s agreed standard hours (ii) exceeds the employee’s agreed total standard hours over the four-week settlement period. where aps level 1-6 employees other than employees receiving an emergency out-of-hours contact officer allowance (see clause 223) are called into work to meet an emergency outside the span of hours specified in clause 45 or are required to work overtime for a period that is not continuous with their ordinary duty, they will be paid for the period of work and any time necessarily spent in travelling to and from work at the relevant overtime rate. the minimum payment on each occasion will be two hours. however, where
AIHW-Enterprise-Agreement.txt664overtimecalculated at the following rates (see attachment a.2 – salary rates for overtime formulae): (i) monday to saturday: time and a half for the first three hours of overtime worked each day and double time thereafter. (ii) sunday: double time. _____________________________________________________________________________________ australian institute of health and welfare enterprise agreement 2016 page 9 public holiday: double time and a half for duty outside the standard hours specified in clause 43. for duty within the standard hours, toil will be calculated at double time and a half, but payment will be calculated at time and a half additional to the single time as employees are already being paid for the public holiday. part-time aps 1-6 level employees are eligible for overtime for work performed at the prior direction of management, which: (i) is not continuous with the employee’s agreed standard hours (ii) exceeds the employee’s agreed total standard hours over the four-week settlement period. where aps level 1-6 employees other than employees receiving an emergency out-of-hours contact officer allowance (see clause 223) are called into work to meet an emergency outside the span of hours specified in clause 45 or are required to work overtime for a period that is not continuous with their ordinary duty, they will be paid for the period of work and any time necessarily spent in travelling to and from work at the relevant overtime rate. the minimum payment on each occasion will be two hours. however, where more than one attendance is involved, the minimum overtime payment provision
AIHW-Enterprise-Agreement.txt667overtimemonday to saturday: time and a half for the first three hours of overtime worked each day and double time thereafter. (ii) sunday: double time. _____________________________________________________________________________________ australian institute of health and welfare enterprise agreement 2016 page 9 public holiday: double time and a half for duty outside the standard hours specified in clause 43. for duty within the standard hours, toil will be calculated at double time and a half, but payment will be calculated at time and a half additional to the single time as employees are already being paid for the public holiday. part-time aps 1-6 level employees are eligible for overtime for work performed at the prior direction of management, which: (i) is not continuous with the employee’s agreed standard hours (ii) exceeds the employee’s agreed total standard hours over the four-week settlement period. where aps level 1-6 employees other than employees receiving an emergency out-of-hours contact officer allowance (see clause 223) are called into work to meet an emergency outside the span of hours specified in clause 45 or are required to work overtime for a period that is not continuous with their ordinary duty, they will be paid for the period of work and any time necessarily spent in travelling to and from work at the relevant overtime rate. the minimum payment on each occasion will be two hours. however, where more than one attendance is involved, the minimum overtime payment provision will not operate to increase an employee's overtime remuneration beyond the amount which would have been received had the employee remained on duty from the commencing time of duty on one attendance to the ceasing time of duty
AIHW-Enterprise-Agreement.txt680overtimepart-time aps 1-6 level employees are eligible for overtime for work performed at the prior direction of management, which: (i) is not continuous with the employee’s agreed standard hours (ii) exceeds the employee’s agreed total standard hours over the four-week settlement period. where aps level 1-6 employees other than employees receiving an emergency out-of-hours contact officer allowance (see clause 223) are called into work to meet an emergency outside the span of hours specified in clause 45 or are required to work overtime for a period that is not continuous with their ordinary duty, they will be paid for the period of work and any time necessarily spent in travelling to and from work at the relevant overtime rate. the minimum payment on each occasion will be two hours. however, where more than one attendance is involved, the minimum overtime payment provision will not operate to increase an employee's overtime remuneration beyond the amount which would have been received had the employee remained on duty from the commencing time of duty on one attendance to the ceasing time of duty on a following attendance. where employees are required to work beyond the normal span of hours as set out in clause 45, the institute will meet all fair and necessary additional costs associated with safe travel arrangements between work and their usual place of residence. where an employee is required to work overtime for a continuous period to the completion of or beyond a meal period, he or she will be paid a reasonable amount for overtime meal allowance as determined by the annual taxation ruling on reasonable travel and meal allowance expense amounts. for the purpose of this clause, meal period means any of the following periods: 6.00 am to 8.00 am, 12.00 pm to 2.00 pm and 6.00 pm to 8.00 pm. where an employee works overtime he or she will be entitled to an 8-hour break plus reasonable travelling time before recommencing work. if an employee is
AIHW-Enterprise-Agreement.txt689overtimerequired to work overtime for a period that is not continuous with their ordinary duty, they will be paid for the period of work and any time necessarily spent in travelling to and from work at the relevant overtime rate. the minimum payment on each occasion will be two hours. however, where more than one attendance is involved, the minimum overtime payment provision will not operate to increase an employee's overtime remuneration beyond the amount which would have been received had the employee remained on duty from the commencing time of duty on one attendance to the ceasing time of duty on a following attendance. where employees are required to work beyond the normal span of hours as set out in clause 45, the institute will meet all fair and necessary additional costs associated with safe travel arrangements between work and their usual place of residence. where an employee is required to work overtime for a continuous period to the completion of or beyond a meal period, he or she will be paid a reasonable amount for overtime meal allowance as determined by the annual taxation ruling on reasonable travel and meal allowance expense amounts. for the purpose of this clause, meal period means any of the following periods: 6.00 am to 8.00 am, 12.00 pm to 2.00 pm and 6.00 pm to 8.00 pm. where an employee works overtime he or she will be entitled to an 8-hour break plus reasonable travelling time before recommencing work. if an employee is required to resume or continue work without having had the required break, then payment at double time will be made for the time worked until the employee has had the required break. (iii) 78. 79.
AIHW-Enterprise-Agreement.txt691traveltravelling to and from work at the relevant overtime rate. the minimum payment on each occasion will be two hours. however, where more than one attendance is involved, the minimum overtime payment provision will not operate to increase an employee's overtime remuneration beyond the amount which would have been received had the employee remained on duty from the commencing time of duty on one attendance to the ceasing time of duty on a following attendance. where employees are required to work beyond the normal span of hours as set out in clause 45, the institute will meet all fair and necessary additional costs associated with safe travel arrangements between work and their usual place of residence. where an employee is required to work overtime for a continuous period to the completion of or beyond a meal period, he or she will be paid a reasonable amount for overtime meal allowance as determined by the annual taxation ruling on reasonable travel and meal allowance expense amounts. for the purpose of this clause, meal period means any of the following periods: 6.00 am to 8.00 am, 12.00 pm to 2.00 pm and 6.00 pm to 8.00 pm. where an employee works overtime he or she will be entitled to an 8-hour break plus reasonable travelling time before recommencing work. if an employee is required to resume or continue work without having had the required break, then payment at double time will be made for the time worked until the employee has had the required break. (iii) 78. 79. 80.
AIHW-Enterprise-Agreement.txt691overtimetravelling to and from work at the relevant overtime rate. the minimum payment on each occasion will be two hours. however, where more than one attendance is involved, the minimum overtime payment provision will not operate to increase an employee's overtime remuneration beyond the amount which would have been received had the employee remained on duty from the commencing time of duty on one attendance to the ceasing time of duty on a following attendance. where employees are required to work beyond the normal span of hours as set out in clause 45, the institute will meet all fair and necessary additional costs associated with safe travel arrangements between work and their usual place of residence. where an employee is required to work overtime for a continuous period to the completion of or beyond a meal period, he or she will be paid a reasonable amount for overtime meal allowance as determined by the annual taxation ruling on reasonable travel and meal allowance expense amounts. for the purpose of this clause, meal period means any of the following periods: 6.00 am to 8.00 am, 12.00 pm to 2.00 pm and 6.00 pm to 8.00 pm. where an employee works overtime he or she will be entitled to an 8-hour break plus reasonable travelling time before recommencing work. if an employee is required to resume or continue work without having had the required break, then payment at double time will be made for the time worked until the employee has had the required break. (iii) 78. 79. 80.
AIHW-Enterprise-Agreement.txt693overtimemore than one attendance is involved, the minimum overtime payment provision will not operate to increase an employee's overtime remuneration beyond the amount which would have been received had the employee remained on duty from the commencing time of duty on one attendance to the ceasing time of duty on a following attendance. where employees are required to work beyond the normal span of hours as set out in clause 45, the institute will meet all fair and necessary additional costs associated with safe travel arrangements between work and their usual place of residence. where an employee is required to work overtime for a continuous period to the completion of or beyond a meal period, he or she will be paid a reasonable amount for overtime meal allowance as determined by the annual taxation ruling on reasonable travel and meal allowance expense amounts. for the purpose of this clause, meal period means any of the following periods: 6.00 am to 8.00 am, 12.00 pm to 2.00 pm and 6.00 pm to 8.00 pm. where an employee works overtime he or she will be entitled to an 8-hour break plus reasonable travelling time before recommencing work. if an employee is required to resume or continue work without having had the required break, then payment at double time will be made for the time worked until the employee has had the required break. (iii) 78. 79. 80. 81.
AIHW-Enterprise-Agreement.txt694overtimewill not operate to increase an employee's overtime remuneration beyond the amount which would have been received had the employee remained on duty from the commencing time of duty on one attendance to the ceasing time of duty on a following attendance. where employees are required to work beyond the normal span of hours as set out in clause 45, the institute will meet all fair and necessary additional costs associated with safe travel arrangements between work and their usual place of residence. where an employee is required to work overtime for a continuous period to the completion of or beyond a meal period, he or she will be paid a reasonable amount for overtime meal allowance as determined by the annual taxation ruling on reasonable travel and meal allowance expense amounts. for the purpose of this clause, meal period means any of the following periods: 6.00 am to 8.00 am, 12.00 pm to 2.00 pm and 6.00 pm to 8.00 pm. where an employee works overtime he or she will be entitled to an 8-hour break plus reasonable travelling time before recommencing work. if an employee is required to resume or continue work without having had the required break, then payment at double time will be made for the time worked until the employee has had the required break. (iii) 78. 79. 80. 81. 82.
AIHW-Enterprise-Agreement.txt700travelassociated with safe travel arrangements between work and their usual place of residence. where an employee is required to work overtime for a continuous period to the completion of or beyond a meal period, he or she will be paid a reasonable amount for overtime meal allowance as determined by the annual taxation ruling on reasonable travel and meal allowance expense amounts. for the purpose of this clause, meal period means any of the following periods: 6.00 am to 8.00 am, 12.00 pm to 2.00 pm and 6.00 pm to 8.00 pm. where an employee works overtime he or she will be entitled to an 8-hour break plus reasonable travelling time before recommencing work. if an employee is required to resume or continue work without having had the required break, then payment at double time will be made for the time worked until the employee has had the required break. (iii) 78. 79. 80. 81. 82. 83. blood donation 84.
AIHW-Enterprise-Agreement.txt702overtimewhere an employee is required to work overtime for a continuous period to the completion of or beyond a meal period, he or she will be paid a reasonable amount for overtime meal allowance as determined by the annual taxation ruling on reasonable travel and meal allowance expense amounts. for the purpose of this clause, meal period means any of the following periods: 6.00 am to 8.00 am, 12.00 pm to 2.00 pm and 6.00 pm to 8.00 pm. where an employee works overtime he or she will be entitled to an 8-hour break plus reasonable travelling time before recommencing work. if an employee is required to resume or continue work without having had the required break, then payment at double time will be made for the time worked until the employee has had the required break. (iii) 78. 79. 80. 81. 82. 83. blood donation 84. employees will be provided with time off to donate blood. there will be no deduction from paid leave credits for this purpose.
AIHW-Enterprise-Agreement.txt704overtimeamount for overtime meal allowance as determined by the annual taxation ruling on reasonable travel and meal allowance expense amounts. for the purpose of this clause, meal period means any of the following periods: 6.00 am to 8.00 am, 12.00 pm to 2.00 pm and 6.00 pm to 8.00 pm. where an employee works overtime he or she will be entitled to an 8-hour break plus reasonable travelling time before recommencing work. if an employee is required to resume or continue work without having had the required break, then payment at double time will be made for the time worked until the employee has had the required break. (iii) 78. 79. 80. 81. 82. 83. blood donation 84. employees will be provided with time off to donate blood. there will be no deduction from paid leave credits for this purpose. mature age employees
AIHW-Enterprise-Agreement.txt705travelruling on reasonable travel and meal allowance expense amounts. for the purpose of this clause, meal period means any of the following periods: 6.00 am to 8.00 am, 12.00 pm to 2.00 pm and 6.00 pm to 8.00 pm. where an employee works overtime he or she will be entitled to an 8-hour break plus reasonable travelling time before recommencing work. if an employee is required to resume or continue work without having had the required break, then payment at double time will be made for the time worked until the employee has had the required break. (iii) 78. 79. 80. 81. 82. 83. blood donation 84. employees will be provided with time off to donate blood. there will be no deduction from paid leave credits for this purpose. mature age employees 85.
AIHW-Enterprise-Agreement.txt708overtimewhere an employee works overtime he or she will be entitled to an 8-hour break plus reasonable travelling time before recommencing work. if an employee is required to resume or continue work without having had the required break, then payment at double time will be made for the time worked until the employee has had the required break. (iii) 78. 79. 80. 81. 82. 83. blood donation 84. employees will be provided with time off to donate blood. there will be no deduction from paid leave credits for this purpose. mature age employees 85. the institute is committed to using ways of retaining access to the pool of skills and knowledge valuable to the work of the institute possessed by staff that are
AIHW-Enterprise-Agreement.txt709travelplus reasonable travelling time before recommencing work. if an employee is required to resume or continue work without having had the required break, then payment at double time will be made for the time worked until the employee has had the required break. (iii) 78. 79. 80. 81. 82. 83. blood donation 84. employees will be provided with time off to donate blood. there will be no deduction from paid leave credits for this purpose. mature age employees 85. the institute is committed to using ways of retaining access to the pool of skills and knowledge valuable to the work of the institute possessed by staff that are nearing retirement age. subject to operational requirements, these include, but
AIHW-Enterprise-Agreement.txt893maternity leaveas provided under the maternity leave act, cannot apply for personal/carer’s leave during that period. 115. an employee who is entitled to leave with pay under the maternity leave act is not entitled to personal/carer’s leave with pay for any period of paid maternity leave. employees receiving workers' compensation 116. an employee receiving workers' compensation for more than 45 weeks will accrue personal/carer’s leave on the basis of hours actually worked. compassionate leave 117. the director will approve leave with pay to an ongoing or non-ongoing employee (but not an irregular or intermittent employee) on each occasion that a member of the employee’s immediate family, a member of the employee’s household, or a person who was clearly dependent on the employee for care, support and attention: (i) contracts or develops a personal illness that poses a serious threat to his or her life (ii) sustains a personal injury that poses a serious threat to his or her life (iii) dies. 118. an employee is entitled to three days paid leave for a bereavement and two days on other occasions. the employee may take the period as a single period of leave or any separate periods on which the employee and the director agree. the director may grant further periods of leave for compassionate or bereavement purposes as miscellaneous leave with or without pay on a case by case basis. 119. an employee who is engaged as an irregular or intermittent employee under section 22(2)(c) of the public service act 1999, and in receipt of a casual rates loading, may access three days of unpaid leave on each occasion that compassionate leave is required. _____________________________________________________________________________________
AIHW-Enterprise-Agreement.txt895maternity leave115. an employee who is entitled to leave with pay under the maternity leave act is not entitled to personal/carer’s leave with pay for any period of paid maternity leave. employees receiving workers' compensation 116. an employee receiving workers' compensation for more than 45 weeks will accrue personal/carer’s leave on the basis of hours actually worked. compassionate leave 117. the director will approve leave with pay to an ongoing or non-ongoing employee (but not an irregular or intermittent employee) on each occasion that a member of the employee’s immediate family, a member of the employee’s household, or a person who was clearly dependent on the employee for care, support and attention: (i) contracts or develops a personal illness that poses a serious threat to his or her life (ii) sustains a personal injury that poses a serious threat to his or her life (iii) dies. 118. an employee is entitled to three days paid leave for a bereavement and two days on other occasions. the employee may take the period as a single period of leave or any separate periods on which the employee and the director agree. the director may grant further periods of leave for compassionate or bereavement purposes as miscellaneous leave with or without pay on a case by case basis. 119. an employee who is engaged as an irregular or intermittent employee under section 22(2)(c) of the public service act 1999, and in receipt of a casual rates loading, may access three days of unpaid leave on each occasion that compassionate leave is required. _____________________________________________________________________________________ australian institute of health and welfare enterprise agreement 2016 page 13
AIHW-Enterprise-Agreement.txt944long service leavelong service leave 125. long service leave will be provided to eligible employees in accordance with the long service leave (commonwealth employees) act 1976. 126. the minimum period of any approved long service leave granted will be seven calendar days at full pay (or 14 calendar days at half pay). periods of long service leave cannot be broken with periods of annual leave, flex leave or leave without pay except as provided for by legislation. maternity leave 127. employees covered by this agreement will be entitled to maternity leave under the terms of the maternity leave (commonwealth employees) act 1973. 128. employees eligible to receive paid leave under the maternity leave (commonwealth employees) act 1973 are entitled to receive an additional four weeks of paid leave to be taken continuous with the paid period of maternity leave, to count for service for all purposes. 129. an employee may elect to spread the payment for the period of up to 16 weeks paid maternity leave over a period of up to 32 weeks at half normal salary. a maximum of 16 weeks paid leave will count as service. adoption/foster leave 130. an employee who adopts or permanently fosters a child and has or will have responsibility for the care of the child is entitled to 52 weeks parental leave, commencing from the time of placement of the child, unless otherwise provided by legislation. 131. up to 16 weeks of this parental leave will be paid leave, provided the employee satisfies the same qualifying requirements as those of a pregnant employee to receive paid leave in accordance with the maternity leave (commonwealth employees) act 1973. 132. an employee may elect to spread the payment for the period of up to 16 weeks paid parental leave over a period of up to 32 weeks at a rate no less than half
AIHW-Enterprise-Agreement.txt945long service leave125. long service leave will be provided to eligible employees in accordance with the long service leave (commonwealth employees) act 1976. 126. the minimum period of any approved long service leave granted will be seven calendar days at full pay (or 14 calendar days at half pay). periods of long service leave cannot be broken with periods of annual leave, flex leave or leave without pay except as provided for by legislation. maternity leave 127. employees covered by this agreement will be entitled to maternity leave under the terms of the maternity leave (commonwealth employees) act 1973. 128. employees eligible to receive paid leave under the maternity leave (commonwealth employees) act 1973 are entitled to receive an additional four weeks of paid leave to be taken continuous with the paid period of maternity leave, to count for service for all purposes. 129. an employee may elect to spread the payment for the period of up to 16 weeks paid maternity leave over a period of up to 32 weeks at half normal salary. a maximum of 16 weeks paid leave will count as service. adoption/foster leave 130. an employee who adopts or permanently fosters a child and has or will have responsibility for the care of the child is entitled to 52 weeks parental leave, commencing from the time of placement of the child, unless otherwise provided by legislation. 131. up to 16 weeks of this parental leave will be paid leave, provided the employee satisfies the same qualifying requirements as those of a pregnant employee to receive paid leave in accordance with the maternity leave (commonwealth employees) act 1973. 132. an employee may elect to spread the payment for the period of up to 16 weeks paid parental leave over a period of up to 32 weeks at a rate no less than half normal salary. a maximum of 16 weeks paid leave will count as service.
AIHW-Enterprise-Agreement.txt946long service leavelong service leave (commonwealth employees) act 1976. 126. the minimum period of any approved long service leave granted will be seven calendar days at full pay (or 14 calendar days at half pay). periods of long service leave cannot be broken with periods of annual leave, flex leave or leave without pay except as provided for by legislation. maternity leave 127. employees covered by this agreement will be entitled to maternity leave under the terms of the maternity leave (commonwealth employees) act 1973. 128. employees eligible to receive paid leave under the maternity leave (commonwealth employees) act 1973 are entitled to receive an additional four weeks of paid leave to be taken continuous with the paid period of maternity leave, to count for service for all purposes. 129. an employee may elect to spread the payment for the period of up to 16 weeks paid maternity leave over a period of up to 32 weeks at half normal salary. a maximum of 16 weeks paid leave will count as service. adoption/foster leave 130. an employee who adopts or permanently fosters a child and has or will have responsibility for the care of the child is entitled to 52 weeks parental leave, commencing from the time of placement of the child, unless otherwise provided by legislation. 131. up to 16 weeks of this parental leave will be paid leave, provided the employee satisfies the same qualifying requirements as those of a pregnant employee to receive paid leave in accordance with the maternity leave (commonwealth employees) act 1973. 132. an employee may elect to spread the payment for the period of up to 16 weeks paid parental leave over a period of up to 32 weeks at a rate no less than half normal salary. a maximum of 16 weeks paid leave will count as service. 133. paid leave is available from the date one week before the placement of the child.
AIHW-Enterprise-Agreement.txt947long service leave126. the minimum period of any approved long service leave granted will be seven calendar days at full pay (or 14 calendar days at half pay). periods of long service leave cannot be broken with periods of annual leave, flex leave or leave without pay except as provided for by legislation. maternity leave 127. employees covered by this agreement will be entitled to maternity leave under the terms of the maternity leave (commonwealth employees) act 1973. 128. employees eligible to receive paid leave under the maternity leave (commonwealth employees) act 1973 are entitled to receive an additional four weeks of paid leave to be taken continuous with the paid period of maternity leave, to count for service for all purposes. 129. an employee may elect to spread the payment for the period of up to 16 weeks paid maternity leave over a period of up to 32 weeks at half normal salary. a maximum of 16 weeks paid leave will count as service. adoption/foster leave 130. an employee who adopts or permanently fosters a child and has or will have responsibility for the care of the child is entitled to 52 weeks parental leave, commencing from the time of placement of the child, unless otherwise provided by legislation. 131. up to 16 weeks of this parental leave will be paid leave, provided the employee satisfies the same qualifying requirements as those of a pregnant employee to receive paid leave in accordance with the maternity leave (commonwealth employees) act 1973. 132. an employee may elect to spread the payment for the period of up to 16 weeks paid parental leave over a period of up to 32 weeks at a rate no less than half normal salary. a maximum of 16 weeks paid leave will count as service. 133. paid leave is available from the date one week before the placement of the child. _____________________________________________________________________________________
AIHW-Enterprise-Agreement.txt952maternity leavematernity leave 127. employees covered by this agreement will be entitled to maternity leave under the terms of the maternity leave (commonwealth employees) act 1973. 128. employees eligible to receive paid leave under the maternity leave (commonwealth employees) act 1973 are entitled to receive an additional four weeks of paid leave to be taken continuous with the paid period of maternity leave, to count for service for all purposes. 129. an employee may elect to spread the payment for the period of up to 16 weeks paid maternity leave over a period of up to 32 weeks at half normal salary. a maximum of 16 weeks paid leave will count as service. adoption/foster leave 130. an employee who adopts or permanently fosters a child and has or will have responsibility for the care of the child is entitled to 52 weeks parental leave, commencing from the time of placement of the child, unless otherwise provided by legislation. 131. up to 16 weeks of this parental leave will be paid leave, provided the employee satisfies the same qualifying requirements as those of a pregnant employee to receive paid leave in accordance with the maternity leave (commonwealth employees) act 1973. 132. an employee may elect to spread the payment for the period of up to 16 weeks paid parental leave over a period of up to 32 weeks at a rate no less than half normal salary. a maximum of 16 weeks paid leave will count as service. 133. paid leave is available from the date one week before the placement of the child. _____________________________________________________________________________________ australian institute of health and welfare enterprise agreement 2016 page 14 supporting partner leave 134. within 66 weeks of the birth or adoption or fostering of a child, an employee who
AIHW-Enterprise-Agreement.txt953maternity leave127. employees covered by this agreement will be entitled to maternity leave under the terms of the maternity leave (commonwealth employees) act 1973. 128. employees eligible to receive paid leave under the maternity leave (commonwealth employees) act 1973 are entitled to receive an additional four weeks of paid leave to be taken continuous with the paid period of maternity leave, to count for service for all purposes. 129. an employee may elect to spread the payment for the period of up to 16 weeks paid maternity leave over a period of up to 32 weeks at half normal salary. a maximum of 16 weeks paid leave will count as service. adoption/foster leave 130. an employee who adopts or permanently fosters a child and has or will have responsibility for the care of the child is entitled to 52 weeks parental leave, commencing from the time of placement of the child, unless otherwise provided by legislation. 131. up to 16 weeks of this parental leave will be paid leave, provided the employee satisfies the same qualifying requirements as those of a pregnant employee to receive paid leave in accordance with the maternity leave (commonwealth employees) act 1973. 132. an employee may elect to spread the payment for the period of up to 16 weeks paid parental leave over a period of up to 32 weeks at a rate no less than half normal salary. a maximum of 16 weeks paid leave will count as service. 133. paid leave is available from the date one week before the placement of the child. _____________________________________________________________________________________ australian institute of health and welfare enterprise agreement 2016 page 14 supporting partner leave 134. within 66 weeks of the birth or adoption or fostering of a child, an employee who is the child’s non-primary carer and stands in a domestic or household
AIHW-Enterprise-Agreement.txt954maternity leavethe terms of the maternity leave (commonwealth employees) act 1973. 128. employees eligible to receive paid leave under the maternity leave (commonwealth employees) act 1973 are entitled to receive an additional four weeks of paid leave to be taken continuous with the paid period of maternity leave, to count for service for all purposes. 129. an employee may elect to spread the payment for the period of up to 16 weeks paid maternity leave over a period of up to 32 weeks at half normal salary. a maximum of 16 weeks paid leave will count as service. adoption/foster leave 130. an employee who adopts or permanently fosters a child and has or will have responsibility for the care of the child is entitled to 52 weeks parental leave, commencing from the time of placement of the child, unless otherwise provided by legislation. 131. up to 16 weeks of this parental leave will be paid leave, provided the employee satisfies the same qualifying requirements as those of a pregnant employee to receive paid leave in accordance with the maternity leave (commonwealth employees) act 1973. 132. an employee may elect to spread the payment for the period of up to 16 weeks paid parental leave over a period of up to 32 weeks at a rate no less than half normal salary. a maximum of 16 weeks paid leave will count as service. 133. paid leave is available from the date one week before the placement of the child. _____________________________________________________________________________________ australian institute of health and welfare enterprise agreement 2016 page 14 supporting partner leave 134. within 66 weeks of the birth or adoption or fostering of a child, an employee who is the child’s non-primary carer and stands in a domestic or household relationship with the child is entitled to be granted three weeks leave with pay.
AIHW-Enterprise-Agreement.txt955maternity leave128. employees eligible to receive paid leave under the maternity leave (commonwealth employees) act 1973 are entitled to receive an additional four weeks of paid leave to be taken continuous with the paid period of maternity leave, to count for service for all purposes. 129. an employee may elect to spread the payment for the period of up to 16 weeks paid maternity leave over a period of up to 32 weeks at half normal salary. a maximum of 16 weeks paid leave will count as service. adoption/foster leave 130. an employee who adopts or permanently fosters a child and has or will have responsibility for the care of the child is entitled to 52 weeks parental leave, commencing from the time of placement of the child, unless otherwise provided by legislation. 131. up to 16 weeks of this parental leave will be paid leave, provided the employee satisfies the same qualifying requirements as those of a pregnant employee to receive paid leave in accordance with the maternity leave (commonwealth employees) act 1973. 132. an employee may elect to spread the payment for the period of up to 16 weeks paid parental leave over a period of up to 32 weeks at a rate no less than half normal salary. a maximum of 16 weeks paid leave will count as service. 133. paid leave is available from the date one week before the placement of the child. _____________________________________________________________________________________ australian institute of health and welfare enterprise agreement 2016 page 14 supporting partner leave 134. within 66 weeks of the birth or adoption or fostering of a child, an employee who is the child’s non-primary carer and stands in a domestic or household relationship with the child is entitled to be granted three weeks leave with pay. where the employee has completed at least 12 months of continuous service with
AIHW-Enterprise-Agreement.txt957maternity leaveto be taken continuous with the paid period of maternity leave, to count for service for all purposes. 129. an employee may elect to spread the payment for the period of up to 16 weeks paid maternity leave over a period of up to 32 weeks at half normal salary. a maximum of 16 weeks paid leave will count as service. adoption/foster leave 130. an employee who adopts or permanently fosters a child and has or will have responsibility for the care of the child is entitled to 52 weeks parental leave, commencing from the time of placement of the child, unless otherwise provided by legislation. 131. up to 16 weeks of this parental leave will be paid leave, provided the employee satisfies the same qualifying requirements as those of a pregnant employee to receive paid leave in accordance with the maternity leave (commonwealth employees) act 1973. 132. an employee may elect to spread the payment for the period of up to 16 weeks paid parental leave over a period of up to 32 weeks at a rate no less than half normal salary. a maximum of 16 weeks paid leave will count as service. 133. paid leave is available from the date one week before the placement of the child. _____________________________________________________________________________________ australian institute of health and welfare enterprise agreement 2016 page 14 supporting partner leave 134. within 66 weeks of the birth or adoption or fostering of a child, an employee who is the child’s non-primary carer and stands in a domestic or household relationship with the child is entitled to be granted three weeks leave with pay. where the employee has completed at least 12 months of continuous service with the aps, the employee is entitled to an additional one week’s leave with pay (for a total of four weeks leave with pay).
AIHW-Enterprise-Agreement.txt960maternity leavepaid maternity leave over a period of up to 32 weeks at half normal salary. a maximum of 16 weeks paid leave will count as service. adoption/foster leave 130. an employee who adopts or permanently fosters a child and has or will have responsibility for the care of the child is entitled to 52 weeks parental leave, commencing from the time of placement of the child, unless otherwise provided by legislation. 131. up to 16 weeks of this parental leave will be paid leave, provided the employee satisfies the same qualifying requirements as those of a pregnant employee to receive paid leave in accordance with the maternity leave (commonwealth employees) act 1973. 132. an employee may elect to spread the payment for the period of up to 16 weeks paid parental leave over a period of up to 32 weeks at a rate no less than half normal salary. a maximum of 16 weeks paid leave will count as service. 133. paid leave is available from the date one week before the placement of the child. _____________________________________________________________________________________ australian institute of health and welfare enterprise agreement 2016 page 14 supporting partner leave 134. within 66 weeks of the birth or adoption or fostering of a child, an employee who is the child’s non-primary carer and stands in a domestic or household relationship with the child is entitled to be granted three weeks leave with pay. where the employee has completed at least 12 months of continuous service with the aps, the employee is entitled to an additional one week’s leave with pay (for a total of four weeks leave with pay). 135. in the case of adopting or fostering of a child the period of paid leave is available to start from the date one week before the placement of the child.
AIHW-Enterprise-Agreement.txt965parental leaveresponsibility for the care of the child is entitled to 52 weeks parental leave, commencing from the time of placement of the child, unless otherwise provided by legislation. 131. up to 16 weeks of this parental leave will be paid leave, provided the employee satisfies the same qualifying requirements as those of a pregnant employee to receive paid leave in accordance with the maternity leave (commonwealth employees) act 1973. 132. an employee may elect to spread the payment for the period of up to 16 weeks paid parental leave over a period of up to 32 weeks at a rate no less than half normal salary. a maximum of 16 weeks paid leave will count as service. 133. paid leave is available from the date one week before the placement of the child. _____________________________________________________________________________________ australian institute of health and welfare enterprise agreement 2016 page 14 supporting partner leave 134. within 66 weeks of the birth or adoption or fostering of a child, an employee who is the child’s non-primary carer and stands in a domestic or household relationship with the child is entitled to be granted three weeks leave with pay. where the employee has completed at least 12 months of continuous service with the aps, the employee is entitled to an additional one week’s leave with pay (for a total of four weeks leave with pay). 135. in the case of adopting or fostering of a child the period of paid leave is available to start from the date one week before the placement of the child. parental leave without pay 136. on ending the initial 52 weeks of maternity or parental (for the purpose of adoption or foster placement) leave, employees are entitled, on request, to an extension of unpaid parental leave for a further period of up to 52 weeks. 137. if the leave is not taken in a continuous period, the employee must, where
AIHW-Enterprise-Agreement.txt968parental leave131. up to 16 weeks of this parental leave will be paid leave, provided the employee satisfies the same qualifying requirements as those of a pregnant employee to receive paid leave in accordance with the maternity leave (commonwealth employees) act 1973. 132. an employee may elect to spread the payment for the period of up to 16 weeks paid parental leave over a period of up to 32 weeks at a rate no less than half normal salary. a maximum of 16 weeks paid leave will count as service. 133. paid leave is available from the date one week before the placement of the child. _____________________________________________________________________________________ australian institute of health and welfare enterprise agreement 2016 page 14 supporting partner leave 134. within 66 weeks of the birth or adoption or fostering of a child, an employee who is the child’s non-primary carer and stands in a domestic or household relationship with the child is entitled to be granted three weeks leave with pay. where the employee has completed at least 12 months of continuous service with the aps, the employee is entitled to an additional one week’s leave with pay (for a total of four weeks leave with pay). 135. in the case of adopting or fostering of a child the period of paid leave is available to start from the date one week before the placement of the child. parental leave without pay 136. on ending the initial 52 weeks of maternity or parental (for the purpose of adoption or foster placement) leave, employees are entitled, on request, to an extension of unpaid parental leave for a further period of up to 52 weeks. 137. if the leave is not taken in a continuous period, the employee must, where practical, give at least two weeks’ notice of their intention to take further unpaid parental leave.
AIHW-Enterprise-Agreement.txt970maternity leavereceive paid leave in accordance with the maternity leave (commonwealth employees) act 1973. 132. an employee may elect to spread the payment for the period of up to 16 weeks paid parental leave over a period of up to 32 weeks at a rate no less than half normal salary. a maximum of 16 weeks paid leave will count as service. 133. paid leave is available from the date one week before the placement of the child. _____________________________________________________________________________________ australian institute of health and welfare enterprise agreement 2016 page 14 supporting partner leave 134. within 66 weeks of the birth or adoption or fostering of a child, an employee who is the child’s non-primary carer and stands in a domestic or household relationship with the child is entitled to be granted three weeks leave with pay. where the employee has completed at least 12 months of continuous service with the aps, the employee is entitled to an additional one week’s leave with pay (for a total of four weeks leave with pay). 135. in the case of adopting or fostering of a child the period of paid leave is available to start from the date one week before the placement of the child. parental leave without pay 136. on ending the initial 52 weeks of maternity or parental (for the purpose of adoption or foster placement) leave, employees are entitled, on request, to an extension of unpaid parental leave for a further period of up to 52 weeks. 137. if the leave is not taken in a continuous period, the employee must, where practical, give at least two weeks’ notice of their intention to take further unpaid parental leave. return to work after parental leave 138. on ending parental leave, an employee is entitled to return to the employee’s preparental leave duties. if those duties no longer exist, an employee is entitled to
AIHW-Enterprise-Agreement.txt973parental leavepaid parental leave over a period of up to 32 weeks at a rate no less than half normal salary. a maximum of 16 weeks paid leave will count as service. 133. paid leave is available from the date one week before the placement of the child. _____________________________________________________________________________________ australian institute of health and welfare enterprise agreement 2016 page 14 supporting partner leave 134. within 66 weeks of the birth or adoption or fostering of a child, an employee who is the child’s non-primary carer and stands in a domestic or household relationship with the child is entitled to be granted three weeks leave with pay. where the employee has completed at least 12 months of continuous service with the aps, the employee is entitled to an additional one week’s leave with pay (for a total of four weeks leave with pay). 135. in the case of adopting or fostering of a child the period of paid leave is available to start from the date one week before the placement of the child. parental leave without pay 136. on ending the initial 52 weeks of maternity or parental (for the purpose of adoption or foster placement) leave, employees are entitled, on request, to an extension of unpaid parental leave for a further period of up to 52 weeks. 137. if the leave is not taken in a continuous period, the employee must, where practical, give at least two weeks’ notice of their intention to take further unpaid parental leave. return to work after parental leave 138. on ending parental leave, an employee is entitled to return to the employee’s preparental leave duties. if those duties no longer exist, an employee is entitled to return to an available position for which the employee is qualified and suited, at the same classification and pay as applied prior to the parental leave taken. where this is not practical, other duties will be sought, with the redeployment,
AIHW-Enterprise-Agreement.txt990parental leaveparental leave without pay 136. on ending the initial 52 weeks of maternity or parental (for the purpose of adoption or foster placement) leave, employees are entitled, on request, to an extension of unpaid parental leave for a further period of up to 52 weeks. 137. if the leave is not taken in a continuous period, the employee must, where practical, give at least two weeks’ notice of their intention to take further unpaid parental leave. return to work after parental leave 138. on ending parental leave, an employee is entitled to return to the employee’s preparental leave duties. if those duties no longer exist, an employee is entitled to return to an available position for which the employee is qualified and suited, at the same classification and pay as applied prior to the parental leave taken. where this is not practical, other duties will be sought, with the redeployment, reduction and redundancy provisions applying to any placement. flexible work arrangements for parents 139. in addition to the provisions of the fair work act 2009 that permit employees to request a change in working conditions, an employee who has completed at least 12 months of continuous qualifying service and has responsibility for the care of a child under school age or a child under 18 who has a disability will be provided with access to regular part-time work where the requested work pattern is at least three full-time days (that is, three days of 7 hours 25 minutes) or no less than 25 hours per week spread over four or five days. 140. where an employee as described in the preceding clause requests a work pattern that is less than three full-time days or less than 25 hours per week spread over four or five days, the request for part-time hours will be subject to approval in accordance with legislation and clauses 68-71 of this agreement. leave for adf reserve and continuous full time service 141. an employee may be granted leave (with or without pay) to enable the employee
AIHW-Enterprise-Agreement.txt993parental leaveextension of unpaid parental leave for a further period of up to 52 weeks. 137. if the leave is not taken in a continuous period, the employee must, where practical, give at least two weeks’ notice of their intention to take further unpaid parental leave. return to work after parental leave 138. on ending parental leave, an employee is entitled to return to the employee’s preparental leave duties. if those duties no longer exist, an employee is entitled to return to an available position for which the employee is qualified and suited, at the same classification and pay as applied prior to the parental leave taken. where this is not practical, other duties will be sought, with the redeployment, reduction and redundancy provisions applying to any placement. flexible work arrangements for parents 139. in addition to the provisions of the fair work act 2009 that permit employees to request a change in working conditions, an employee who has completed at least 12 months of continuous qualifying service and has responsibility for the care of a child under school age or a child under 18 who has a disability will be provided with access to regular part-time work where the requested work pattern is at least three full-time days (that is, three days of 7 hours 25 minutes) or no less than 25 hours per week spread over four or five days. 140. where an employee as described in the preceding clause requests a work pattern that is less than three full-time days or less than 25 hours per week spread over four or five days, the request for part-time hours will be subject to approval in accordance with legislation and clauses 68-71 of this agreement. leave for adf reserve and continuous full time service 141. an employee may be granted leave (with or without pay) to enable the employee to fulfil australian defence force (adf) reserve and continuous full time service (cfts) or cadet force obligations. 142. an employee is entitled to adf reserve leave with pay for up to four weeks
AIHW-Enterprise-Agreement.txt996parental leaveparental leave. return to work after parental leave 138. on ending parental leave, an employee is entitled to return to the employee’s preparental leave duties. if those duties no longer exist, an employee is entitled to return to an available position for which the employee is qualified and suited, at the same classification and pay as applied prior to the parental leave taken. where this is not practical, other duties will be sought, with the redeployment, reduction and redundancy provisions applying to any placement. flexible work arrangements for parents 139. in addition to the provisions of the fair work act 2009 that permit employees to request a change in working conditions, an employee who has completed at least 12 months of continuous qualifying service and has responsibility for the care of a child under school age or a child under 18 who has a disability will be provided with access to regular part-time work where the requested work pattern is at least three full-time days (that is, three days of 7 hours 25 minutes) or no less than 25 hours per week spread over four or five days. 140. where an employee as described in the preceding clause requests a work pattern that is less than three full-time days or less than 25 hours per week spread over four or five days, the request for part-time hours will be subject to approval in accordance with legislation and clauses 68-71 of this agreement. leave for adf reserve and continuous full time service 141. an employee may be granted leave (with or without pay) to enable the employee to fulfil australian defence force (adf) reserve and continuous full time service (cfts) or cadet force obligations. 142. an employee is entitled to adf reserve leave with pay for up to four weeks during each financial year for the purpose of fulfilling service in the adf reserve. these purposes include training and operational duty as required. 143. during the employee’s first year of adf reserve service, a further two weeks
AIHW-Enterprise-Agreement.txt998parental leavereturn to work after parental leave 138. on ending parental leave, an employee is entitled to return to the employee’s preparental leave duties. if those duties no longer exist, an employee is entitled to return to an available position for which the employee is qualified and suited, at the same classification and pay as applied prior to the parental leave taken. where this is not practical, other duties will be sought, with the redeployment, reduction and redundancy provisions applying to any placement. flexible work arrangements for parents 139. in addition to the provisions of the fair work act 2009 that permit employees to request a change in working conditions, an employee who has completed at least 12 months of continuous qualifying service and has responsibility for the care of a child under school age or a child under 18 who has a disability will be provided with access to regular part-time work where the requested work pattern is at least three full-time days (that is, three days of 7 hours 25 minutes) or no less than 25 hours per week spread over four or five days. 140. where an employee as described in the preceding clause requests a work pattern that is less than three full-time days or less than 25 hours per week spread over four or five days, the request for part-time hours will be subject to approval in accordance with legislation and clauses 68-71 of this agreement. leave for adf reserve and continuous full time service 141. an employee may be granted leave (with or without pay) to enable the employee to fulfil australian defence force (adf) reserve and continuous full time service (cfts) or cadet force obligations. 142. an employee is entitled to adf reserve leave with pay for up to four weeks during each financial year for the purpose of fulfilling service in the adf reserve. these purposes include training and operational duty as required. 143. during the employee’s first year of adf reserve service, a further two weeks paid leave may be granted to facilitate participation in additional adf reserve training, including induction requirements.
AIHW-Enterprise-Agreement.txt999parental leave138. on ending parental leave, an employee is entitled to return to the employee’s preparental leave duties. if those duties no longer exist, an employee is entitled to return to an available position for which the employee is qualified and suited, at the same classification and pay as applied prior to the parental leave taken. where this is not practical, other duties will be sought, with the redeployment, reduction and redundancy provisions applying to any placement. flexible work arrangements for parents 139. in addition to the provisions of the fair work act 2009 that permit employees to request a change in working conditions, an employee who has completed at least 12 months of continuous qualifying service and has responsibility for the care of a child under school age or a child under 18 who has a disability will be provided with access to regular part-time work where the requested work pattern is at least three full-time days (that is, three days of 7 hours 25 minutes) or no less than 25 hours per week spread over four or five days. 140. where an employee as described in the preceding clause requests a work pattern that is less than three full-time days or less than 25 hours per week spread over four or five days, the request for part-time hours will be subject to approval in accordance with legislation and clauses 68-71 of this agreement. leave for adf reserve and continuous full time service 141. an employee may be granted leave (with or without pay) to enable the employee to fulfil australian defence force (adf) reserve and continuous full time service (cfts) or cadet force obligations. 142. an employee is entitled to adf reserve leave with pay for up to four weeks during each financial year for the purpose of fulfilling service in the adf reserve. these purposes include training and operational duty as required. 143. during the employee’s first year of adf reserve service, a further two weeks paid leave may be granted to facilitate participation in additional adf reserve training, including induction requirements. _____________________________________________________________________________________
AIHW-Enterprise-Agreement.txt1001parental leavethe same classification and pay as applied prior to the parental leave taken. where this is not practical, other duties will be sought, with the redeployment, reduction and redundancy provisions applying to any placement. flexible work arrangements for parents 139. in addition to the provisions of the fair work act 2009 that permit employees to request a change in working conditions, an employee who has completed at least 12 months of continuous qualifying service and has responsibility for the care of a child under school age or a child under 18 who has a disability will be provided with access to regular part-time work where the requested work pattern is at least three full-time days (that is, three days of 7 hours 25 minutes) or no less than 25 hours per week spread over four or five days. 140. where an employee as described in the preceding clause requests a work pattern that is less than three full-time days or less than 25 hours per week spread over four or five days, the request for part-time hours will be subject to approval in accordance with legislation and clauses 68-71 of this agreement. leave for adf reserve and continuous full time service 141. an employee may be granted leave (with or without pay) to enable the employee to fulfil australian defence force (adf) reserve and continuous full time service (cfts) or cadet force obligations. 142. an employee is entitled to adf reserve leave with pay for up to four weeks during each financial year for the purpose of fulfilling service in the adf reserve. these purposes include training and operational duty as required. 143. during the employee’s first year of adf reserve service, a further two weeks paid leave may be granted to facilitate participation in additional adf reserve training, including induction requirements. _____________________________________________________________________________________ australian institute of health and welfare enterprise agreement 2016 page 15
AIHW-Enterprise-Agreement.txt1005flexible work arrangementsflexible work arrangements for parents 139. in addition to the provisions of the fair work act 2009 that permit employees to request a change in working conditions, an employee who has completed at least 12 months of continuous qualifying service and has responsibility for the care of a child under school age or a child under 18 who has a disability will be provided with access to regular part-time work where the requested work pattern is at least three full-time days (that is, three days of 7 hours 25 minutes) or no less than 25 hours per week spread over four or five days. 140. where an employee as described in the preceding clause requests a work pattern that is less than three full-time days or less than 25 hours per week spread over four or five days, the request for part-time hours will be subject to approval in accordance with legislation and clauses 68-71 of this agreement. leave for adf reserve and continuous full time service 141. an employee may be granted leave (with or without pay) to enable the employee to fulfil australian defence force (adf) reserve and continuous full time service (cfts) or cadet force obligations. 142. an employee is entitled to adf reserve leave with pay for up to four weeks during each financial year for the purpose of fulfilling service in the adf reserve. these purposes include training and operational duty as required. 143. during the employee’s first year of adf reserve service, a further two weeks paid leave may be granted to facilitate participation in additional adf reserve training, including induction requirements. _____________________________________________________________________________________ australian institute of health and welfare enterprise agreement 2016 page 15 144. with the exception of the additional two weeks in the first year of service, leave can be accumulated and taken over a period of two years, to enable the employee to undertake training as a member of the adf reserves.
AIHW-Enterprise-Agreement.txt1045long service leave148. eligible employees may also apply for annual leave, long service leave, miscellaneous leave without pay, top-up pay or they may use flextime for the purpose of fulfilling adf reserve or cfts obligations. 149. employees are to notify their manager at the earliest opportunity once the dates for adf reserve or cfts activities are known and/or changed. 150. employees will continue to access other benefits (such as studies assistance) and are eligible for pay-point advancement during period of defence reserves leave. war service sick leave 151. employees may be eligible to be granted war service sick leave while unfit for duty because of a war-caused condition. 152. a war-caused condition means an injury or disease of an employee that has been determined under the relevant legislation to be war-caused or defence-caused. 153. eligible employees will accrue a special credit of nine weeks on commencement in the aps and an annual credit of three weeks for each year of aps service. unused credits will accumulate to a maximum of nine weeks. 154. the special credit must be used before the annual credits. where an employee's war service sick leave credits have expired, personal/carer’s leave provisions will apply. 155. approval of a grant of war service sick leave will be subject to the provision of a medical certificate stating the nature of the medical condition and a statement from the department of veterans' affairs stating the medical condition is a warcaused condition. 156. leave that counts as service for personal/carer’s leave purposes will count as service for war service sick leave purposes. cultural leave for aboriginal and torres strait islander employees 157. aboriginal and torres strait islander employees are entitled to two days paid leave each year to participate in naidoc week activities or other cultural or ceremonial events. 158. the director may approve further requests for aboriginal and torres strait
AIHW-Enterprise-Agreement.txt1046flextimemiscellaneous leave without pay, top-up pay or they may use flextime for the purpose of fulfilling adf reserve or cfts obligations. 149. employees are to notify their manager at the earliest opportunity once the dates for adf reserve or cfts activities are known and/or changed. 150. employees will continue to access other benefits (such as studies assistance) and are eligible for pay-point advancement during period of defence reserves leave. war service sick leave 151. employees may be eligible to be granted war service sick leave while unfit for duty because of a war-caused condition. 152. a war-caused condition means an injury or disease of an employee that has been determined under the relevant legislation to be war-caused or defence-caused. 153. eligible employees will accrue a special credit of nine weeks on commencement in the aps and an annual credit of three weeks for each year of aps service. unused credits will accumulate to a maximum of nine weeks. 154. the special credit must be used before the annual credits. where an employee's war service sick leave credits have expired, personal/carer’s leave provisions will apply. 155. approval of a grant of war service sick leave will be subject to the provision of a medical certificate stating the nature of the medical condition and a statement from the department of veterans' affairs stating the medical condition is a warcaused condition. 156. leave that counts as service for personal/carer’s leave purposes will count as service for war service sick leave purposes. cultural leave for aboriginal and torres strait islander employees 157. aboriginal and torres strait islander employees are entitled to two days paid leave each year to participate in naidoc week activities or other cultural or ceremonial events. 158. the director may approve further requests for aboriginal and torres strait islander employees to participate in cultural or ceremonial events or fulfil cultural
AIHW-Enterprise-Agreement.txt1100travelb. reasonable travelling time associated with the activity c. reasonable rest time immediately following the activity (ii) where the activity is emergency management, the absence is due to: a. regular training b. all emergency service responses c. reasonable rest time immediately following the activity d. attendance at ceremonial duties (iii) the employee’s absence is reasonable in all the circumstances. miscellaneous leave 162. the director may grant leave not provided for elsewhere to an employee for a purpose that the director considers to be in the interests of the institute, having regard to operational requirements. further information is in the leave guidelines. 163. miscellaneous leave may be granted: (i) for the period requested or for another period (ii) with or without pay (iii) subject to conditions. 164. where an employee is granted miscellaneous leave without pay (lwop), the director will determine whether the period of lwop counts as service for the purposes of annual and personal leave entitlements. public holidays 165. consistent with section 115 of the fair work act 2009, employees will be entitled to the following public holidays: (i) new year's day (1 january) (ii) australia day (26 january) (iii) good friday (iv) easter monday
AIHW-Enterprise-Agreement.txt1159maternity leaveservice or maternity leave there is no entitlement to receive payment as a public holiday. payment for that day would be in accordance with the entitlement for that form of leave (e.g. if on long service leave on half pay, payment is on half pay). christmas closure 171. the institute will be closed on ordinary business days between christmas day and new year’s day. 172. employees are entitled to be absent with pay for the working days during christmas closure. payment for such absences will be made in accordance with an employee’s usual ordinary hours of work for that day. however, where an employee would otherwise be absent on leave on that day, the rate of payment will be in accordance with the payment for that leave entitlement. _____________________________________________________________________________________ australian institute of health and welfare enterprise agreement 2016 page 18 section 5 – remuneration salary increases 173. all salaries will increase by 3.0% with effect from the date of commencement of this agreement. all salaries will increase by a further 2.0% 12 months after commencement, and a further 1.0% 24 months after commencement. salary rates 174. attachment a.1 – salaries details the salary rates payable to employees for the duration of this agreement. 175. for members of the commonwealth superannuation scheme (css) and the public sector superannuation (pss) defined benefit scheme (pssdb), these rates are salaries for the purposes of superannuation, leave, severance benefit and
AIHW-Enterprise-Agreement.txt1161long service leavethat form of leave (e.g. if on long service leave on half pay, payment is on half pay). christmas closure 171. the institute will be closed on ordinary business days between christmas day and new year’s day. 172. employees are entitled to be absent with pay for the working days during christmas closure. payment for such absences will be made in accordance with an employee’s usual ordinary hours of work for that day. however, where an employee would otherwise be absent on leave on that day, the rate of payment will be in accordance with the payment for that leave entitlement. _____________________________________________________________________________________ australian institute of health and welfare enterprise agreement 2016 page 18 section 5 – remuneration salary increases 173. all salaries will increase by 3.0% with effect from the date of commencement of this agreement. all salaries will increase by a further 2.0% 12 months after commencement, and a further 1.0% 24 months after commencement. salary rates 174. attachment a.1 – salaries details the salary rates payable to employees for the duration of this agreement. 175. for members of the commonwealth superannuation scheme (css) and the public sector superannuation (pss) defined benefit scheme (pssdb), these rates are salaries for the purposes of superannuation, leave, severance benefit and termination payments. for members of the pss accumulation plan (pssap) and other superannuation schemes, these rates are salaries for the purposes of leave,
AIHW-Enterprise-Agreement.txt1211salary packagingsalary packaging 180. employees may choose to sacrifice a proportion of the salary component of their remuneration package consistent with the institute’s salary packaging guidelines. 181. all fringe benefits taxes and administrative costs that are incurred because of the salary packaging arrangements will be met by the employee on a salary sacrifice basis. 182. when an employee enters into a salary sacrifice arrangement, salary for all purposes will be the pre-sacrifice salary rate. superannuation 183. the institute will make compulsory employer superannuation contributions as required by the applicable legislation and fund requirements. the _____________________________________________________________________________________ australian institute of health and welfare enterprise agreement 2016 page 19 superannuation salary will not be reduced by any amounts that the employee chooses to salary sacrifice. 184. employer contributions to the pssap will be the rate specified by the rules of pssap but not less than 15.4% of the employee’s superannuation salary, calculated according to the ordinary time earnings method. employer contributions for employees in other accumulation scheme plans will be at the same rate as for pssap. this will not be reduced by any other contributions made through salary sacrifice arrangements. this clause does not apply where a superannuation fund cannot accept employer superannuation contributions (e.g. unable to accept contributions for people aged over 75). 185. during periods of paid parental leave (which includes maternity, adoption, foster and partner leave), employer contributions to all complying accumulation superannuation funds including pssap will continue at the rate payable in the full pay period immediately prior to commencing parental leave.
AIHW-Enterprise-Agreement.txt1213salary packagingremuneration package consistent with the institute’s salary packaging guidelines. 181. all fringe benefits taxes and administrative costs that are incurred because of the salary packaging arrangements will be met by the employee on a salary sacrifice basis. 182. when an employee enters into a salary sacrifice arrangement, salary for all purposes will be the pre-sacrifice salary rate. superannuation 183. the institute will make compulsory employer superannuation contributions as required by the applicable legislation and fund requirements. the _____________________________________________________________________________________ australian institute of health and welfare enterprise agreement 2016 page 19 superannuation salary will not be reduced by any amounts that the employee chooses to salary sacrifice. 184. employer contributions to the pssap will be the rate specified by the rules of pssap but not less than 15.4% of the employee’s superannuation salary, calculated according to the ordinary time earnings method. employer contributions for employees in other accumulation scheme plans will be at the same rate as for pssap. this will not be reduced by any other contributions made through salary sacrifice arrangements. this clause does not apply where a superannuation fund cannot accept employer superannuation contributions (e.g. unable to accept contributions for people aged over 75). 185. during periods of paid parental leave (which includes maternity, adoption, foster and partner leave), employer contributions to all complying accumulation superannuation funds including pssap will continue at the rate payable in the full pay period immediately prior to commencing parental leave. 186. the director may choose to limit superannuation choice to complying superannuation funds that allow contributions to be paid through fortnightly
AIHW-Enterprise-Agreement.txt1215salary packagingsalary packaging arrangements will be met by the employee on a salary sacrifice basis. 182. when an employee enters into a salary sacrifice arrangement, salary for all purposes will be the pre-sacrifice salary rate. superannuation 183. the institute will make compulsory employer superannuation contributions as required by the applicable legislation and fund requirements. the _____________________________________________________________________________________ australian institute of health and welfare enterprise agreement 2016 page 19 superannuation salary will not be reduced by any amounts that the employee chooses to salary sacrifice. 184. employer contributions to the pssap will be the rate specified by the rules of pssap but not less than 15.4% of the employee’s superannuation salary, calculated according to the ordinary time earnings method. employer contributions for employees in other accumulation scheme plans will be at the same rate as for pssap. this will not be reduced by any other contributions made through salary sacrifice arrangements. this clause does not apply where a superannuation fund cannot accept employer superannuation contributions (e.g. unable to accept contributions for people aged over 75). 185. during periods of paid parental leave (which includes maternity, adoption, foster and partner leave), employer contributions to all complying accumulation superannuation funds including pssap will continue at the rate payable in the full pay period immediately prior to commencing parental leave. 186. the director may choose to limit superannuation choice to complying superannuation funds that allow contributions to be paid through fortnightly electronic funds transfer (eft) with data uploaded from an electronic batch file. any fees associated with eft will be borne by the institute. any other fees
AIHW-Enterprise-Agreement.txt1237parental leave185. during periods of paid parental leave (which includes maternity, adoption, foster and partner leave), employer contributions to all complying accumulation superannuation funds including pssap will continue at the rate payable in the full pay period immediately prior to commencing parental leave. 186. the director may choose to limit superannuation choice to complying superannuation funds that allow contributions to be paid through fortnightly electronic funds transfer (eft) with data uploaded from an electronic batch file. any fees associated with eft will be borne by the institute. any other fees applied by a chosen fund associated with the administration of superannuation contributions will be borne by the employee. salary on commencement or promotion 187. where an employee commences work with the institute, salary will be payable at the minimum point of the salary range applicable to the classification of the job. in exceptional circumstances, the director may approve the payment of a salary above the minimum pay-point, having regard to the experience, qualifications and skills of the employee. 188. where an employee is promoted within the institute, salary will be payable at either the minimum point of the salary range applicable to the classification of the job, or at a higher pay-point if they have already attained that level through temporary performance as per the pay-point advancement rules in clause 199. the director may approve the payment of a salary above the minimum pay-point where the employee has performed satisfactorily at that level in the aihw on a temporary basis for a total period of at least six months in the previous two years. 189. the director may decide that an existing aps employee moving to the institute at the same classification level whose current salary exceeds the maximum paypoint in the aihw for that classification will be maintained on that salary on commencement. this salary will not be subject to any increases under this agreement until such time that the highest pay-point of the employee’s classification becomes higher than the employee’s salary, at which time the employee will move to the next pay-point.
AIHW-Enterprise-Agreement.txt1240parental leavefull pay period immediately prior to commencing parental leave. 186. the director may choose to limit superannuation choice to complying superannuation funds that allow contributions to be paid through fortnightly electronic funds transfer (eft) with data uploaded from an electronic batch file. any fees associated with eft will be borne by the institute. any other fees applied by a chosen fund associated with the administration of superannuation contributions will be borne by the employee. salary on commencement or promotion 187. where an employee commences work with the institute, salary will be payable at the minimum point of the salary range applicable to the classification of the job. in exceptional circumstances, the director may approve the payment of a salary above the minimum pay-point, having regard to the experience, qualifications and skills of the employee. 188. where an employee is promoted within the institute, salary will be payable at either the minimum point of the salary range applicable to the classification of the job, or at a higher pay-point if they have already attained that level through temporary performance as per the pay-point advancement rules in clause 199. the director may approve the payment of a salary above the minimum pay-point where the employee has performed satisfactorily at that level in the aihw on a temporary basis for a total period of at least six months in the previous two years. 189. the director may decide that an existing aps employee moving to the institute at the same classification level whose current salary exceeds the maximum paypoint in the aihw for that classification will be maintained on that salary on commencement. this salary will not be subject to any increases under this agreement until such time that the highest pay-point of the employee’s classification becomes higher than the employee’s salary, at which time the employee will move to the next pay-point. pay-point advancement rules 190. employees are eligible for advancement to the next pay-point on either 1 march
AIHW-Enterprise-Agreement.txt1367traveltravelling allowances and expenses 206. the institute will meet all fair and reasonable costs, as determined by the director, associated with official domestic and international travel while an employee is on official duty. further information is in the aihw travel policy and guidelines. 207. where an employee is required to travel on official business and is away from home overnight, the institute will pay an allowance for meals and incidental expenses to cover incidental transport/parking, meals, private telephone and other costs. these amounts will be the appropriate rates as published in the annual taxation ruling covering reasonable travel and meal allowance expense amounts. 208. an employee who is required to travel on official business but is not absent overnight may claim reimbursement of reasonable expenses including meals incurred during their absence. 209. clauses 206-208 apply for periods of two weeks (i.e. 14 calendar days) or less. for travel periods in excess of two weeks, refer to clause 210 (temporary relocation assistance). temporary relocation assistance for employees 210. where, for a period in excess of two weeks (i.e. 14 calendar days) an employee is required to work in a location other than the city in which their normal place of work is located, the director may approve a package of assistance, effective from the day on which an employee commenced work at the new location, to meet the additional costs incurred as a result of the employee being temporarily relocated. reimbursement of fares 211. where an employee becomes critically or dangerously ill while he or she is travelling on official business, and a member of the employee’s immediate family travels to visit the critically or dangerously ill employee, the institute will, where requested and supplied with medical evidence, reimburse the member of the
AIHW-Enterprise-Agreement.txt1369traveldirector, associated with official domestic and international travel while an employee is on official duty. further information is in the aihw travel policy and guidelines. 207. where an employee is required to travel on official business and is away from home overnight, the institute will pay an allowance for meals and incidental expenses to cover incidental transport/parking, meals, private telephone and other costs. these amounts will be the appropriate rates as published in the annual taxation ruling covering reasonable travel and meal allowance expense amounts. 208. an employee who is required to travel on official business but is not absent overnight may claim reimbursement of reasonable expenses including meals incurred during their absence. 209. clauses 206-208 apply for periods of two weeks (i.e. 14 calendar days) or less. for travel periods in excess of two weeks, refer to clause 210 (temporary relocation assistance). temporary relocation assistance for employees 210. where, for a period in excess of two weeks (i.e. 14 calendar days) an employee is required to work in a location other than the city in which their normal place of work is located, the director may approve a package of assistance, effective from the day on which an employee commenced work at the new location, to meet the additional costs incurred as a result of the employee being temporarily relocated. reimbursement of fares 211. where an employee becomes critically or dangerously ill while he or she is travelling on official business, and a member of the employee’s immediate family travels to visit the critically or dangerously ill employee, the institute will, where requested and supplied with medical evidence, reimburse the member of the employee’s immediate family for reasonable travel costs.
AIHW-Enterprise-Agreement.txt1370travelemployee is on official duty. further information is in the aihw travel policy and guidelines. 207. where an employee is required to travel on official business and is away from home overnight, the institute will pay an allowance for meals and incidental expenses to cover incidental transport/parking, meals, private telephone and other costs. these amounts will be the appropriate rates as published in the annual taxation ruling covering reasonable travel and meal allowance expense amounts. 208. an employee who is required to travel on official business but is not absent overnight may claim reimbursement of reasonable expenses including meals incurred during their absence. 209. clauses 206-208 apply for periods of two weeks (i.e. 14 calendar days) or less. for travel periods in excess of two weeks, refer to clause 210 (temporary relocation assistance). temporary relocation assistance for employees 210. where, for a period in excess of two weeks (i.e. 14 calendar days) an employee is required to work in a location other than the city in which their normal place of work is located, the director may approve a package of assistance, effective from the day on which an employee commenced work at the new location, to meet the additional costs incurred as a result of the employee being temporarily relocated. reimbursement of fares 211. where an employee becomes critically or dangerously ill while he or she is travelling on official business, and a member of the employee’s immediate family travels to visit the critically or dangerously ill employee, the institute will, where requested and supplied with medical evidence, reimburse the member of the employee’s immediate family for reasonable travel costs. overseas travelling allowances
AIHW-Enterprise-Agreement.txt1372travel207. where an employee is required to travel on official business and is away from home overnight, the institute will pay an allowance for meals and incidental expenses to cover incidental transport/parking, meals, private telephone and other costs. these amounts will be the appropriate rates as published in the annual taxation ruling covering reasonable travel and meal allowance expense amounts. 208. an employee who is required to travel on official business but is not absent overnight may claim reimbursement of reasonable expenses including meals incurred during their absence. 209. clauses 206-208 apply for periods of two weeks (i.e. 14 calendar days) or less. for travel periods in excess of two weeks, refer to clause 210 (temporary relocation assistance). temporary relocation assistance for employees 210. where, for a period in excess of two weeks (i.e. 14 calendar days) an employee is required to work in a location other than the city in which their normal place of work is located, the director may approve a package of assistance, effective from the day on which an employee commenced work at the new location, to meet the additional costs incurred as a result of the employee being temporarily relocated. reimbursement of fares 211. where an employee becomes critically or dangerously ill while he or she is travelling on official business, and a member of the employee’s immediate family travels to visit the critically or dangerously ill employee, the institute will, where requested and supplied with medical evidence, reimburse the member of the employee’s immediate family for reasonable travel costs. overseas travelling allowances 212. where an employee is required to travel overseas on official business, he or she will be:
AIHW-Enterprise-Agreement.txt1376travelannual taxation ruling covering reasonable travel and meal allowance expense amounts. 208. an employee who is required to travel on official business but is not absent overnight may claim reimbursement of reasonable expenses including meals incurred during their absence. 209. clauses 206-208 apply for periods of two weeks (i.e. 14 calendar days) or less. for travel periods in excess of two weeks, refer to clause 210 (temporary relocation assistance). temporary relocation assistance for employees 210. where, for a period in excess of two weeks (i.e. 14 calendar days) an employee is required to work in a location other than the city in which their normal place of work is located, the director may approve a package of assistance, effective from the day on which an employee commenced work at the new location, to meet the additional costs incurred as a result of the employee being temporarily relocated. reimbursement of fares 211. where an employee becomes critically or dangerously ill while he or she is travelling on official business, and a member of the employee’s immediate family travels to visit the critically or dangerously ill employee, the institute will, where requested and supplied with medical evidence, reimburse the member of the employee’s immediate family for reasonable travel costs. overseas travelling allowances 212. where an employee is required to travel overseas on official business, he or she will be: (i) reimbursed for reasonable costs, as determined by the director, associated with preparations for overseas travel including passport, visas, inoculations, etc. (ii) eligible to travel at the relevant class of air travel set out in clause 214
AIHW-Enterprise-Agreement.txt1378travel208. an employee who is required to travel on official business but is not absent overnight may claim reimbursement of reasonable expenses including meals incurred during their absence. 209. clauses 206-208 apply for periods of two weeks (i.e. 14 calendar days) or less. for travel periods in excess of two weeks, refer to clause 210 (temporary relocation assistance). temporary relocation assistance for employees 210. where, for a period in excess of two weeks (i.e. 14 calendar days) an employee is required to work in a location other than the city in which their normal place of work is located, the director may approve a package of assistance, effective from the day on which an employee commenced work at the new location, to meet the additional costs incurred as a result of the employee being temporarily relocated. reimbursement of fares 211. where an employee becomes critically or dangerously ill while he or she is travelling on official business, and a member of the employee’s immediate family travels to visit the critically or dangerously ill employee, the institute will, where requested and supplied with medical evidence, reimburse the member of the employee’s immediate family for reasonable travel costs. overseas travelling allowances 212. where an employee is required to travel overseas on official business, he or she will be: (i) reimbursed for reasonable costs, as determined by the director, associated with preparations for overseas travel including passport, visas, inoculations, etc. (ii) eligible to travel at the relevant class of air travel set out in clause 214 (iii) provided with accommodation paid for by the institute (iv) paid an overseas travelling allowance for meals and incidental expenses
AIHW-Enterprise-Agreement.txt1382traveltravel periods in excess of two weeks, refer to clause 210 (temporary relocation assistance). temporary relocation assistance for employees 210. where, for a period in excess of two weeks (i.e. 14 calendar days) an employee is required to work in a location other than the city in which their normal place of work is located, the director may approve a package of assistance, effective from the day on which an employee commenced work at the new location, to meet the additional costs incurred as a result of the employee being temporarily relocated. reimbursement of fares 211. where an employee becomes critically or dangerously ill while he or she is travelling on official business, and a member of the employee’s immediate family travels to visit the critically or dangerously ill employee, the institute will, where requested and supplied with medical evidence, reimburse the member of the employee’s immediate family for reasonable travel costs. overseas travelling allowances 212. where an employee is required to travel overseas on official business, he or she will be: (i) reimbursed for reasonable costs, as determined by the director, associated with preparations for overseas travel including passport, visas, inoculations, etc. (ii) eligible to travel at the relevant class of air travel set out in clause 214 (iii) provided with accommodation paid for by the institute (iv) paid an overseas travelling allowance for meals and incidental expenses equal to the australian taxation office reasonable amount for the relevant country, applicable at the time of travel, less a deduction for meals provided. 213. the director may, subject to the presentation of receipts or other evidence and
AIHW-Enterprise-Agreement.txt1394traveltravelling on official business, and a member of the employee’s immediate family travels to visit the critically or dangerously ill employee, the institute will, where requested and supplied with medical evidence, reimburse the member of the employee’s immediate family for reasonable travel costs. overseas travelling allowances 212. where an employee is required to travel overseas on official business, he or she will be: (i) reimbursed for reasonable costs, as determined by the director, associated with preparations for overseas travel including passport, visas, inoculations, etc. (ii) eligible to travel at the relevant class of air travel set out in clause 214 (iii) provided with accommodation paid for by the institute (iv) paid an overseas travelling allowance for meals and incidental expenses equal to the australian taxation office reasonable amount for the relevant country, applicable at the time of travel, less a deduction for meals provided. 213. the director may, subject to the presentation of receipts or other evidence and appropriate justification, approve an additional payment in circumstances where an employee has incurred additional reasonable costs. _____________________________________________________________________________________ australian institute of health and welfare enterprise agreement 2016 page 23 class of travel 214. economy class travel will normally be used where an employee is required to travel by air on official business except where the director determines otherwise for reasons of, but not limited to, employee health or disability, distance travelled and time changes involved. 215. the director may approve rest periods for an employee travelling overseas (other
AIHW-Enterprise-Agreement.txt1395traveltravels to visit the critically or dangerously ill employee, the institute will, where requested and supplied with medical evidence, reimburse the member of the employee’s immediate family for reasonable travel costs. overseas travelling allowances 212. where an employee is required to travel overseas on official business, he or she will be: (i) reimbursed for reasonable costs, as determined by the director, associated with preparations for overseas travel including passport, visas, inoculations, etc. (ii) eligible to travel at the relevant class of air travel set out in clause 214 (iii) provided with accommodation paid for by the institute (iv) paid an overseas travelling allowance for meals and incidental expenses equal to the australian taxation office reasonable amount for the relevant country, applicable at the time of travel, less a deduction for meals provided. 213. the director may, subject to the presentation of receipts or other evidence and appropriate justification, approve an additional payment in circumstances where an employee has incurred additional reasonable costs. _____________________________________________________________________________________ australian institute of health and welfare enterprise agreement 2016 page 23 class of travel 214. economy class travel will normally be used where an employee is required to travel by air on official business except where the director determines otherwise for reasons of, but not limited to, employee health or disability, distance travelled and time changes involved. 215. the director may approve rest periods for an employee travelling overseas (other than to new zealand) having regard to distance travelled and time changes
AIHW-Enterprise-Agreement.txt1397travelemployee’s immediate family for reasonable travel costs. overseas travelling allowances 212. where an employee is required to travel overseas on official business, he or she will be: (i) reimbursed for reasonable costs, as determined by the director, associated with preparations for overseas travel including passport, visas, inoculations, etc. (ii) eligible to travel at the relevant class of air travel set out in clause 214 (iii) provided with accommodation paid for by the institute (iv) paid an overseas travelling allowance for meals and incidental expenses equal to the australian taxation office reasonable amount for the relevant country, applicable at the time of travel, less a deduction for meals provided. 213. the director may, subject to the presentation of receipts or other evidence and appropriate justification, approve an additional payment in circumstances where an employee has incurred additional reasonable costs. _____________________________________________________________________________________ australian institute of health and welfare enterprise agreement 2016 page 23 class of travel 214. economy class travel will normally be used where an employee is required to travel by air on official business except where the director determines otherwise for reasons of, but not limited to, employee health or disability, distance travelled and time changes involved. 215. the director may approve rest periods for an employee travelling overseas (other than to new zealand) having regard to distance travelled and time changes involved.
AIHW-Enterprise-Agreement.txt1399traveloverseas travelling allowances 212. where an employee is required to travel overseas on official business, he or she will be: (i) reimbursed for reasonable costs, as determined by the director, associated with preparations for overseas travel including passport, visas, inoculations, etc. (ii) eligible to travel at the relevant class of air travel set out in clause 214 (iii) provided with accommodation paid for by the institute (iv) paid an overseas travelling allowance for meals and incidental expenses equal to the australian taxation office reasonable amount for the relevant country, applicable at the time of travel, less a deduction for meals provided. 213. the director may, subject to the presentation of receipts or other evidence and appropriate justification, approve an additional payment in circumstances where an employee has incurred additional reasonable costs. _____________________________________________________________________________________ australian institute of health and welfare enterprise agreement 2016 page 23 class of travel 214. economy class travel will normally be used where an employee is required to travel by air on official business except where the director determines otherwise for reasons of, but not limited to, employee health or disability, distance travelled and time changes involved. 215. the director may approve rest periods for an employee travelling overseas (other than to new zealand) having regard to distance travelled and time changes involved. motor vehicle allowance 216. the director may approve payment of an allowance to an employee for the use of
AIHW-Enterprise-Agreement.txt1400travel212. where an employee is required to travel overseas on official business, he or she will be: (i) reimbursed for reasonable costs, as determined by the director, associated with preparations for overseas travel including passport, visas, inoculations, etc. (ii) eligible to travel at the relevant class of air travel set out in clause 214 (iii) provided with accommodation paid for by the institute (iv) paid an overseas travelling allowance for meals and incidental expenses equal to the australian taxation office reasonable amount for the relevant country, applicable at the time of travel, less a deduction for meals provided. 213. the director may, subject to the presentation of receipts or other evidence and appropriate justification, approve an additional payment in circumstances where an employee has incurred additional reasonable costs. _____________________________________________________________________________________ australian institute of health and welfare enterprise agreement 2016 page 23 class of travel 214. economy class travel will normally be used where an employee is required to travel by air on official business except where the director determines otherwise for reasons of, but not limited to, employee health or disability, distance travelled and time changes involved. 215. the director may approve rest periods for an employee travelling overseas (other than to new zealand) having regard to distance travelled and time changes involved. motor vehicle allowance 216. the director may approve payment of an allowance to an employee for the use of a car owned or hired by the employee at their own expense for official purposes,
AIHW-Enterprise-Agreement.txt1403travelwith preparations for overseas travel including passport, visas, inoculations, etc. (ii) eligible to travel at the relevant class of air travel set out in clause 214 (iii) provided with accommodation paid for by the institute (iv) paid an overseas travelling allowance for meals and incidental expenses equal to the australian taxation office reasonable amount for the relevant country, applicable at the time of travel, less a deduction for meals provided. 213. the director may, subject to the presentation of receipts or other evidence and appropriate justification, approve an additional payment in circumstances where an employee has incurred additional reasonable costs. _____________________________________________________________________________________ australian institute of health and welfare enterprise agreement 2016 page 23 class of travel 214. economy class travel will normally be used where an employee is required to travel by air on official business except where the director determines otherwise for reasons of, but not limited to, employee health or disability, distance travelled and time changes involved. 215. the director may approve rest periods for an employee travelling overseas (other than to new zealand) having regard to distance travelled and time changes involved. motor vehicle allowance 216. the director may approve payment of an allowance to an employee for the use of a car owned or hired by the employee at their own expense for official purposes, where the director considers that this will be cost-effective for the institute. this allowance will be paid in accordance with the rates set by the tax assessment regulations 1997.
AIHW-Enterprise-Agreement.txt1405travel(ii) eligible to travel at the relevant class of air travel set out in clause 214 (iii) provided with accommodation paid for by the institute (iv) paid an overseas travelling allowance for meals and incidental expenses equal to the australian taxation office reasonable amount for the relevant country, applicable at the time of travel, less a deduction for meals provided. 213. the director may, subject to the presentation of receipts or other evidence and appropriate justification, approve an additional payment in circumstances where an employee has incurred additional reasonable costs. _____________________________________________________________________________________ australian institute of health and welfare enterprise agreement 2016 page 23 class of travel 214. economy class travel will normally be used where an employee is required to travel by air on official business except where the director determines otherwise for reasons of, but not limited to, employee health or disability, distance travelled and time changes involved. 215. the director may approve rest periods for an employee travelling overseas (other than to new zealand) having regard to distance travelled and time changes involved. motor vehicle allowance 216. the director may approve payment of an allowance to an employee for the use of a car owned or hired by the employee at their own expense for official purposes, where the director considers that this will be cost-effective for the institute. this allowance will be paid in accordance with the rates set by the tax assessment regulations 1997. loss, damage and indemnity
AIHW-Enterprise-Agreement.txt1407travel(iv) paid an overseas travelling allowance for meals and incidental expenses equal to the australian taxation office reasonable amount for the relevant country, applicable at the time of travel, less a deduction for meals provided. 213. the director may, subject to the presentation of receipts or other evidence and appropriate justification, approve an additional payment in circumstances where an employee has incurred additional reasonable costs. _____________________________________________________________________________________ australian institute of health and welfare enterprise agreement 2016 page 23 class of travel 214. economy class travel will normally be used where an employee is required to travel by air on official business except where the director determines otherwise for reasons of, but not limited to, employee health or disability, distance travelled and time changes involved. 215. the director may approve rest periods for an employee travelling overseas (other than to new zealand) having regard to distance travelled and time changes involved. motor vehicle allowance 216. the director may approve payment of an allowance to an employee for the use of a car owned or hired by the employee at their own expense for official purposes, where the director considers that this will be cost-effective for the institute. this allowance will be paid in accordance with the rates set by the tax assessment regulations 1997. loss, damage and indemnity 217. where an employee incurs out-of-pocket expenses due to loss or damage to clothing or personal effects which occurred in the course of his or her work, the
AIHW-Enterprise-Agreement.txt1409travelcountry, applicable at the time of travel, less a deduction for meals provided. 213. the director may, subject to the presentation of receipts or other evidence and appropriate justification, approve an additional payment in circumstances where an employee has incurred additional reasonable costs. _____________________________________________________________________________________ australian institute of health and welfare enterprise agreement 2016 page 23 class of travel 214. economy class travel will normally be used where an employee is required to travel by air on official business except where the director determines otherwise for reasons of, but not limited to, employee health or disability, distance travelled and time changes involved. 215. the director may approve rest periods for an employee travelling overseas (other than to new zealand) having regard to distance travelled and time changes involved. motor vehicle allowance 216. the director may approve payment of an allowance to an employee for the use of a car owned or hired by the employee at their own expense for official purposes, where the director considers that this will be cost-effective for the institute. this allowance will be paid in accordance with the rates set by the tax assessment regulations 1997. loss, damage and indemnity 217. where an employee incurs out-of-pocket expenses due to loss or damage to clothing or personal effects which occurred in the course of his or her work, the director will approve reimbursement where the director considers reimbursement is justified and receipts or other acceptable documentary evidence
AIHW-Enterprise-Agreement.txt1418travelclass of travel 214. economy class travel will normally be used where an employee is required to travel by air on official business except where the director determines otherwise for reasons of, but not limited to, employee health or disability, distance travelled and time changes involved. 215. the director may approve rest periods for an employee travelling overseas (other than to new zealand) having regard to distance travelled and time changes involved. motor vehicle allowance 216. the director may approve payment of an allowance to an employee for the use of a car owned or hired by the employee at their own expense for official purposes, where the director considers that this will be cost-effective for the institute. this allowance will be paid in accordance with the rates set by the tax assessment regulations 1997. loss, damage and indemnity 217. where an employee incurs out-of-pocket expenses due to loss or damage to clothing or personal effects which occurred in the course of his or her work, the director will approve reimbursement where the director considers reimbursement is justified and receipts or other acceptable documentary evidence has been provided. corporate role allowances 218. an allowance will be paid to an employee undertaking the designated corporate roles of first aid officer, emergency warden, harassment contact officer (hco), health and safety representative (hsr) and emergency out-of-hours contact officer. an employee will receive an allowance for each corporate role undertaken, but will not undertake more than one corporate role at a time unless approved to do so by the director.
AIHW-Enterprise-Agreement.txt1419travel214. economy class travel will normally be used where an employee is required to travel by air on official business except where the director determines otherwise for reasons of, but not limited to, employee health or disability, distance travelled and time changes involved. 215. the director may approve rest periods for an employee travelling overseas (other than to new zealand) having regard to distance travelled and time changes involved. motor vehicle allowance 216. the director may approve payment of an allowance to an employee for the use of a car owned or hired by the employee at their own expense for official purposes, where the director considers that this will be cost-effective for the institute. this allowance will be paid in accordance with the rates set by the tax assessment regulations 1997. loss, damage and indemnity 217. where an employee incurs out-of-pocket expenses due to loss or damage to clothing or personal effects which occurred in the course of his or her work, the director will approve reimbursement where the director considers reimbursement is justified and receipts or other acceptable documentary evidence has been provided. corporate role allowances 218. an allowance will be paid to an employee undertaking the designated corporate roles of first aid officer, emergency warden, harassment contact officer (hco), health and safety representative (hsr) and emergency out-of-hours contact officer. an employee will receive an allowance for each corporate role undertaken, but will not undertake more than one corporate role at a time unless approved to do so by the director. first aid officer
AIHW-Enterprise-Agreement.txt1420traveltravel by air on official business except where the director determines otherwise for reasons of, but not limited to, employee health or disability, distance travelled and time changes involved. 215. the director may approve rest periods for an employee travelling overseas (other than to new zealand) having regard to distance travelled and time changes involved. motor vehicle allowance 216. the director may approve payment of an allowance to an employee for the use of a car owned or hired by the employee at their own expense for official purposes, where the director considers that this will be cost-effective for the institute. this allowance will be paid in accordance with the rates set by the tax assessment regulations 1997. loss, damage and indemnity 217. where an employee incurs out-of-pocket expenses due to loss or damage to clothing or personal effects which occurred in the course of his or her work, the director will approve reimbursement where the director considers reimbursement is justified and receipts or other acceptable documentary evidence has been provided. corporate role allowances 218. an allowance will be paid to an employee undertaking the designated corporate roles of first aid officer, emergency warden, harassment contact officer (hco), health and safety representative (hsr) and emergency out-of-hours contact officer. an employee will receive an allowance for each corporate role undertaken, but will not undertake more than one corporate role at a time unless approved to do so by the director. first aid officer 219. where the director is satisfied that an employee possesses a first aid certificate
AIHW-Enterprise-Agreement.txt1421travelfor reasons of, but not limited to, employee health or disability, distance travelled and time changes involved. 215. the director may approve rest periods for an employee travelling overseas (other than to new zealand) having regard to distance travelled and time changes involved. motor vehicle allowance 216. the director may approve payment of an allowance to an employee for the use of a car owned or hired by the employee at their own expense for official purposes, where the director considers that this will be cost-effective for the institute. this allowance will be paid in accordance with the rates set by the tax assessment regulations 1997. loss, damage and indemnity 217. where an employee incurs out-of-pocket expenses due to loss or damage to clothing or personal effects which occurred in the course of his or her work, the director will approve reimbursement where the director considers reimbursement is justified and receipts or other acceptable documentary evidence has been provided. corporate role allowances 218. an allowance will be paid to an employee undertaking the designated corporate roles of first aid officer, emergency warden, harassment contact officer (hco), health and safety representative (hsr) and emergency out-of-hours contact officer. an employee will receive an allowance for each corporate role undertaken, but will not undertake more than one corporate role at a time unless approved to do so by the director. first aid officer 219. where the director is satisfied that an employee possesses a first aid certificate and continuing ability commensurate with that qualification and the employee
AIHW-Enterprise-Agreement.txt1423travel215. the director may approve rest periods for an employee travelling overseas (other than to new zealand) having regard to distance travelled and time changes involved. motor vehicle allowance 216. the director may approve payment of an allowance to an employee for the use of a car owned or hired by the employee at their own expense for official purposes, where the director considers that this will be cost-effective for the institute. this allowance will be paid in accordance with the rates set by the tax assessment regulations 1997. loss, damage and indemnity 217. where an employee incurs out-of-pocket expenses due to loss or damage to clothing or personal effects which occurred in the course of his or her work, the director will approve reimbursement where the director considers reimbursement is justified and receipts or other acceptable documentary evidence has been provided. corporate role allowances 218. an allowance will be paid to an employee undertaking the designated corporate roles of first aid officer, emergency warden, harassment contact officer (hco), health and safety representative (hsr) and emergency out-of-hours contact officer. an employee will receive an allowance for each corporate role undertaken, but will not undertake more than one corporate role at a time unless approved to do so by the director. first aid officer 219. where the director is satisfied that an employee possesses a first aid certificate and continuing ability commensurate with that qualification and the employee has been appointed to first aid duties, the employee will be paid an allowance of $26.00 per fortnight.
AIHW-Enterprise-Agreement.txt1424travelthan to new zealand) having regard to distance travelled and time changes involved. motor vehicle allowance 216. the director may approve payment of an allowance to an employee for the use of a car owned or hired by the employee at their own expense for official purposes, where the director considers that this will be cost-effective for the institute. this allowance will be paid in accordance with the rates set by the tax assessment regulations 1997. loss, damage and indemnity 217. where an employee incurs out-of-pocket expenses due to loss or damage to clothing or personal effects which occurred in the course of his or her work, the director will approve reimbursement where the director considers reimbursement is justified and receipts or other acceptable documentary evidence has been provided. corporate role allowances 218. an allowance will be paid to an employee undertaking the designated corporate roles of first aid officer, emergency warden, harassment contact officer (hco), health and safety representative (hsr) and emergency out-of-hours contact officer. an employee will receive an allowance for each corporate role undertaken, but will not undertake more than one corporate role at a time unless approved to do so by the director. first aid officer 219. where the director is satisfied that an employee possesses a first aid certificate and continuing ability commensurate with that qualification and the employee has been appointed to first aid duties, the employee will be paid an allowance of $26.00 per fortnight. emergency warden
AIHW-Enterprise-Agreement.txt1481travelof work and any time necessarily spent travelling to and from the institute will be at the relevant overtime rates with a minimum of two hours paid on each occasion. the minimum does not apply if the attendance is immediately followed by a normal working day. working with screen based equipment 225. the institute will provide for eyesight testing and a contribution towards expenses for prescribed eyesight correction to all employees who, as an integral part of their duties, are required to operate screen based equipment. 226. where eyewear is prescribed specifically for use with screen-based equipment, the director will contribute towards the expense (where not otherwise reimbursed under medicare or private health insurance arrangements) by means of reimbursement, up to: (i) $110.00 for single vision lenses (ii) $190.00 for multifocal lenses. further information is in the guidelines for eyesight testing and eyewear reimbursement. memberships of professional associations 227. the institute will reimburse or pay for the cost of annual membership fees of professional associations up to $850 a year where membership of the association is an essential requirement for the position. the institute may reimburse or pay up to $42 a year per employee towards annual membership of other professional associations relevant to the employee’s work at the institute. healthy lifestyle payment 228. in recognition of the benefits of a healthy lifestyle, a reimbursement of up to $299 for each year ending on 31 march (relevant year) will be provided to qualifying employees for equipment, clothing, footwear and accessories purchased to assist
AIHW-Enterprise-Agreement.txt1482overtimeat the relevant overtime rates with a minimum of two hours paid on each occasion. the minimum does not apply if the attendance is immediately followed by a normal working day. working with screen based equipment 225. the institute will provide for eyesight testing and a contribution towards expenses for prescribed eyesight correction to all employees who, as an integral part of their duties, are required to operate screen based equipment. 226. where eyewear is prescribed specifically for use with screen-based equipment, the director will contribute towards the expense (where not otherwise reimbursed under medicare or private health insurance arrangements) by means of reimbursement, up to: (i) $110.00 for single vision lenses (ii) $190.00 for multifocal lenses. further information is in the guidelines for eyesight testing and eyewear reimbursement. memberships of professional associations 227. the institute will reimburse or pay for the cost of annual membership fees of professional associations up to $850 a year where membership of the association is an essential requirement for the position. the institute may reimburse or pay up to $42 a year per employee towards annual membership of other professional associations relevant to the employee’s work at the institute. healthy lifestyle payment 228. in recognition of the benefits of a healthy lifestyle, a reimbursement of up to $299 for each year ending on 31 march (relevant year) will be provided to qualifying employees for equipment, clothing, footwear and accessories purchased to assist them participate in healthy lifestyle activities.
AIHW-Enterprise-Agreement.txt1635long service leave(ii) government service as defined in section 10 of the long service leave (commonwealth employees) act 1976 (iii) service with the commonwealth (other than service with a joint commonwealth-state body corporate in which the commonwealth does not have a controlling interest) which is recognised for long service leave purposes (iv) service with the australian defence forces (v) aps service immediately preceding deemed resignation (as defined under the repealed section 49 of the public service act 1922), if the service has not previously been recognised for severance pay purposes (vi) service in another organisation where an employee was transferred from the aps to that organisation with a transfer of function or an employee engaged by that organisation on work within a function is appointed as a result of the transfer of that function to the aps and such service is recognised for long service leave purposes. 249. absences from work which do not count as service for any purpose will not count as service for severance pay purposes. additionally, any period of service which ceased: (i) through termination on the following grounds: a. the employee lacks, or has lost, an essential qualification for performing his or her duties b. non-performance, or underperformance, of duties c. inability to perform duties because of physical or mental incapacity d. failure to satisfactorily complete an entry level training course e. failure to meet a condition imposed under subsection 22(6) of the public service act 1999 f. a breach of the code of conduct (ii) on a ground equivalent to a ground listed in subparagraph (i) above under the repealed public service act 1922
AIHW-Enterprise-Agreement.txt1639long service leavenot have a controlling interest) which is recognised for long service leave purposes (iv) service with the australian defence forces (v) aps service immediately preceding deemed resignation (as defined under the repealed section 49 of the public service act 1922), if the service has not previously been recognised for severance pay purposes (vi) service in another organisation where an employee was transferred from the aps to that organisation with a transfer of function or an employee engaged by that organisation on work within a function is appointed as a result of the transfer of that function to the aps and such service is recognised for long service leave purposes. 249. absences from work which do not count as service for any purpose will not count as service for severance pay purposes. additionally, any period of service which ceased: (i) through termination on the following grounds: a. the employee lacks, or has lost, an essential qualification for performing his or her duties b. non-performance, or underperformance, of duties c. inability to perform duties because of physical or mental incapacity d. failure to satisfactorily complete an entry level training course e. failure to meet a condition imposed under subsection 22(6) of the public service act 1999 f. a breach of the code of conduct (ii) on a ground equivalent to a ground listed in subparagraph (i) above under the repealed public service act 1922 (iii) through voluntary retirement at or above the minimum retiring age applicable to the employee (iv) with the payment of a redundancy benefit or similar payment or an employer-financed retirement benefit
AIHW-Enterprise-Agreement.txt1649long service leaverecognised for long service leave purposes. 249. absences from work which do not count as service for any purpose will not count as service for severance pay purposes. additionally, any period of service which ceased: (i) through termination on the following grounds: a. the employee lacks, or has lost, an essential qualification for performing his or her duties b. non-performance, or underperformance, of duties c. inability to perform duties because of physical or mental incapacity d. failure to satisfactorily complete an entry level training course e. failure to meet a condition imposed under subsection 22(6) of the public service act 1999 f. a breach of the code of conduct (ii) on a ground equivalent to a ground listed in subparagraph (i) above under the repealed public service act 1922 (iii) through voluntary retirement at or above the minimum retiring age applicable to the employee (iv) with the payment of a redundancy benefit or similar payment or an employer-financed retirement benefit will not count as service for severance pay purposes. rate of payment: severance benefit 250. for the purpose of calculating any payment under clause 244, salary will include: (i) the employee's salary (ii) higher duties allowance, where the employee has been receiving the allowance for a continuous period of at least 12 months immediately preceding the date on which the employee is given notice of termination (iii) other allowances in the nature of salary which are paid during periods of
AIHW-Enterprise-Agreement.txt1723travel257. if requested by the excess employee, the institute will meet reasonable travel and incidental expenses incurred exclusively for the purpose of seeking alternative employment in australia, where these are not met by the prospective employer. 258. the retention periods specified in clause 251 and the notice period specified in clause 261 will be extended by any periods of personal leave supported by medical evidence which is taken during these periods, up to a maximum of 18 days. 259. where the director believes there is insufficient productive work available for an excess employee within the agency during the retention period and that there is no reasonable redeployment prospects in the aps, the director may (subject to clause 260) terminate the employee’s employment under section 29 of the public service act 1999 and pay the balance of the retention period as a lump sum comprising: _____________________________________________________________________________________ australian institute of health and welfare enterprise agreement 2016 page 29 (i) the balance of the retention period (as shortened for the nes under clause 252) and this payment will be taken to include payment in lieu of notice of termination of employment (ii) the employee’s nes entitlement to redundancy pay. 260. except, where agreed by the employee, the employee’s employment will not be terminated within three months of the start of the retention period. 261. the excess employee will be given four weeks’ notice (or five weeks’ notice for an employee over 45 years with at least five years of continuous service). the specified period of notice will, as far as practicable, be concurrent with the retention periods.
AIHW-Enterprise-Agreement.txt1952overtimeovertime, severance and termination payments. where salary sacrifice arrangements and/or purchased leave arrangements are in place, the employee’s salary will be determined as if the arrangement/s had not been entered into. _____________________________________________________________________________________ australian institute of health and welfare enterprise agreement 2016 page 34 signatures by signing below the employer and the unions bound by the agreement signify their agreement to its terms. on behalf of the australian institute of health and welfare barry sandison director on behalf of the community and public sector union beth vincent-pietsch deputy secretary australian institute of health and welfare 1 thynne street fern hill park bruce act 2601 community and public sector union level 1
AIHW-Enterprise-Agreement.txt2200overtimeovertime formulae the hourly rate for overtime payment will be calculated using the following formulae: time and a half rate annual salary x 313 6 . x prescribed weekly hours* 3. 2 before overtime is payable double time rate annual salary x 313 6
AIHW-Enterprise-Agreement.txt2201overtimethe hourly rate for overtime payment will be calculated using the following formulae: time and a half rate annual salary x 313 6 . x prescribed weekly hours* 3. 2 before overtime is payable double time rate annual salary x 313 6 .
AIHW-Enterprise-Agreement.txt2220overtimebefore overtime is payable double time rate annual salary x 313 6 . x prescribed weekly hours* 2. 1 before overtime is payable double time and a half rate annual salary 313 x 6 .
AIHW-Enterprise-Agreement.txt2239overtimebefore overtime is payable double time and a half rate annual salary 313 x 6 . prescribed weekly hours* x 5. 2 before overtime is payable * for the purpose of calculating the formulae, prescribed weekly hours before overtime is payable will be 38 hours 5 minutes. the exception is overtime worked on sunday and outside ordinary hours on public holidays by employees whose weekly hours are 37 hours 5 minutes when prescribed weekly hours before overtime is payable will be 37 hours 5 minutes. _____________________________________________________________________________________ australian institute of health and welfare enterprise agreement 2016 page 37
AIHW-Enterprise-Agreement.txt2257overtimebefore overtime is payable * for the purpose of calculating the formulae, prescribed weekly hours before overtime is payable will be 38 hours 5 minutes. the exception is overtime worked on sunday and outside ordinary hours on public holidays by employees whose weekly hours are 37 hours 5 minutes when prescribed weekly hours before overtime is payable will be 37 hours 5 minutes. _____________________________________________________________________________________ australian institute of health and welfare enterprise agreement 2016 page 37 attachment b - supported salary payments for employees with a disability workers eligible for a supported wage b.1 these provisions define the conditions, which will apply to employees who because of the effects of a disability are eligible for a supported wage under the terms of this agreement. in the context of these provisions, the following definitions will apply: supported wage system means the commonwealth government system to promote employment for people who cannot work at full wages because of a disability, as documented in supported wage system handbook. approved assessor
AIHW-Enterprise-Agreement.txt2261overtimefor the purpose of calculating the formulae, prescribed weekly hours before overtime is payable will be 38 hours 5 minutes. the exception is overtime worked on sunday and outside ordinary hours on public holidays by employees whose weekly hours are 37 hours 5 minutes when prescribed weekly hours before overtime is payable will be 37 hours 5 minutes. _____________________________________________________________________________________ australian institute of health and welfare enterprise agreement 2016 page 37 attachment b - supported salary payments for employees with a disability workers eligible for a supported wage b.1 these provisions define the conditions, which will apply to employees who because of the effects of a disability are eligible for a supported wage under the terms of this agreement. in the context of these provisions, the following definitions will apply: supported wage system means the commonwealth government system to promote employment for people who cannot work at full wages because of a disability, as documented in supported wage system handbook. approved assessor means a person accredited by the managing unit established by the commonwealth under the supported wage system to perform assessments of an individual's productive capacity within the
AIHW-Enterprise-Agreement.txt2262overtimewill be 38 hours 5 minutes. the exception is overtime worked on sunday and outside ordinary hours on public holidays by employees whose weekly hours are 37 hours 5 minutes when prescribed weekly hours before overtime is payable will be 37 hours 5 minutes. _____________________________________________________________________________________ australian institute of health and welfare enterprise agreement 2016 page 37 attachment b - supported salary payments for employees with a disability workers eligible for a supported wage b.1 these provisions define the conditions, which will apply to employees who because of the effects of a disability are eligible for a supported wage under the terms of this agreement. in the context of these provisions, the following definitions will apply: supported wage system means the commonwealth government system to promote employment for people who cannot work at full wages because of a disability, as documented in supported wage system handbook. approved assessor means a person accredited by the managing unit established by the commonwealth under the supported wage system to perform assessments of an individual's productive capacity within the supported wage system.
AIHW-Enterprise-Agreement.txt2264overtimeprescribed weekly hours before overtime is payable will be 37 hours 5 minutes. _____________________________________________________________________________________ australian institute of health and welfare enterprise agreement 2016 page 37 attachment b - supported salary payments for employees with a disability workers eligible for a supported wage b.1 these provisions define the conditions, which will apply to employees who because of the effects of a disability are eligible for a supported wage under the terms of this agreement. in the context of these provisions, the following definitions will apply: supported wage system means the commonwealth government system to promote employment for people who cannot work at full wages because of a disability, as documented in supported wage system handbook. approved assessor means a person accredited by the managing unit established by the commonwealth under the supported wage system to perform assessments of an individual's productive capacity within the supported wage system. assessment instrument